应对辱虐，有计可施？深层调节如何降低辱虐管理对员工建言行为的负面影响

针对辱虐管理给建言构成的负面作用,目前少有研究从员工管理认知的应对角度去考虑如何消减这一影响。本研究基于认知失调理论,在洞察互动公平与辱虐管理二者关系的基础上,提出深层调节这类基于认知调整的情绪劳动策略会帮助削弱辱虐管理对员工互动公平的不利作用。由于互动公平将直接影响员工向领导建言的动机,进而预测,深层调节与辱虐管理的交互会通过互动公平的中介影响员工建言(防御性和亲社会性建言)。通过对103个国企团队中530名员工分三阶段的调研,研究假设均得以验证。本文从员工基于调节认知以管理情绪的策略启发,揭示了深层调节这一对策的有效性,拓展了辱虐管理的应对视角,丰富了辱虐管理与建言领域的研究。     

《管子》公平思想研究

《管子》中包含着丰富的公平思想,在经济方面主要体现在平均财富和平均赋役;在社会方面主要体现为"布政有均"。最后,《管子》提出了实现公平的具体措施,即"均地分力"和"四民得均"。     

《管子》的激励理论及其现实意义

《管子》书中蕴藏着丰富的经济、政治、军事、哲学思想,涉及封建国家管理的各个方面,但《管子》的管理理论还没引起人们充分注意。本文试图从“激励”——通俗地说,就是调动人的积极性——这一侧面,对《管子》的管理理论作一点初步探索。一、《管子》激励理论概述(一)基本前提《管子》谈激励,有一个基本前提,就是“令顺民心”。《管子》认为,“辟则惠,闭则颣”。(《乘马》,以下凡引《管子》,只注篇名)(颣:戾,悖逆)对人越是疏导,他就越     

分配制度公平对员工分配公平感的影响:中国组织情境下的实证研究*

西方组织公平领域的主流观点认为要想提高员工的分配公平感,应着力提高分配过程的公平性以及上下级互动的公平性,即程序公平和互动公平。本研究发现:在中国组织情境下,较之程序公平和互动公平(人际公平、信息公平),分配制度公平对员工分配公平感的解释力最强;在分配制度不公平的情境下,程序公平和人际公平才会影响分配公平感,仅仅起到亡羊补牢的作用。     

企业员工薪酬公平感实证分析

在预研究的基础上,自编《企业员工薪酬公平感问卷》并对810名企业员工施测。用探索性因素分析、验证性因素分析、多元逐步回归分析等统计方法探讨了员工薪酬公平感的结构维度及其与工作绩效、组织承诺的关系。研究表明,我国企业员工薪龇公平感是由分配结果公平感、程序执行公平感、领导评价公平感和信息提供公平感等四维度构成。领导评价公平感对工作绩效有显著预测作用;程序说明公平感、领导评价公平感和信息提供公平感对情感承诺具有显著预测作用。     

也谈《管子》的成书年代与作者

《管子》一书,托名管仲,其实“非一人之笔,亦非一时之书”（宋叶适《习学记言》卷四十五）,此乃学界早已达成的共识。但是当我们具体地研究《管子》中的学术思想时,特别是从学术发展史的角度研究《管子》与同时代各学派与人物的学术联系,考察它们之间的互相影响、吸取和改造以及在此基础上的发展和创新时,仅有这一共识就显得很不够了。也就是说,《管子》的思想史定位是一个不可回避的问题,否则我们就无法对《管子》在学术思想史上的地位和价值做出恰当的估价。《管子》非管仲自著,此说古已有之。朱熹曰：“仲当时任齐国之政,事甚…     

互动公平对员工幸福感的影响:心理授权的中介作用与权力距离的调节作用

近些年,由于积极心理学的兴起,员工幸福感的研究得到了广泛的关注。本论文从互动公平这一特定的组织公平概念出发,以公平理论为主体,并结合自我决定理论,从心理授权的视角既分析了互动公平影响员工幸福感的内在机制,又探讨了权力距离对整个影响机制的调节作用。通过对国内一家制造业企业的199名员工多时点匹配问卷的调查,结果表明:互动公平与员工幸福感之间呈现正相关关系;心理授权中介了互动公平对员工幸福感的影响作用;权力距离不仅负向调节了互动公平与心理授权之间的关系,而且还负向调节了互动公平—心理授权—员工幸福感这一中介机制。本研究的发现有利于充分了解互动公平影响员工幸福感的内在机制和边界条件,同时能为管理实践提供更好的指导,有效地提高员工幸福感。     

