建言类型对领导者建言采纳的影响：面子与幽默的作用

以说服和面子理论为基础,通过两个研究探讨领导者建言采纳行为的影响因素及作用机制。结果发现：相对于促进型建言,抑制型建言给领导带来的面子威胁更大,且领导者感知面子威胁在建言类型与建言采纳之间起部分的中介作用。而幽默类型与水平影响领导者感知面子威胁的程度,积极幽默水平越高,领导者感知面子威胁的程度越低,其建言采纳可能性越高。这表明领导者感知面子威胁在建言类型与建议采纳间起中介作用,幽默调节了此中介效应。     

心理资本与建言行为的关系:变革开放性和组织支持感的作用研究

基于积极心理资本理论和情感事件理论相结合的理论视角,研究采用两阶段追踪问卷调查方法收集数据,探讨了心理资本与员工建言行为的关系以及变革开放性和组织支持感在这个过程中的作用机制。数据分析结果表明:员工心理资本显著正向影响建言行为,变革开放性在心理资本与建言行为之间起着部分中介作用,组织支持感显著调节心理资本通过变革开放性影响建言行为的间接效应,在高组织支持感的条件下,变革开放性在心理资本影响建言行为过程中的中介作用显著,但是在低组织支持感的条件下,变革开放性的中介作用不明显。。     

Payback: Effects of relationship and cultural norms on reciprocity

This experimental investigation explores differences in reciprocal norms between friends and strangers and the effects of culture on reciprocity. Based on altruistic and strong reciprocity theories, a hybrid trust‐dictator game tested the influence of relationship (i.e. friends vs. strangers), treatment (i.e. positive vs. negative) and culture (i.e. collectivistic vs. individualistic) on reciprocation. The results show that participants reciprocated more positively when treated positively in general. However, the results demonstrate intercultural differences in reciprocal norms, specifically in the negative treatment condition. Participants from the individualistic culture provided stronger punishment to the norm violator, compared to participants from the collectivistic culture. We discuss implications of the impact of relationship and culture on reciprocation with respect to the olive branch response.     

The influence of perceived warmth and competence on realistic threat and willingness for intergroup contact

Unwillingness for contact with outgroup members is a form of prejudice. In two studies, we tested the proposition that perceived competence has an indirect effect on willingness for intergroup contact through its effect on realistic threat, and that perceived warmth moderates this relationship. In Study 1, Hong Kong students (N = 144) rated the perceived warmth and competence of an outgroup, Mainland Chinese students, as well as the extent to which they perceived the group as presenting a realistic threat, and willingness for contact with them. In Study 2 (N = 205), we attempted to manipulate the warmth (high vs. low) and competence (high vs. low) of an unfamiliar outgroup, and tested the effects on realistic threat and willingness for intergroup contact. In both studies, we found an interaction effect between warmth and competence in the prediction of realistic threat. When the outgroup was perceived as warm, competence was found to have a negative association with realistic threat (Study 1), whereas when the outgroup was perceived as lacking warmth, competence was found to have a positive association with realistic threat (Study 2). In both studies, perceived warmth moderated the indirect effect of perceived competence on willingness for intergroup contact. Implications for the role of warmth and competence stereotypes in threat perception and prejudice are discussed.     

No Herd for Black Sheep: A Meta-Analytic Review of the Predictors and Outcomes of Workplace Ostracism

Ostracism is a ubiquitous and inevitable part of human personal and professional lives. Despite its prevalence, organizational scholars have yet to provide a comprehensive review of the empirical literature on workplace ostracism. In this study, I use belongingness theory, conservation of resources theory, and need-threat/need fortification theory to conduct a meta-analysis of the relationships between the predictors and outcomes of workplace ostracism. My results suggest that experiences of workplace incivility and victim personality traits have a significant influence on the perceptions of workplace ostracism. I also found that self-esteem partially mediates the relationship between workplace ostracism and work outcomes. In addition, workplace ostracism was related negatively to numerous health and work outcomes. Furthermore, national culture (collectivistic vs. individualistic cultures) of study samples moderated some of the proposed relationships. Finally, results from relative weight analyses revealed a unique contribution of workplace ostracism in the prediction of job satisfaction, although abusive supervision and interpersonal deviance were important predictors of OCBs and deviant work behaviors. I conclude with a discussion of these findings.     

