Social Skills,Social Support,and Psychological Distress: A Test of the Social Skills Deficit Vulnerability Model

The social skills deficit vulnerability model predicts that poor social skills minimize opportunities to acquire social support, in turn, leading to the proliferation of psychological distress. This prediction was tested in a 2‐wave longitudinal study that assessed 211 emerging adults at Time 1 (T1), with a 70% response rate 1 year later at Time 2 (T2). The results indicated that, after controlling for psychological distress at T1, social skills at T1 had an indirect effect on lower psychological distress at T2, through higher social support. Thus, people with poor social skills may be vulnerable to the development of psychological distress because they have less access the protective effects of social support.     

国外心理契约破坏及结果变量与调节变量：述评与展望

心理契约破坏是个体对组织未能履行其在心理契约中应承担责任的认知评价。文章首先结合以往研究探讨了心理契约破坏与相应结果变量的关系,然后探讨了调节变量的作用,最后从被试群体、研究方法及理论模型的构建上对未来研究进行了展望。     

The Interactive Effects of Procedural Justice and Equity Sensitivity in Predicting Responses to Psychological Contract Breach: An Interactionist Perspective

Purpose  The purpose of the study was to examine the combined interactive effects of a situational variable (procedural justice) and a dispositional (equity sensitivity) variable on the relationship between breach and employee outcomes. Design/methodology/approach   Data were obtained from 403 full-time employees representing a wide variety of business sectors in the Philippines. Supervisors were requested to provide an assessment of their subordinate’s civic virtue behavior. Findings  Results showed that equity sensitivity and breach interacted in predicting affective commitment. The negative relationship between breach and affective commitment was stronger for employees with an input-focused approach to organizational relationships (referred to as benevolents) than for those with an outcome-focused approach (referred to as entitleds). Results also indicated a stronger negative relationship between contract breach and civic virtue behavior under conditions of high procedural justice. Finally, a three-way interaction was found between contract breach, procedural justice and equity sensitivity in predicting affective commitment. Implications  Our findings provide a new insight suggesting that worse outcomes are to be anticipated especially if employees have an expectation that procedural justice can prevent any form of contract breach. In addition, although previous research has portrayed benevolents as more accepting of situations of u under-reward, this study has demonstrated that they too have their limits or threshold for under-reward situations. Originality/value  This research suggests that the type and intensity of one’s reactions to psychological contract breach is influenced by interactive forces of the individual’s disposition and the organizational procedures. A portion of this paper was presented at the 64th annual meeting of the academy of management meeting, New Orleans, USA, August, 2004.     

人才派遣员工的心理契约管理

人才派遣新型就业用工形式在我国迅速发展,随着人才派遣员工规模不断扩大,人才派遣员工管理逐渐成为理论和实践领域面临的一个现实课题。本文从人才派遣员工心理契约特征分析入手,提出了派遣员工心理契约管理的意义,以及树立新的组织心理契约管理观念、重视派遣员工心理契约的形成管理和过程管理、重视派遣员工心理契约管理的差异化、探索对派遣员工的有效激励模式和规范人才派遣机构的管理行为和用人单位的使用行为等管理思路。     

Social influence in newly formed groups: The roles of personal and social intentions, group norms, and social identity

Intentions to participate in a group activity in newly formed groups were followed over time. Two forms of intentions were examined: traditional behavioral intention to take part in a group-based act (personal intention), and social intentions to act as an agent of the group (social intention). In addition, the study explored other group process variables as distinctive predictors of ‘social identification’. The paper concludes with a discussion of the role of social intentions, linking the findings to social identification development and maintenance over time.     

