社区背景下的心理赋权研究:回顾与展望

心理赋权作为社区心理学的一个核心概念,关注的是在特定社区背景下,以公民参与为目标的个体人格定向与自我调控过程。目前对心理赋权的理论研究已有一定积累,但实证研究还相当薄弱,无论是测量工具的开发、有关影响因素的探讨还是心理赋权的干预研究或行动研究,都亟需加强。本文着重介绍了心理赋权在理论研究方面所取得的成果以及实证研究的最新进展,并对未来的研究趋势进行了展望。     

Health Promotion in International Documents: Strengths and Weaknesses from the Perspective of Community Empowerment

Informed by a community psychology perspective, which takes an integrated and systemic, or holistic view of health and health promotion, this study presents quali‐quantitative analysis of health documents, produced by the World Health Organization (WHO) over the last 30 years. Textual analysis facilitated the identification of the typical specificities of international WHO health promotion documents, highlighting the lexical contexts of health promotion, particularly in relation to responsibilities for health and the concept of community health. Further, this textual analysis demonstrated how these understandings of health and health promotion have evolved over the last 30 years. Drawing on theory from within the field of community psychology, the changes proposed throughout international WHO documentation in conceptualizations of health and health promotion and in defining strategies to achieve the stated goals of health promotion are discussed critically. Copyright © 2011 John Wiley & Sons, Ltd.     

心理授权研究的现状

心理授权是授权的个体内心体验的综合体,包含意义、自我效能感、自我决定以及影响四个维度。个体心理授权的影响因素方面包括个体特征、工作特征以及团体和组织特征等三个方面。心理授权不仅能作为自变量对相关工作态度、工作行为及绩效发挥积极的作用,也能作为中介变量对某些因素之间的关系起着中介作用。该文最后在对心理授权的相关研究进行总结的基础上,指出未来的研究有必要加强对心理授权的纵向过程研究等四方面问题的考察     

“为癌症患者心理赋能”的临床干预路径

“为患者心理赋能”是近年来医疗健康领域出现的一种新的积极医疗照护理念,其关注点是个体的能力而非缺陷,它强调医疗实践应该为改善健康和生活质量建立患者激励结构。首先梳理了赋能的概念发展与心理结构,随后引证多个实证研究总结出为癌症患者心理赋能的四条临床干预路径,指出医患共同决策、同伴支持、赋能教育以及认知行为压力管理的赋能价值。最后结合已有成果和研究中发现的问题,提出癌症心理赋能干预发展建议,有利于进一步开展临床研究和实践探索。

     

中小学教师心理授权的测量

本研究旨在编制适合我国实际教育情境的中小学教师心理授权问卷。在文献分析的基础上,结合开放式和半开放式问卷调查、教师访谈、专家访谈,采用分问卷开发技术,对1272份有效问卷进行了分析,结果表明中小学教师心理授权由心理授权体验、心理授权技能和心理授权行为三个分问卷构成。其中,心理授权体验包括自我效能、影响力、地位和自主性4个因素;心理授权技能包括决策参与技能和沟通交流技能2个因素;心理授权行为包括影响教学行为和决策参与行为2个因素。本研究编制的心理授权问卷共44个题项,信效度均达到了心理测量学要求,可以用作教师心理授权的测量。     

Empowerment praxis in community coalitions

Community coalitions address a wide variety of community problems, espousing a community development processes that promotes individual and collective self-determination. They offer a promising venue for the study of empowerment of individuals and organizations. This study utilizes data from members of 35 community coalitions organized for the prevention of alcohol and other drug problems to address the following questions: What individual characteristics are related to the psychological empowerment of coalition members? What organizational characteristics are related to the collective empowering of members? What organization characteristics are related to a coalition being organizationally empowered to succeed in achieving its objectives? At the individual level, psychological empowerment was most strongly related to individuals' participation levels, sense of community, and perceptions of a positive organizational climate. At the group level, the strongest predictors of collective empowering (our operationalization of the empowering organization) were net benefits of participation, commitment, and positive organization climate. Psychological empowerment and positive organizational climate were the two predictors of organizational effectiveness (the empowered organization). Implications and limitations of these findings are discussed.     

领导—成员关系、组织支持感、心理授权与情感承诺的关系研究

领导在组织中发挥着至关重要的作用。本研究探讨LMX对员工组织情感承诺的影响。引入心理授权作为中介变量,组织支持感作为调节变量。对于四个企业的423名员工进行问卷调查,运用相关、回归等统计方法对数据进行分析。结果显示:心理授权对于LMX影响情感承诺的中介作用显著,POS对于LMX影响情感承诺的调节作用不显著。领导作为组织与员工的纽带,对于增加员工对组织的情感依赖有着重要的作用。     

A Social-Cognitive Moderated Mediated Model of Psychological Safety and Empowerment

This study examines the indirect role of psychological safety in shaping the four cognitions of psychological empowerment (i.e., meaning, competence, self-determination, impact) through three social mechanisms: authentic interactions, spiritual development, and perceived organizational voice. Data were collected from 229 congregation members of a nondenominational church. Preliminary analyses reveal psychological safety is: (a) linked to all four empowerment cognitions, (b) associated with the three proximal social mechanisms, and (c) indirectly predicts three of the four empowerment cognitions through heightened level of authentic interactions, spiritual development, and perceived organizational voice. Moreover, extraversion moderated the relationship of psychological safety with authentic interactions which, in turn, strengthened the size of the indirect effect for the meaning subcomponent of empowerment. Overall, this study suggests empowerment research can draw upon the potential, but frequently untapped, benefits of cultivating a secure space to facilitate member motivation through sincerity, personal development, and perceived voice.     