论法家学派中的信任观——从《管子》《商君书》到《韩非子》

对《管子》《商君书》与《韩非子》三部经典的法家著作中的信任观与信用观进行了分析,得到法家学派信任观的四个特点:重视个体信用但并不盲信道德;明确信任的作用但对信任非常谨慎;试图从社会信用体系建设的角度来保障信任;辩证地区别了个体信用与国家信用这两种不同层次与重要性的信用。法家学派塑造过辉煌的国家建设成就,其信任观在当代中国依然具有借鉴意义。     

绝对的公平和相对的公平

效率和公平是经济伦理的两大原则 ,也是制定和衡量经济政策的价值依据 ,但大部分经济学家都认为 ,效率和公平存在着不可调和的矛盾 ,使得人们在指导经济行为和制定经济政策时处于两难境地。本文通过对自由主义、平等主义和功利主义公平观的批判 ,试图说明 ,从历史唯物主义的立场出发 ,抛弃绝对的公平观 ,主张相对的公平观 ,便能够解决这个难题。     

《管子》与《礼记·月令》科学思想之比较

从科学思想的角度,对《管子》与《礼记·月令》的阴阳五行说、物候思想、农时思想和生态思想进行比较可以看出,二者由许多共同之处,这可以为所谓“《月令》出于《管子》”提供重要证据。     

Applying Community-Based Participatory Approaches to Addressing Health Disparities and Promoting Health Equity

This special issue highlights work that contributes to our understanding of health disparities and community-based participatory research (CBPR) approaches to promoting health equity across diverse populations and issues that matter to communities. We take on a global perspective, and thus, various efforts across international contexts are illustrated. Articles elucidate a variety of CBPR approaches designed to empower and build capacity among individuals and communities in order to seek changes at the level of community practices, programs, and systems. These articles span across diverse populations—children, youth, and families; adults and older adults; immigrants; refugees; Black people; Latinx people; Native Americans/Indigenous people, the Roma community; Muslim women, and women with disabilities—experiencing inequities of interest to community psychologists and other researchers and practitioners.     

医疗服务公平与效率实现途径的理论探讨

医疗服务的公平与效率是政府对公立医院的集中要求.在市场经济条件下,医疗服务公平与效率之间的特有关系,制约了医疗卫生事业的发展.本文通过对两者主要表现的阐述,从理论上探讨了相关对策,提出通过调整与完善医疗服务管理体系,建立合理的筹资机制等措施来实现医疗服务的公平与效率.     

Situational Perspective Taking as an Intervention for Improving Attitudes Toward Organizations that Invest in Diversity Management Programs

Purpose

In order for diversity management programs to serve as competitive resources, organizations must attract employees who will fit in and support an organization’s diversity management programs. Two experiments examined situational perspective taking, in which one imagines being the target of workplace discrimination, as an intervention to increase positive attitudes toward organizations that invest in diversity management programs. Participant gender and ethnic identity were examined as moderators.

Design/Methodology/Approach

In two experiments, managers (study 1) and active job seekers (study 2) were instructed to imagine and write down how they would feel if they were the targets of workplace discrimination and read recruitment materials of an organization and its investment in diversity management programs.

Findings

Both studies showed that engaging in a situational perspective taking about being the target of workplace discrimination led to more P-O fit and organizational attraction toward an organization that has diversity management programs. The effect of situational perspective taking had a greater impact on White men than on women and ethnic minority participants.

Implications

These results suggest that the design of organizational recruitment activities should highlight their support of diversity management programs and emphasize that all member benefit from diversity management programs. Originality/value—despite theoretical work that suggests that organizational attitudes are an important factor for the effectiveness of diversity management programs, this is the first known research that shows that perspective taking can help people see the value in diversity management.

     

The roles of emotion management and perspective taking in individuals’ conflict management styles and disposition to forgive

This study aimed to link two fields of research: conflict management and forgiveness. Adult participants (n = 122) and a validating sample of significant others (n = 122) completed measures of disposition to forgive, conflict style, emotion management, and perspective taking; and multi-dimensional models of their relationships were tested. Disposition to forgive was most consistently associated with problem solving and yielding conflict styles. Greater perspective taking was associated with greater forgiveness, and greater problem solving and yielding conflict styles, as well as with lesser fighting style; and perspective taking fully or partially mediated the relationship between ability to repair emotions and dispositions to forgive and problem solve during conflict. Significant other reports confirmed most of the findings based on self-report.     

