Kolb学习风格与中国大学生英语/i/-/I/发音的关系

以中国大学生为对象, 在对其英语/i/-/&;#618;/发音进行声学分析的基础上, 从Kolb经验学习模式入手, 结合其他相关学习者因素, 探讨学习风格与英语/i/-/&;#618;/发音的关系。结果显示, 中国学生发音表现个体差异较大, 其发音水平与学习风格紧密相关：吸收型和发散型学习者表现较好, 集中型学习者较差, 适应型学习者最差。另外, 中国学生发音表现与其英语使用和练习量也有显著正相关, 但与英语学习起始年龄和英语教育年限等其他因素都无直接联系。     

付出-回馈工作压力模型：西方国家十年来研究的回顾与评析

付出&;#8722;回馈工作压力模型(Effort-Reward Imbalance, ERI)以社会交换理论为视角, 从付出、回馈、过度投入三个方面探讨了工作压力的形成机制和作用机理。在对近十几年来有关ERI模型实证研究文献的梳理和分析的基础上, 系统地介绍ERI模型的理论基础、模型的适用性验证、相关变量探索及模型拓展等, 发现目前的ERI模型具有较好的解释力和适用性, 但是模型的中间变量及交互假设有待进一步探索, 付出、回报失衡值的计算方法尚需进一步优化。     

中国组织情境下破坏性领导行为的诱因：一项追踪研究

破坏性领导行为的危害不容忽视, 然而, 学术界对于这一领域的探究尚处起步阶段。本研究首先在中国组织情境下, 采用质化研究与量化研究相结合的方式, 探讨破坏性领导的结构维度, 开发破坏性领导的测量量表; 然后以"管理者及其下属配对"为研究对象, 采用追踪研究设计, 收集"管理者－员工"配对数据, 运用结构方程模型、多元回归分析以及多层线性模型技术进行统计分析, 探讨破坏性领导行为的诱因。具体包括三个研究：(1)中国组织情境下破坏性领导的结构与测量研究; (2)破坏性领导行为的诱因：基于个体特质与组织情境视角的跨层次的追踪研究; (3)破坏性领导行为的诱因：基于下属特征视角的追踪研究。研究结果有助于澄清中国组织情境下破坏性领导的内涵与维度结构, 识别与测量中国组织情境下的破坏性领导行为, 揭示个体特质对破坏性领导行为的影响效应, 探明诱发破坏性领导行为的组织情境因素和下属特征因素。     

中国情境下家长式领导与员工绩效关系的元分析

本研究采用元分析技术和效标剖面元分析技术探讨中国情境下家长式领导与员工绩效之间的关系。通过文献收集与筛选, 共纳入139项研究400个效应值(N = 44605)。元分析结果发现：(1)仁慈领导、德行领导与任务绩效和组织公民绩效有较强的正相关关系, 与反生产绩效有较强的负相关关系。与之相反, 威权领导与任务绩效和组织公民绩效之间有显著的负相关关系, 与反生产绩效显著正相关。(2)低威权领导剖面(仁慈领导和德行领导水平高)对任务绩效和组织公民绩效的预测力最强, 高威权领导剖面(仁慈领导和德行领导水平低)对反生产绩效的预测力最强。(3)年龄能够调节家长式领导部分维度和绩效之间的关系强度, 性别对家长式领导分维度和绩效关系的调节效应不显著。研究结果进一步揭示了中国情境下家长式领导与个体绩效之间关系的“真相”。     

何以近朱者赤、近墨者黑?特质激活理论的缘起、现状和未来

特质激活理论旨在阐明适宜的外部情境如何激活个体的内在特质, 以及这种激活如何促使潜藏的隐性特质表达出显性的行为。文章综述了特质激活理论, 剖析了其从思想诞生到基准模型, 再到拓展模型的两次飞跃, 重点阐释了情境分层、情境特征、激活后果的反馈等系统, 辨析了特质激活的内涵及其与“人-环境”匹配理论、与情境强度理论的异同, 从深化验证、拓展现有理论模型等视角提出未来研究走向。     

