父母-青少年亲子沟通的研究

父母-青少年亲子沟通已成为家庭与青少年心理发展研究中的一个重要课题,从上个世纪70年代起,西方研究者就开始对亲子互动的内在运行机制——亲子沟通展开了研究。该文研究从亲子沟通的特点（如沟通内容、频率、主动性、沟通问题等）,影响亲子沟通的因素（沟通对象、青少年年龄、家庭环境等）,亲子沟通与青少年的社会适应（自尊、学业、心理健康）、问题行为（犯罪等问题行为）的关系、亲子沟通的研究方法方面进行综述,为我国开展该领域的研究提供一些借鉴。     

大学教师职业生涯管理因素结构研究

在文献研究、结构化访谈和半开放式问卷调查的基础上,采用因素分析方法对大学教师职业生涯管理的因素结构及其与人口统计学变量之间内在关系进行了实证研究,结果显示（1）大学教师自我职业生涯管理是由教书育人、科研创新、明确目标、沟通协调、认识自我和了解组织等六因素结构构成,大学教师组织职业生涯管理是由专业支持、职业通道、科研激励和组织公平等四因素结构构成;（2）大学教师自我职业生涯管理与组织职业生涯管理显著相关;（3）大学教师自我职业生涯管理与性别、婚姻、教龄、学历、职称等人口统计学变量显著相关。研究结果对高校人力资源管理有启示意义。     

企业组织人力资源流动中沟通管理研究

当今和未来的国际竞争,说到底是人才的竞争。对组织而言,尤为如此。然而在竞争激烈的市场环境下,人才的频繁流动,让不少组织大伤脑筋。为此,不少专家作了大量研究,以寻求人才流动的动机和根源,尽管有的学者也提到沟通不善是导致人才流动的原因之一,却很少有人将其放在一个战略的高度上,对二者的关系进行深入的探讨。要客观有效的沟通,管理者有必要系统研究沟通。本文主要从人才流动与组织沟通的关系出发,对组织在人才流动沟通中存在的问题进行研究,进而从组织沟通角度寻求抑制人才合理流动的对策。     

亲子沟通对青少年社会适应的影响:兼及普通学校和工读学校的比较

该研究利用协方差结构模型的方法,对青少年的亲子沟通与其行为问题、同伴关系和学业成绩之间的关系进行了考察,并就父子沟通和母子沟通对青少年社会适应影响的差异进行了分析,最后用多样本比较分析了普通学校初中生和工读学校学生之间的差异。结果表明：(1)理论模型与数据吻合很好,家庭亲子沟通影响青少年的行为问题、同伴关系和学业成绩。(2)父子沟通与母子沟通对学生的同伴关系、行为问题和学业成绩的影响无显著差异。在各观察变量中,父子沟通时间和母子沟通态度对青少年的同伴关系有显著影响,亲子沟通(父母)时间对青少年行为问题的发生有影响。(3)不同类型学校之间多样本比较表明,普通校与工读校的青少年在模型结构上存在差异。工读校的青少年,其母亲的沟通态度和选择的沟通场合对同伴关系有显著影响,其父亲对沟通场合的选择和母亲的沟通内容对行为问题的发生有显著影响,父亲沟通的内容与主动性对青少年的学业成绩有影响。(4)普通校学生的同伴关系对行为问题没有显著影响,但在工读学校,同伴关系对行为问题有显著影响。     

河南 建立健全民族、宗教工作跨省区域协调机制北大核心CSSCISSCI

河南地处中原腹地,与河北、山东、安徽、湖北、陕西、山西等6省相邻,是回族等少数民族的重要散居地区。多年来,为有效做好民族、宗教领域的团结稳定工作,河南与邻省积极加强沟通协调,努力建立健全民族、宗教工作跨省区域协调机制,妥善处置了多个跨省民族、宗教问题,有效维护了中部7省的民族团结与宗教和谐,受到了国家民委和国家宗教局的充分肯定。     

改革民间组织双重管理体制——以对北京市怀柔区民间组织管理体制为例

双重管理体制是我国政府对民间组织的基本管理体制,迄今发挥了重要的积极作用,但也出现了诸如各业务主管单位履行职责的程度很不平衡、各业务主管单位同区登记管理部门之间的工作沟通协调;登记管理部门的力量薄弱等问题.为促进民间组织发展,改革和创新政府对民间组织的双重管理体制,对民间组织实行专业的部门管理,协调好民政部门与其他职能部门间的关系.     