卫生服务公平性--政府职能与作用研究

我国的卫生服务面临许多问题,包括区域规划不合理、资源严重不足但又存在浪费等,突出的是公平性问题.要解决这些问题不能只依靠市场机制,必须发挥政府的职能与作用,通过立法、加强监督管理、增加投入、卫生规划等手段发展医疗卫生事业,逐步实现卫生服务的公平性.     

Employee Stock Options: Are They Indeed Superior to Other Incentive Compensation Schemes?

Although employee stock options are gaining in popularity as a compensation plan aimed at improving work performance, there is neither theoretical nor empirical evidence that they are indeed superior to other incentive schemes, such as profit sharing and gain sharing. This paper examines, from a theoretical perspective, the possible effects of four incentive plans on employee motivation and performance: merit pay, profit sharing, gain sharing, and employee stock options. The analysis relies on two behavioral theories, Expectancy and Equity, and a conceptual financial framework. The different approaches yield incongruent predictions as to which of the four schemes can be expected to most enhance employee motivation. While the managerial theories favor stock options over profit or gain sharing, financial theory makes the case that all plans are identical in a competitive labor market, whereas if stock options are restricted and the labor market exhibits some degree of imperfection, gain and profit sharing plans may prove superior.     

伦理导向人力资源管理实践的跨层次作用机制:基于社会情境与社会认知理论

伦理 ¹( ¹ 与组织管理领域的常规做法一致, 本文将伦理与道德看作同义概念, 交替使用。)危机给企业经营带来巨大挑战, 现有文献较多关注微观视角的伦理行为, 缺乏从中观视角对人力资源管理制度开展研究, 导致在实践上无法形成有效的制度化抓手。人力资源管理实践作为中观视角的企业伦理实践之一, 正是针对伦理问题的有效回应。立足于人力资源管理与企业伦理领域的交叉点, 从三个方面构建伦理导向人力资源管理实践的研究框架:(1)基于社会情境理论探讨伦理导向人力资源管理实践对组织伦理绩效的影响机制; (2)基于社会认知理论探讨伦理导向人力资源管理实践对团队伦理建言的跨层次影响机制; (3)基于社会认知理论探讨伦理导向人力资源管理实践对个体伦理建言的跨层次影响机制。研究将丰富人力资源管理理论, 并为企业有效实施伦理导向人力资源管理实践提供启示与帮助。     

公平敏感性研究述评

公平敏感性是基于对Adams公平理论的批评提出来的,反映的是人们在公平问题上的个体差异性。该文首先对公平敏感性概念的提出与修正进行了回顾,并介绍了公平敏感性的测量方法和分类标准;然后分析了公平敏感性对于结果变量的直接及调节效应,个人及社会文化因素对公平敏感性的影响,并介绍了公平敏感性的跨文化比较;最后指出该领域未来的研究应着重澄清对概念理解的差异,改进分类标准,加强对公平敏感性影响因素以及中国人公平敏感性的研究     

恐惧管理研究:新热点、质疑与争论

恐惧管理理论(Terror Management Theory,简称TMT)认为,死亡恐惧为人类发展提出了新的适应性问题,多重机制因此进化而来以维护心理平衡。大量的实证研究验证了TMT的基本假设,但在解释死亡突显效应背后的动机上还存在争议。该文首先介绍了由文化世界观、自尊及亲密关系组成的三重防御系统,之后重点评述了批评者从认知闭合、意义维持、联结动机以及控制等视角对死亡突显效应背后真实动机做出的新的阐释,最后指出未来研究应当尝试将死亡觉知的必然性与不确定性所引发的不同效应分离开来。     

Impression mismanagement: People as inept self‐presenters

People routinely manage the impressions they make on others, attempting to project a favorable self‐image. The bulk of the literature has portrayed people as savvy self‐presenters who typically succeed at conveying a desired impression. When people fail at making a favorable impression, such as when they come across as braggers, regulatory resource depletion is to blame. Recent research, however, has identified antecedents and strategies that foster systematic impression management failures (independently of regulatory resource depletion), suggesting that self‐presenters are far from savvy. In fact, they commonly mismanage their impressions without recognizing it. We review failed perspective taking and narcissism as two prominent antecedents of impression mismanagement. Further, we argue that failed perspective taking, exacerbated by narcissism, contributes to suboptimal impression management strategies, such as hubris, humblebragging, hypocrisy, and backhanded compliments. We conclude by discussing how self‐presenters might overcome some of the common traps of impression mismanagement.