How do friendship artificial intelligence chatbots (FAIC) benefit the continuance using intention and customer engagement?

Although there have been many AI chatbots in industry service, social media, and e-commerce platforms, research on AI chatbots such as Replika, neglected the effects of human-like traits on users' continuance using intention. This article aims to explore the main effects of human-like traits (perceived warmth vs. perceived competence) of friendship AI chatbots (FAIC) on continuance using intention and customer engagement, and the moderating effects of the need to belong and information sensitivity. Three studies are conducted to collect data (N_total = 1420). Our findings of Study 1 demonstrate that perceived warmth and perceived competence can increase the continuance using intention to FAIC and customer engagement, and perceived usefulness plays a mediating role in our conceptual model. Additionally, consumers' need to belong (high vs. low) (Study 2) and information sensitivity (high vs. low) (Study 3) related to chat contents moderate the main effects significantly. This article contributes to the literature on the relationship between FAIC and consumers by presenting the influence of perceived warmth and perceived competence and establishing the underlying process. Analogously, the findings can be beneficial for marketers and firms in designing and developing the coding program of FAIC to promote consumers' continuance using intention and customer engagement.     

Pancultural self-enhancement

The culture movement challenged the universality of the self-enhancement motive by proposing that the motive is pervasive in individualistic cultures (the West) but absent in collectivistic cultures (the East). The present research posited that Westerners and Easterners use different tactics to achieve the same goal: positive self-regard. Study 1 tested participants from differing cultural backgrounds (the United States vs. Japan), and Study 2 tested participants of differing self-construals (independent vs. interdependent). Americans and independents self-enhanced on individualistic attributes, whereas Japanese and interdependents self-enhanced on collectivistic attributes. Independents regarded individualistic attributes, whereas interdependents regarded collectivistic attributes, as personally important. Attribute importance mediated self-enhancement. Regardless of cultural background or self-construal, people self-enhance on personally important dimensions. Self-enhancement is a universal human motive.     

工作场所的组织政治会危害员工绩效吗？基于个人-组织契合理论的视角

本研究基于个人-组织契合理论的视角, 通过对286份员工与直接主管的配对数据, 揭示了组织政治知觉对员工绩效(任务绩效和组织公民行为)的影响, 马基雅维利主义人格对这两者之间关系的调节作用, 组织认同在这两者之间的中介作用。层次回归分析结果发现：组织政治知觉对任务绩效、组织公民行为具有显著的消极影响, 马基雅维利主义人格可以显著调节组织政治知觉与任务绩效、组织公民行为两者之间的关系, 而组织认同是组织政治知觉与任务绩效、组织公民行为之间的完全中介变量。调节路径分析结果表明：马基雅维利主义对组织政治知觉与员工绩效之间关系的调节作用也是以组织认同为中介, 具体表现为被中介的调节作用。     

高承诺组织与员工建言:双过程模型检验

以来自36个组织的223名员工为被试,通过上级、同事和员工自评三方配对的问卷数据,研究探讨了高承诺组织与员工建言行为之间的关系。采用多层结构方程模型等方法进行数据分析,结果发现:(1)高承诺组织对员工建言行为(包括上行建言和平行建言)有显著的促进作用;(2)员工知觉到组织内的职业机会在高承诺组织和上行建言之间起部分中介作用;工作满意度在高承诺组织和平行建言之间起部分中介作用;(3)工作绩效在知觉到职业机会和上行建言之间起正向调节作用;人际关系在工作满意度和平行建言之间起正向调节作用;(4)不光如此,工作绩效还调节着"高承诺组织-知觉职业机会-上行建言"这一中介路径;人际关系还调节着"高承诺组织-工作满意感-平行建言"这一中介路径。文章最后对所得结果、理论和实践意义及未来研究做了讨论。     

The prospective relationship between child personality and perceived parenting: Mediation by parental sense of competence