人的自管理初探

管理在一般意义上是一种使组织的各种因素向组织的预期目标有效趋进的活动,其中最重要的是如何使人积极协调地为实现组织的目标而努力。因此,很多管理学者和管理工作者十分重视对人的管理问题的研究。不过,以前往往偏重于组织对人的管理的问题,忽视了人对自身进行管理的问题。本文试就人的自管理问题作一粗浅的探讨。     

浅析信息接受者认知调节在组织沟通中的作用

组织沟通是实现组织目标的基础,组织沟通效果受沟通要素、组织结构、个人因素以及组织文化和社会环境等众多因素的影响,而信息接受者的认知调节作用在沟通过程中起重要作用,决定着沟通有效的程度。本文旨在为今后研究沟通效果的改善策略提供依据。     

从婚检看隐私权与知情权的冲突与协调

医生为当事人进行婚检,当发现其中一方患有性病等疾病时,告知是否会涉及到隐私权与知情权的问题,就隐私权与知情权的冲突与协调问题进行了探讨.     

浅析信息接受者认知调节在组织沟通中的作用

组织沟通是实现组织目标的基础,组织沟通效果受沟通要素、组织结构、个人因素以及组织文化和社会环境等众多因素的影响,而信息接受者的认知调节作用在沟通过程中起重要作用,决定着沟通有效的程度。本文旨在为今后研究沟通效果的改善策略提供依据。     

群体绩效和团队效能研究的新进展

近几年来 ,在群体和团队方面的研究比较活跃 ,并取得了不少新的进展。本文在近几年的国内外文献的基础上 ,着重讨论几个与群体绩效有关的长期存在的问题 ,主要包括群体构成、凝聚力、激励、领导、群体目标等因素。同时探讨团队与组织之间的内在联系。然后 ,讨论团队效能研究中的几个开放性问题 ,以及将来研究的新动向新趋势。最后 ,对影响团队效能的几个关键的调节因素作一简要的讨论。     

The Role of Interdisciplinary Teams in the Promotion of Physical and Mental Health

This article delineates important issues to be considered using special services professionals to develop and implement health promotion programs by means of a school-based interdisciplinary team approach. The current status of interdisciplinary teams is discussed and an expanded role for such teams in health promotion activities is advocated. Specific issues pertaining to interdisciplinary team organization and integration into school systems are reviewed in the context of health promotion program development.     

Coordinated action in multiteam systems

This study investigated coordinated action in multiteam systems employing 233 correspondent systems, comprising 3 highly specialized 6-person teams, that were engaged in an exercise that was simultaneously "laboratory-like" and "field-like." It enriches multiteam system theory through the combination of theoretical perspectives from the team and the large organization literatures, underscores the differential impact of large size and modular organization by specialization, and demonstrates that conventional wisdom regarding effective coordination in traditional teams and large organizations does not always transfer to multiteam systems. We empirically show that coordination enacted across team boundaries at the component team level can be detrimental to performance and that coordinated actions enacted by component team boundary spanners and system leadership positively impact system performance only when these actions are centered around the component team most critical to addressing the demands of the task environment.     

网络协作过程中团队成员信任机制的实验研究

本文采用情景模拟实验的方法,以大学生为研究对象,通过模拟现实环境中虚拟团队的工作方式,考察了虚拟团队协作过程中个体信任六个因子（风险、利益、实用价值、影响力、兴趣以及努力程度）的发展。实验历时两个月,共进行三次问卷调查,收集了不同阶段各个团队个体信任六个因子变化发展的数据。本研究运用蜘蛛图和平衡秤模型分析了积极团队和消极团队个体信任发展的差异。研究结果表明,在虚拟团队发展的早期,个人利益和兴趣是影响个体信任的主要因子,随着团队任务的进展,实用价值成为后期主要的影响因素之一;在虚拟团队发展早期,成员间可能会发生较为激烈的人际和任务冲突,并对兴趣和努力等因子产生消极的影响;相对于消极团队,积极团队更专注于团队任务,成员更乐于参与团队协作并提高自身的影响力。     