员工何以蓬勃旺盛?影响工作旺盛感的组织情境与理论模型

工作旺盛感是个体在工作中同时感受活力和学习一种心理状态。组织情境中领导、组织支持和公平、工作特征和同伴均影响工作旺盛感。基于特质激活和自我决定理论, 构建“组织情境影响工作旺盛感的心理机制”模型：“全景式”和“离散式”组织情境能直接影响基本心理需求的满足, 或者先激活特质, 再影响基本心理需求满足, 进而影响工作旺盛感。未来应加强“全景式”组织情境及其中介机制研究, 开展个体和组织情境变量以及社会层和任务层等多层次整合研究, 并运用动态研究方法研究组织情境与工作旺盛感之间的联动变化规律, 预测工作旺盛感。     

领导正直的前因与结果:一项追踪研究

近年,商业丑闻频频发生,引发了学界对领导正直问题的关注,但学术界对领导正直的结构、测量及前因与后果的研究尚处起步阶段。本研究首先借鉴管理学通用的量表开发程序,探讨中国组织情境下领导正直的结构维度,开发中国组织情境下领导正直的测量量表;然后,采用追踪研究设计,收集上下属配对数据,探索领导正直的前因与结果。具体包括3个研究:(1)中国组织情境下领导正直的结构与测量研究;(2)领导正直的前因:基于特质与学习视角的跨层次的追踪研究;(3)领导正直的结果:一项追踪研究。该项目研究结果的主要价值在于:(1)确立中国组织情境下领导正直的维度结构,识别与测量中国组织情境下的领导正直;(2)确认哪种特质的领导可能正直,以及高层领导正直是否对低层领导正直有传递效应;(3)揭示领导正直如何通过提升个人声誉,继而加强个人权力及职业发展,以及如何通过下属对主管的信任,最终增加员工的工作绩效和建言行为。     

组织内领导越轨行为研究：概念、诱因与结果

领导越轨行为是指领导者在工作场所中故意违反重要的组织规范的行为。通过整合分析组织内越轨行为和领导行为两个领域的相关研究发现, 领导越轨行为的诱因大致包括个体因素(个性特征、个体知觉和人口学变量)和情境因素(组织文化、工作特征和人际影响)两类, 并且主要通过社会比较、社会心理和社会交换三条路径进一步影响下属的工作绩效。未来研究应从行为客体(组织-人际)和行为动机(利己-利他)两个角度对领导越轨行为的内涵进行纵深拓展, 并进一步考察不同诱因的交互影响以及领导越轨行为的作用机制。     

情境线索对社会认知内容推断的影响

本研究考察了情境线索对社会目标不同内容维度之间的推断的影响。研究一发现,缺乏情境线索时,两个基本维度热情和能力之间呈一种正向推断。研究二发现,当情境线索明确指向高能力时,高热情描述会导致低能力推断,同时也引发了消极的行为倾向。研究三进一步考察了热情的两个子维度社交性和道德性之间的推断,结果发现描述社交性职业的社交性信息或者描述道德性职业的道德性信息时,对目标对象的整体评价和行为意愿都更为积极。本研究表明,情境的预期性线索为社会认知内容的推断提供了基本的认知框架,当信息呈现与情境预期相匹配时,更容易产生积极推断。     

情境线索对社会认知内容推断的影响

本研究考察了情境线索对社会目标不同内容维度之间的推断的影响。研究一发现,缺乏情境线索时,两个基本维度热情和能力之间呈一种正向推断。研究二发现,当情境线索明确指向高能力时,高热情描述会导致低能力推断,同时也引发了消极的行为倾向。研究三进一步考察了热情的两个子维度社交性和道德性之间的推断,结果发现描述社交性职业的社交性信息或者描述道德性职业的道德性信息时,对目标对象的整体评价和行为意愿都更为积极。本研究表明,情境的预期性线索为社会认知内容的推断提供了基本的认知框架,当信息呈现与情境预期相匹配时,更容易产生积极推断。     

A personality trait-based interactionist model of job performance

Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.     