This study examined the prospective relationship between childhood Big Five personality characteristics and perceived parenting in adolescence. In addition, we investigated whether this relationship was mediated by parental sense of competence, and whether associations were different for mothers and fathers. For 274 children, teachers reported on children’s Big Five personality characteristics at Time 1, mothers and fathers reported on their sense of competence at Time 2, and the children (who had now become adolescents) rated their parents’ warmth, overreactivity and psychological control at Time 3. Mediation analysis revealed both direct and indirect effects. No differences in associations were found for perceived parenting of mothers and fathers. This study demonstrates that child personality in late childhood is significantly related to perceived parental warmth, overreactivity and psychological control in adolescence. In addition, parental sense of competence mediates the relationship between child conscientiousness and perceived parental warmth, overreactivity and psychological control.     

Cultural differences in perceived social norms and social anxiety

Cultural considerations in social anxiety are a rarely investigated topic although it seems likely that differences between countries in social norms may relate to the extent of social anxiety. The present study investigated individuals' personal and perceived cultural norms and their relation to social anxiety and fear of blushing. A total of 909 participants from eight countries completed vignettes describing social situations and evaluated the social acceptability of the behavior of the main actor both from their own, personal perspective as well as from a cultural viewpoint. Personal and cultural norms showed somewhat different patterns in comparison between types of countries (individualistic/collectivistic). According to reported cultural norms, collectivistic countries were more accepting toward socially reticent and withdrawn behaviors than was the case in individualistic countries. In contrast, there was no difference between individualistic and collectivistic countries on individuals' personal perspectives regarding socially withdrawn behavior. Collectivistic countries also reported greater levels of social anxiety and more fear of blushing than individualistic countries. Significant positive relations occurred between the extent to which attention-avoiding behaviors are accepted in a culture and the level of social anxiety or fear of blushing symptoms. These results provide initial evidence that social anxiety may be related to different cultural norms across countries.     

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。     

Marital aggression and child peer competence: A comparison of three conceptual models

This study examined longitudinal data linking marital aggression with child peer competence in kindergarten. The study compared 3 conceptual models for understanding the relation between marital aggression and child peer competence. Model 1 examines the direct effects of marital aggression, parental alcoholism, and parenting on child peer competence; Model 2 posits that this relation is mediated by child social problem‐solving abilities (social information processing theory); whereas Model 3 proposes that the relation is mediated by parental warmth/ sensitivity (spillover theory). Structural equation modeling was most supportive of Models 1 and 3, indicating that parenting behavior, but not social problem solving, partially mediates the relation between marital conflict and child peer competence.     

Why does impression management positively influence interview ratings? The mediating role of competence and warmth

Though interviews assess job applicants' skills and abilities, they can be influenced by extraneous factors, including impression management (IM) tactics. Interviewees’ self‐promotion and ingratiation IM tactics predict higher interview ratings; however, researchers have yet to determine why these tactics work. We assessed whether two fundamental dimensions of social perception, competence and warmth, mediate the relationship between IM tactics and interview ratings. We hypothesized that interviewee competence mediates the relationship between self‐promotion and interview ratings, and interviewee warmth mediates the relationship between ingratiation and interview ratings. Using real employment interviews, we found that competence mediates the relationship between self‐promotion and interview ratings, but warmth did not mediate the relationship between ingratiation and interview ratings in the way we expected.     

Suddenly included: Cultural differences in experiencing re‐inclusion

In the current research, we examined whether re‐inclusion (i.e. the change from a previous state of exclusion to a new state of inclusion) was perceived differently by people with individualistic and collectivistic cultural backgrounds. Individualists (German and Austrian participants) but not collectivists (Chinese participants) experienced re‐inclusion differently than continued inclusion: While collectivistic participants did not differentiate between both kinds of inclusion, individualistic participants showed reduced fulfilment of their psychological needs under re‐inclusion compared to continued inclusion. The results moreover revealed that only participants from individualistic cultures expressed more feelings of exclusion when re‐included than when continually included. These exclusionary feelings partially mediated the relationship between the different states of inclusion and basic need fulfilment.     

Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model

One of the most popular and often studied topics in the organizational socialization literature is Van Maanen and Schein’s [Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), Research in organizational behavior (Vol. 1), pp. 209-264. Greenwich, CT: JAI Press.] theory of organizational socialization tactics. Over 30 studies on socialization tactics have been conducted in the past 20 years. In this meta-analysis, we examine the relationships between six socialization tactics and various indicators of newcomer adjustment as well as the moderating effects of study design (cross-sectional vs. longitudinal), measurement scale (use of complete vs. modified tactics scale), and type of newcomer (recent graduates vs. other newcomers). Our results indicate that institutionalized socialization tactics were negatively related to role ambiguity, role conflict, and intentions to quit, and positively related to fit perceptions, job satisfaction, organizational commitment, job performance, and a custodial role orientation. We also found that the social tactics (serial and investiture) were the strongest predictors of adjustment outcomes. The results also indicated that the relationships between the tactics and outcomes were stronger for recent graduates compared to other newcomers; cross-sectional designs compared to longitudinal designs; and when Jones’ [Jones, G. R. (1986). Socialization tactics, self-efficacy, and newcomers’ adjustments to organizations. Academy of Management Journal, 29, 262-279.] complete scales were used compared to modified versions. Support was also found for a mediation model of newcomer adjustment in which role conflict, role ambiguity, and fit perceptions partially mediate some of the relationships between the socialization tactics and distal outcomes of adjustment. The implications of these results for research and practice are discussed.     

How individualism–collectivism orientations predict happiness in a collectivistic context

We discuss how individualistic/collectivistic orientations of employees predict affective well-being at work, and how this relationship is moderated by the perceptions of spirit of camaraderie in organizations. The sample comprises 161 employees of 109 organizations operating in Portugal, a collectivistic culture. The findings suggest that: (a) collectivistic individuals show higher affective well-being than individualists; (b) this relationship is moderated by the employees’ perceptions of the spirit of camaraderie in their organizations; (c) higher affective well being levels tend to be experienced by collectivists who find working in an organizational context to be rich in spirit of camaraderie, and lower levels of affective well being are expressed by individualists who perceive poor spirit of camaraderie in their working environments. The paper emphasizes that employee happiness can have different bases in different cultures and that individualism/collectivism orientations do not operate in the same way in different cultural and organizational contexts. We are very grateful to the three anonymous reviewers for their helpful comments and suggestions.     

Individualism–collectivism and group creativity

Current research in organizational behavior suggests that organizations should adopt collectivistic values because they promote cooperation and productivity, while individualistic values should be avoided because they incite destructive conflict and opportunism. In this paper, we highlight one possible benefit of individualistic values that has not previously been considered. Because individualistic values can encourage uniqueness, such values might be useful when creativity is a desired outcome. Although we hypothesize that individualistic groups should be more creative than collectivistic groups, we also consider an important competing hypothesis: given that collectivistic groups are more responsive to norms, they might be more creative than individualistic groups when given explicit instructions to be creative. The results did not support this competing hypothesis and instead show that individualistic groups instructed to be creative are more creative than collectivistic groups given the same instructions. These results suggest that individualistic values may be beneficial, especially when creativity is a salient goal.     

Changes in person – organization fit: The impact of socialization tactics on perceived and actual P – O fit

This study examines the impact of socially oriented socialization tactics on changes in newcomer perceived and actual value-based person?–?organization (P?–?O) fit, and on the relations between these two measures of fit. Newcomers' fit was measured at entry (T1) and again after 4 months (T2) using the organizational culture profile (OCP; ). The results show that socialization tactics influence perceived fit, job satisfaction, and organizational commitment, but not actual fit. As hypothesized, perceived and actual fit become more congruent over time, suggesting a shift in newcomers' perceptions of the organization. Additional analyses were conducted to investigate the mediating influence of perceived fit on the relationship of investiture with job satisfaction and with organizational commitment and, for both outcomes, this was found to be significant. We discuss the implications for organization socialization procedures, research into newcomer entry using measures of actual and perceived fit, and HRM practices during the initial few months of organizational entry.