AN EVALUATION OF GENERIC TEAMWORK SKILLS TRAINING WITH ACTION TEAMS: EFFECTS ON COGNITIVE AND SKILL-BASED OUTCOMES

This study evaluated the utility of generic teamwork skills training for enhancing the effectiveness of action teams. Results from 65 4-person action teams working on an interdependent command and control simulator revealed that generic teamwork skills training had a significant and positive impact on both cognitive and skill-based outcomes. Trained team members evidenced higher levels of declarative knowledge regarding teamwork competencies and demonstrated greater proficiency in the areas of planning and task coordination, collaborative problem-solving, and communication. Furthermore, results indicated that cognitive and skill based outcomes were interrelated. Team members' declarative knowledge regarding teamwork competencies positively affected planning and task coordination, collaborative problem solving, and communication skills. However, we found that the effects of declarative knowledge differed across team members depending on their roles and responsibilities. The team benefited the most from the knowledge held by the team member who occupied the most critical position in the workflow. Implications of these findings for future research and practice are discussed.     

差异化变革型领导对知识分享与团队创造力的影响:社会网络机制的解释

差异化变革型领导是团队领导领域的最新议题,现有的研究局限于探讨其社会心理方面的作用机制。本文从社会网络机制出发解释差异化变革型领导对团队知识分享及团队创造力的影响。基于65家企业的225个工作团队样本的结构方程模型分析表明,团队一致性变革型领导正向影响团队交流网络密度从而提高团队知识分享;个体差异性变革型领导正向影响团队成员交流网络密度差异性从而降低团队知识分享;团队知识分享正向影响团队创造力。本文的证据表明,在中国情境下,差异性团队领导行为不利于创造稠密的团队交流网络,以及团队知识分享,从而不利于提升团队创造力水平。     

The dynamics of team coordination: A social network analysis as a window to shared awareness

Shared awareness was studied in one novice and one expert basketball team during real games. Teams were considered dynamic social networks with team members as nodes and members’ awareness of other members during ongoing performance as relations. Networks, and changes to them across games, were analysed at different levels of organization using social network analysis to identify patterns of awareness within the teams. The results showed that one team member in each team often heeded, or was heeded by, his teammates, indicating his leadership role in coordinating the team. Also, expert team members had a low level of awareness of their teammates, which may be explained by implicit coordination processes. Finally, there was less variability in intra-team relations in the expert (vs. novice) team, which may be explained by the enhanced ability of the expert team to achieve and maintain an optimal level of awareness during the game. At a practical level, teams might be alerted during performance when their network of connections approaches connectedness thresholds that predict coordination breakdowns, affording online regulation of team processes. Future studies should explore the generalizability of these early findings using larger samples.     

Transactive memory in decision-making teams: implications for team effectiveness

The transactive memory system (TMS) construct is one of the most extended theoretical approaches to understand the role of cognitive processes at group level in the effectiveness of work teams. This study examined the relationships among TMS, performance, satisfaction and functional communication in decision-making teams. 40 four-person teams were asked to suppose they were expert consulting teams advising a fictitious organization on how to solve a problem with their employees. Results showed a mediating effect of TMS on the relationships between functional communication, perceived team performance and satisfaction. Contrary to our expectations, TMSs were not related to performance as evaluated by external raters. These findings suggest the importance of team communication in the formation of TMSs, as well as their implications for the effectiveness of decision-making teams.     

Developing effective social support: Team building and the social support process

Abstract

Team members who provide each other with several types of social support (e.g., listening support, reality confirmation support, and task appreciation support) offer each other the opportunity to increase their physical and emotional well-being. Also, teams that employ strategies to enhance their social support as part of a team-building intervention are more likely to build a working, achieving, successful organization, one with effective communication and a shared commitment to team goals and a team vision of success. This article presents a rationale for enhancing the development of team social support, describes the social support process and a measurement tool based on the characteristics of that process, outlines strategies for maintaining and enhancing student-athletes' social support, and concludes with comments regarding intervention evaluation.     

A Qualitative Study of Performance Leadership and Management in Elite Sport

This paper is an investigation of performance leadership and management in elite sport. Thirteen national performance directors of Olympic sports were interviewed with regard to best practice. Four main areas were identified: vision, operations, people, and culture. The main vision issues were vision development, influences on the vision, and sharing the vision. The main operations issues were financial management, strategic competition and training planning, athlete selection for competition, and upholding rules and regulations. The main people issues were staff management, lines of communication, and feedback mechanisms. The main culture issues were establishing role awareness, and organizational and team atmosphere.