Investigating intellect from a trait activation perspective: Identification of situational moderators for the correlation with work-related criteria

We applied trait activation theory to investigate the situational properties that moderate the correlation of intellect, a sub-dimension of the Big Five factor openness to experience, with work-related criteria. We collected data from a sample of 185 employees from diverse organizations and positions. Results from moderated hierarchical regression analyses revealed that perceived situational properties at the task level moderated the correlation between intellect and job performance. Additionally, correlations between intellect and organizational commitment were moderated at task and organizational levels. This study shows how trait activation theory can be utilized to investigate the situational properties moderating the correlation of personality variables with external criteria. Implications for applied purposes are discussed.     

The interaction of social skill and organizational support on job performance

The present study examined the moderating effect of perceived organizational support (POS) on the relationship between social skill and supervisor-rated job performance. On the basis of regulatory and activation models of behavior, the authors argue that low-POS environments activate social skill because they reflect situations in which interpersonal acuity is required to demonstrate effective job performance. Accordingly, the authors hypothesize that social skill is more strongly related to performance among workers reporting low rather than high levels of organizational support. Results of hierarchical moderated multiple regression analyses on data gathered from 2 samples support the hypothesis. These results suggest that the relevance of social skill to job performance may be dependent on contextual cues. Implications for substantive research, strengths and limitations, and directions for future research are offered.     

Perceptions of organizational politics as a moderator of the relationship between conscientiousness and job performance

Meta-analytic studies of the relationships between the five-factor model of personality constructs and job performance indicate that conscientiousness has been the most consistent predictor. Recent research has sought to identify situational factors that may explain additional variance beyond what has been reported by simple bivariate relationships. The authors hypothesized that perceptions of organizational politics would moderate the relationship between conscientiousness and job performance. Data collected from 234 male and 579 female workers in 4 organizations indicated that conscientiousness was related to job performance among workers perceiving average to high levels of organizational politics but unrelated to performance among workers perceiving low levels of organizational politics. Moreover, perceptions of organizational politics were negatively related to job performance only among workers of average to low levels of conscientiousness.     

Cross‐level interactions of individual trait positive affect,group trait positive affect,and group positive affect diversity

The purpose of the current study is to examine the cross‐level three‐way interactions among individual trait positive affect (PA), group trait PA, and group PA diversity on individual work outcomes. Drawing on situation strength theory, we hypothesized that the relationship of individual trait PA with work outcomes depends on the strength of a group's affective contexts including group trait PA and PA diversity. The hierarchical linear modelling results for 261 employees in 42 South Korean organizational teams showed that individuals' trait PA was positively associated with their team commitment, job satisfaction, and organizational citizenship behaviour (OCB). The findings also demonstrated that individual trait PA had the strongest relationship with team commitment when group trait PA was low and PA diversity was high simultaneously. In addition, the relationship between individual trait PA and OCB was found to be stronger for affectively diverse groups than for homogeneous groups.     

Testing an interactionist perspective on the relationship between personality traits and performance under public pressure

Objectives

The interactionist principle of trait activation [Tett & Gutermann (2000). Situation trait relevance, trait expression, and cross-situational consistency: testing a principle of trait activation. Journal of Research in Personality, 34, 397-423.] explains human behavior through the stimulation of traits by trait-relevant situational cues (i.e., situation-trait relevance). In applied (real-world) high-pressure situations, audiences provide the situational demand of public evaluation. Therefore, traits that are related to public evaluation are appraised as situation-relevant. The purpose of the current study was to test if situation-relevant traits (i.e., narcissism, public self-consciousness) predict performance in applied high-pressure situations, while situation-irrelevant traits (i.e., private self-consciousness) do not contribute to the performance explanation.