心理契约破坏对员工态度与行为的影响

心理契约破坏是指在雇佣关系中员工对组织未能履行的责任或承诺的认知评价。本文从概念上区分了心理契约破坏与心理契约违背, 然后从直接影响和间接影响(中介效应与调节效应)两方面回顾了国内外有关心理契约破坏对员工工作态度与行为影响的实证研究, 并对研究方法、理论依据存在的不足进行评述, 提出未来的研究应该：(1)基于中国的文化背景, 开发适合中国企业的心理契约量表; (2)从组织-员工双向视角考察心理契约破坏对双方影响的的动态过程。     

社会融合的心理建构理论研究

社会融合的心理建构对促进社会融合和构建和谐社会具有重要意义。社会融合的心理建构通常涉及两个方面：一方面是个体对群体或社会的认同,另一方面是群体或社会对个体的接纳。因此,社会融合的心理建构主要围绕认同和接纳展开。从这个意义上说,理想的社会融合应该是个体积极主动地认同群体或社会,而群体或社会以更具包容性的姿态接纳个体。     

心理契约履行和组织公民行为之间的关系研究

本研究在对159名在职人员的调查的基础上,比较全面地考察了心理契约的内容,并对心理契约实际履行情况带来的影响做了研究。结果发现：不同心理契约履行水平下,员工的组织公民行为存在显著差异。因此,我们可以认为如果要提高员工的组织公民行为,组织应该最大程度地履行员工的心理契约。这反映了员工与组织之间互惠交换关系的本质。另外,不同内容的心理契约履行带来的组织公民行为的提高,具体表现在不同方面。     

心理契约的内容、维度和类型

市场经济本质上是契约经济,契约是组织存在的基础。在深层水平上,契约表现为员工和组织所持信念的独特组合,这就是心理契约。经济模式的转变和经济全球化的发展使员工和组织之间的心理契约发生了巨大变化。文章首先对西方实证研究中心理契约的内容、维度、类型进行分析,然后对心理契约的时代特点加以阐述,最后对西方心理契约研究中存在的问题,以及开展心理契约研究对我国企业人力资源管理的意义进行讨论。     

心理契约:概念、理论模型以及最新发展研究

文章简要回顾了组织行为学中有关心理契约的系列研究,包括概念的提出,理论模型,分类及测量,探讨了该领域的主要理论体系及分歧、论辩焦点,对在新经济背景下心理契约的新变化．新发展以及相关研究做了阐述,并在最后对该领域理论发展的前景作了展望。     

Predicting Citizen Support of Tax Increases for Education: A Comparison of Two Social Psychological Perspectives

A survey of citizen support of a proposal to increase property taxes for public education was conducted in a school district in Illinois. Two social psychological perspectives predicting support were tested. One perspective, derived from social exchange theory, predicted that citizens would base their support of or opposition to a tax increase primarily on perceived self-interested economic gain or loss. A second perspective predicted that non-self-interested concerns, such as attitudes toward the schools, would determine support of or opposition to a tax increase. Although both models received support, the strongest and mat consistent predictors of tax support among those most likely to be voters were the non-self-interested factors. Implications of these findings for public policy and for understanding political behavior are discussed.     

无边界职业生涯时代的就业能力:一种新的心理契约

在无边界职业生涯时代,以雇员忠诚换取就业保障为特征的心理契约,正逐步被以绩效换取就业能力为特征的新的心理契约所取代。基于就业能力的心理契约管理要求组织通过沟通了解员工的期望和态度,给员工以更多的知识积累和学习机会,实施合理的组织策略,提升员工的就业能力。     

Image Theory, Social Identity, and Social Dominance: Structural Characteristics and Individual Motives Underlying International Images

The present study provides an empirical test of international relations image theory and extends the theory by emphasizing that individuals' social identity and social dominance motives contribute to such images. One hundred forty-five Lebanese participants completed a survey that assessed their perceptions of U.S.-Lebanese relations, the images they have of the United States, their social identities, and their social dominance orientations. Participants were more likely to hold the barbarian image of the United States than the enemy, imperialist, or ally images. Participants also tended to perceive the United States as having relatively superior power, inferior cultural status, and goals that are incompatible with those of Lebanon. Consistent with image theory predictions, this constellation of structural perceptions was associated with stronger endorsement of the barbarian image. Furthermore, participants were more likely to endorse the barbarian image of the United States the more they identified with Arabs and Palestinians, the less they identified with Christians and the Western world, and the lower their social dominance orientation. Results highlight the importance of considering both structural characteristics and individual motives underlying international images and demonstrate the need for scholars to move beyond the enemy image of nations when describing international relations.     