团队气氛与团队心理授权：团队信任的中介作用

通过对32家企业156个工作团队568名员工进行问卷调查,采用相关分析、回归分析和结构方程建模等统计分析方法,对中国文化背景下团队气氛与团队心理授权的关系,以及团队信任的作用进行了探讨。结果表明：（1）团队气氛对团队信任、团队心理授权有正向影响;（2）团队信任对团队心理授权有正向影响;③团队信任在团队气氛和团队心理授权之间具有部分中介作用。其中,情感信任在团队气氛和团队心理授权之间具有部分中介作用,认知信任在团队气氛与团队心理授权之间的中介作用不显著。     

Empowerment,agency, and power

As ‘empowerment’ and ‘agency’ have received wider usage within development research and policy, ambiguities and variant meanings have proliferated. Amidst this conceptual drift, there has also been a tendency to assimilate the two concepts. This tendency is problematic in a number of ways. First, ‘agency’ has various meanings, and the weakest of these captures little of the concept of empowerment. Second, empowerment has a conceptual link with well-being that agency cannot have. Third, when empowerment is assimilated with expanded agency, that agency is not considered in a relational way: the focus is on how the agency of a group or individual becomes greater than it was, not on the degree to which their agency is dependent on or dominated by the agency of others. If ‘empowerment’ no longer refers to social relations, it loses its direct relevance to the transformation of those relations and, as some critics have claimed, it ceases to be a ‘transformative’ concept. After showing that there are cases of empowerment that cannot be captured by conceptions of empowerment that ‘take power out’, I draw upon the capability approach to propose relational conceptions of agency and empowerment that ‘bring power back in’.     

中小学校长心理授权与工作倦怠的关系研究

选取425名中小学校长进行问卷调查,考察校长心理授权和工作倦怠的现状,并探讨校长心理授权与工作倦怠的关系。结果发现:(1)校长心理授权和工作倦怠问卷的验证性因素分析模型与数据拟合良好。(2)校长心理授权在任职年限上存在显著差异,任职5年以下校长的胜任感和心理授权整体显著高于任职6～10年的校长,任职11年以上校长的自我决定显著高于任职6～10年的校长;(3)关于校长工作倦怠,男校长工作怠慢及工作倦怠整体显著高于女校长,学历为大专及以下校长的情绪衰竭、工作怠慢及工作倦怠整体显著高于学历为本科以上的校长,35岁以下校长的低成就感显著高于41～45岁和46岁以上的校长;(4)校长心理授权各维度与其工作倦怠各维度存在非常显著的负相关;回归分析表明,校长心理授权对其工作倦怠具有显著的负向预测作用。     

Mechanisms of Empowerment: Psychological Processes for Members of Power-based Community Organizations

The paper reports a study of participatory experiences among members of power-based community organizations. A path model of psychological empowerment was tested. Perceived relational characteristics of the community organization were hypothesized as exogenous to participation, perceived organizational power and psychological empowerment. An alternative model was reproduced with the strongest relationships between perceived organizational intimacy and psychological empowerment and an inverse relationship between perceived organizational regulation and perceptions of organizational power.     

心理授权研究进展

二十多年来,心理授权受到研究者的广泛重视。在以往研究中,研究者提出了心理授权的单维结构说、三维结构说、四维结构说和六维结构说,并在此基础上开发了相应的测量工具。在心理授权的影响因素方面,已有研究主要考察了个体变量和组织变量对心理授权的影响;在后果变量方面,主要探讨的是心理授权与工作满意度、组织承诺、职业承诺、绩效、心理健康等方面的关系。针对现有研究中存在的问题,本文在最后提出了未来研究的一些建议。     

Psychological Empowerment,Work Engagement and Turnover Intention: The Role of Leader Relations and Role Clarity in a Financial Institution