Design/Method

Experienced handball players (N = 55) completed personality questionnaires and performed a throwing task in low and high-pressure conditions, whereby the high-pressure condition involved 1500-2000 spectators during halftime breaks of professional handball games.

Results

Findings supported the assumptions about situation-trait relevancies and indicated that narcissism and public self-consciousness were relevant to high-pressure performance (i.e., positively associated), whereas private self-consciousness was found to be irrelevant. No predictors were correlated to low-pressure performance.

Conclusions

Results emphasize that trait activation is a promising explanation for the relevance of personality characteristics to performance under pressure. A systematic consideration of situational demands of high-pressure situations will result in adequate appraisals of situation-trait relevance and help predict performance with trait scores.     

Interactive effects of situational judgment effectiveness and proactive personality on work perceptions and work outcomes

This study was based on a sample of 139 employees. The results support the hypothesis that proactive personality (PAP) predicts work perceptions (procedural justice perception, perceived supervisor support, and social integration) and work outcomes (job satisfaction, affective organizational commitment, and job performance) positively among individuals with high situational judgment effectiveness (SJE) but negatively among those with low SJE. The findings on the disordinal SJE = PAP interaction effects show that high levels of PAP may be either adaptive or maladaptive, depending on the individual's level of SJE, and these findings caution against direct interpretations of bivariate associations between PAP and work-relevant criteria. Limitations and implications of the study as well as future research directions on the study of PAP and situational judgment are discussed.     

Honesty–humility and a person–situation interaction at work

Person–situation interactions have attracted researchers' attention for decades. Likewise, the current work focuses on the interaction of honesty–humility and situational conditions in bringing about counterproductive work behaviour (CWB). As such, we introduce perceptions of organizational politics as a situational construct representing an opportunity for CWB. In a sample of N = 148 employees we found that particularly individuals low in honesty–humility were affected by situational circumstances. By contrast, those high in honesty–humility reported practically the same (lower) amount of CWB independent of the level of perceptions of organizational politics. In other words, employees low in honesty–humility were especially likely to condition their behaviour on environmental factors, a result that mirrors previous findings. Copyright © 2010 John Wiley & Sons, Ltd.     

From state neuroticism to momentary task performance: A person × situation approach

The goal of this article was to investigate the mechanisms through which personality relates to task performance. We argue that perceptions of work pressure and task complexity trigger momentary levels of neuroticism (i.e., state neuroticism) and that these momentary levels of neuroticism predict momentary task performance. Moreover, we hypothesized that the relationship between momentary job demands and state neuroticism is moderated by trait neuroticism. To test this model, we conducted an event reconstruction study and a day reconstruction study. The results revealed that trait neuroticism indeed moderated the momentary job demands–state neuroticism relationship, and in three out of four cases state neuroticism was found to mediate the relationship between momentary job demands and momentary task performance. From a practical point-of-view our results suggest that employees’ task performance can be improved by enhancing the way in which individuals perceive job demands. This strategy would be particularly helpful for individuals for whom the momentary job demands–state neuroticism relationship is the strongest (i.e., employees high in trait neuroticism).     

Situation Trait Relevance, Trait Expression, and Cross-Situational Consistency: Testing a Principle of Trait Activation

An interactionist principle of trait activation is proposed, emphasizing situation trait relevance (i.e., opportunity for trait expression) as a moderator of trait–behavior relations and cross-situational consistency (CSC). One hundred fifty-six students completed trait measures and expressed intentions in 10 scenarios targeted to each of five traits (e.g., risk taking). Trait–intention correlations within scenario sets were themselves correlated with mean situation trait relevance ratings provided by 26 proficient judges; CSCs in intentions (45 correlations per trait) were correlated with an index of shared trait relevance in situation pairs. In support of trait activation, (a) trait–intention relations for three traits were higher in more relevant situations (e.g., second-order r = .66 for risk taking) and (b) CSCs were higher in scenarios jointly high in targeted trait relevance (e.g., second-order r = .55 for risk taking). Discussion highlights applications of trait activation in diverse research domains.