论心理契约的动态过程

本文对心理契约的形成、改变、破裂和补救的动态过程的研究现状进行了综述和分析,特别就研究中有关心理契约的形成规律和补救方式方面存在的问题进行了分析,并针对如何结合我国国情开展深入的实证研究提出了建议。     

心理契约对组织公民行为的影响

该文从组织公民行为的界定基础、产生背景和行为动机三个方面剖析了心理契约与组织公民行为的内在联系,从逻辑上支持了两者的因果关系。在此基础上文章分直接、间接影响两部分回顾了国内外关于心理契约影响组织公民行为的实证研究,并从总体研究状况、理论视角、实证方法三个方面对研究中存在的问题进行评述,以及提出未来研究方向     

心理契约、工作满意度与组织承诺关系

深入研究心理契约、工作满意度与组织承诺关系,将对组织变革中的人力资源管理具有重要理论和实践价值。本文首先回顾心理契约、工作满意度和组织承诺的概念,其次对心理契约、工作满意度和组织承诺之间的关系做一简单总结,最后提出对人力资源管理实践的启示。     

Psychological contract breach and job attitudes: A meta-analysis of age as a moderator

The aim of this study was to examine the influence of age in the relation between psychological contract breach and the development of job attitudes. Based on affective events, social exchange, and lifespan theory, we hypothesized that (1) psychological contract breach would be related negatively to job attitudes, and (2) that age would moderate these relations. The hypotheses were tested by means of a meta-analysis of k = 60 studies, using Weighted Least Squares estimation. Our results supported both hypotheses for the outcomes trust and organizational commitment. However, for job satisfaction the moderating influence of age was in the unexpected direction. The relations between contract breach and trust and organizational commitment were indeed stronger for younger workers, whereas the relation between contract breach and job satisfaction was stronger for older workers. The implications are discussed, and a research agenda is presented.     

负性情绪在心理契约违背与反生产行为中的作用

为了探究反生产行为的产生机制,本研究采用问卷调查法,以“压力-情绪”模型为基础,使用相关分析以及线性回归分析等统计方法,考察了心理契约违背、负性情绪以及反生产行为之间的密切关系.结果发现,心理契约违背与负性情绪之间有显著的正相关,心理契约违背和负性情绪与反生产行为也具有显著的正相关关系,负性情绪在心理契约违背与反生产行为之间具有部分中介作用.     

初始信念、组织诱引对员工心理契约变化的影响

心理契约是员工——组织关系的重要形式,组织中的心理契约是发展变化的。该研究采用追踪设计,以189名大学本科毕业生为研究对象,考察员工入职前初始信念和入职后组织提供的诱引因素以及两者之间的交互作用如何影响员工对组织义务感的改变。研究发现：组织支持对关系型义务感和交易型义务感的变化都有明显的影响作用,其对关系型义务感的影响强于对交易型义务感的影响;员工入职前初始信念对员工义务感发展的影响作用受到组织诱引包括工作奖赏和组织支持的调节     

心理契约破坏感对员工工作态度和行为的影响

通过对398名企业员工的问卷调查,探讨了组织支持感(POS)和领导—部属交换(LMX)在心理契约破坏感对员工工作态度和行为影响中的中介作用。结果表明：（1）POS在心理契约破坏感与员工工作态度（组织认同和留职意愿）的关系中起中介作用,但POS只能部分中介心理契约破坏感与留职意愿的关系。（2）LMX在心理契约破坏感与员工组织公民行为（利他行为、个人主动性、人际和谐和保护公司资源）间起完全中介作用。（3）LMX对员工的工作态度（留职意愿和组织认同）不具有直接的影响作用,它主要是通过POS的中介对其产生间接的影响