This study investigated the relationship between leader-member exchange, role clarity, psychological empowerment, engagement and turnover intention within a financial institution in South Africa. A cross-sectional survey design was used. A convenience sample (N = 278) was taken (males =31%, females =60%; 88% younger than 35 years; 57% with 2–5 years service) from the total population (N = 889). They completed the Leader-Member Exchange Questionnaire (Liden, Wayne, & Stilwell, 1993) Role Conflict and Ambiguity Questionnaire (Rizzo, House, & Lirtzman, 1970), Measuring Empowerment Questionnaire (Spreitzer, 1995), Engagement Questionnaire (May, Gilson, & Harter, 2004) and Intention-to-leave Scale (Sjöberg & Sverke, 2000). A path model was tested with SPSS to determine the relationships of the variables. Furthermore, a theoretical model was tested through the use of structural equation modelling (Arbuckle, 2008). The latent variables included LMX (consisting of two parcels), role clarity (consisting of two parcels), psychological empowerment (consisting of four variables, namely meaning, competence, impact, and self-determination), work engagement (consisting of two parcels), and turnover intention (a manifest variable). Role clarity mediated the relationship between leader-member exchange and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. Leader-member relations lead to better understanding of roles, while role clarity empowers and engages employees.     

The Influence of Participation, Gender and Organizational Sense of Community on Psychological Empowerment: The Moderating Effects of Income

This study explored the influence of participation, gender and organizational sense of community (SOC) on both the intrapersonal and interactional components of psychological empowerment (PE). Participants were residents (n = 562) involved in community organizing efforts in five U.S. communities. Measures of participation and SOC were tailored to community organization contexts. SOC assessed three dimensions: (1) connection of members to the organization; (2) perceptions about the organization as a bridge to other groups and organizations in the broader community; and (3) bond or attachment to the community at large. Income (low, middle and high-income) was tested as a moderator of these relationships. Results showed significant moderating effects of income on the relationship between participation, gender and SOC on both components of PE. Participation was positively related with intrapersonal empowerment across income levels, but positively related with interactional empowerment only for low-income individuals. Gender was only associated with intrapersonal empowerment, and only for low-income individuals. SOC, as expressed through bridging to the broader community, was positively related with interactional PE for all income levels, but with intrapersonal PE for only low and middle-income individuals. In contrast, member connection to the organization was not related to interactional empowerment and significantly related to intrapersonal empowerment only for individuals with higher income. The importance of participation, gender and SOC for different types of empowerment and the impact of income on the SOC-empowerment relationship are discussed.     

情绪劳动工作人员心理授权与离职意向的关系：工作倦怠的中介作用

本研究目的是考察心理授权、工作倦怠和离职意向的关系。研究以某大型通讯企业呼叫中心的309名客服代表为研究对象,采用问卷调查方式对客服代表的心理授权、工作倦怠和离职意向进行调查。结构方程模型的结果显示,心理授权对离职意向有负向影响,工作倦怠对离职意向有正向影响。其中,心理授权先影响情绪衰竭,再影响玩世不恭,最后对离职意向起负向预测作用。研究结果支持了工作倦怠在心理授权和离职意向之间的中介作用。     

Putting the ‘heart’ back into community psychology: some South African examples

In this paper we explore the impact of emotional dynamics in the field of community psychology and the value of psychodynamic concepts in making sense of this. Emotional processes have often not been very well acknowledged or conceptualized in writing in the area of community psychology practice. This neglect is understandable given the individualizing, pathologizing and medicalizing assumptions underlying many psychological theories of emotion. Psychodynamic ideas may, however, make a useful contribution to understanding central concerns in community psychology in so far as they are able to shed light on emotional processes in groups, the political determinants of emotional response and the emotional dynamics of power, which are all central to the thinking of community psychologists. Using examples drawn from a long-term programme of consultation to community-based services in South Africa, we explore the potential of psychoanalytic understandings of emotional processes in illuminating some of the complexities and challenges faced in developing effective community partnerships and working towards the empowerment of communities.     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响     

害羞与进谏行为的关系:管理开放性与心理授权的调节作用

包括进谏行为在内的角色外行为研究近来广受关注。基于特质激活理论,本研究探索了害羞特质与进谏行为之间的关系,及管理开放性和心理授权对它们的调节作用。以华东地区369名企业员工为样本,采用配对成组的问卷研究,结果表明:管理开放性和心理授权均对害羞与进谏行为之间的关系存在调节效应,即当处于高管理开放性和高心理授权水平时,害羞特质与进谏行为之间的消极关系减弱,而当处于低管理开放性和低心理授权水平时,害羞特质与进谏行为之间的消极关系增强。     

Testing Underlying Assumptions of the Family Empowerment Perspective

We examined two underlying assumptions of the family empowerment perspective. The first assumption is that a well-validated family-based treatment that explicitly aims to empower caregivers can do so. The second assumption is that increased caregiver empowerment should be associated with improved youth and family functioning. The data used to examine these assumptions are based on a randomized trial of multisystemic therapy versus usual community services for 118 substance abusing and dependent juvenile offenders. Results provided partial support for the underlying assumptions of the family empowerment perspective. The family-based treatment in comparison with usual services increased caregiver perceptions of empowerment at the service system level, but not at the family level. In addition, increased empowerment at the family and service system levels were associated with improved family relations, but not with decreased youth behavior problems. The conceptual implications and limitations of the findings are discussed.