Religion and Well-Being: The Mediating Role of Positive Emotions

Research has consistently shown that endorsing a religion or spirituality is to some extent related to one’s well-being. Common studied explanations tap into the social and cognitive aspects of religion and spirituality. The present research aims at understanding how religiosity and spirituality exert their impact on well-being and investigates the role of a surprisingly neglected mechanism: positive emotions. Two cross-sectional studies using a quantitative approach are presented. In two different contexts (churchgoers in a European country and US university employees interested in meditation), results showed that the relation between religion (Study 1), spirituality (Study 2) and well-being is mediated by positive emotions. Distinguishing between more and less relevant positive emotions in a religious/spiritual context, it was found that the effect was mediated by self-transcendent positive emotions (awe, gratitude, love, and peace) but not by other positive emotions (amusement and pride).     

组织情境中腐败的研究进展

随着公司各类丑闻和腐败事件的不断曝光,腐败受到管理学领域的广泛关注。本文基于腐败的定义,对个体腐败和组织腐败的影响因素加以回顾,从动态和多层次的视角总结了腐败从个体现象演变成群体或组织现象的过程模型,主要包括腐败常规化模型、道德推脱模型、社会认同模型和情绪诱发模型。最后,从探索其他影响因素及交互作用、对群体腐败提出假设并检验、进一步构建腐败理论三个方面对该领域的未来研究方向做出展望。     

伪装情绪的人际影响及其作用机制

伪装情绪是指在情绪交互的过程中, 人们展现实际不存在的积极或消极情绪, 放大亦或是压抑原本的情绪。伪装情绪是一种策略选择的结果, 表现者所展现的情绪在当下可能并未发生, 但却能在某种程度上令人信服。目前关于伪装情绪的研究比较分散, 对于伪装情绪人际影响及其作用机制还存在着一定争议。现有文献多从博弈过程、亲社会行为情境、组织情境和领导效果四个方面对伪装情绪的人际效应进行探讨, 其中相关的机制包括情绪接受者的情感反应及“以己度人”的内心过程。未来的研究可以从情绪接受者、群体伪装、伪装情绪效价、认知神经机制以及文化等方面, 对伪装情绪展开深入系统性的研究。     

Charisma attribution during organizational change: the importance of followers' emotions and concern for well‐being

Taking a follower‐centric perspective, we examined how charisma attribution to a change leader was influenced by the well‐being concerns and emotions of organizational members. We conducted three studies to examine how college business students and Executive Master of Business Administration (EMBA) students responded to a grading policy reform aimed at reducing grade inflation. We found that emotions and well‐being concerns such as school year and grade point average influenced charisma attribution by the undergraduate students and that there was a greater divergence of emotional reactions and charisma attribution among undergraduate students than among the executive MBAs. Future directions for follower‐centric leadership research on charismatic leadership are discussed.     

Self-transcendent positive emotions increase spirituality through basic world assumptions

Spirituality has mostly been studied in psychology as implied in the process of overcoming adversity, being triggered by negative experiences, and providing positive outcomes. By reversing this pathway, we investigated whether spirituality may also be triggered by self-transcendent positive emotions, which are elicited by stimuli appraised as demonstrating higher good and beauty. In two studies, elevation and/or admiration were induced using different methods. These emotions were compared to two control groups, a neutral state and a positive emotion (mirth). Self-transcendent positive emotions increased participants' spirituality (Studies 1 and 2), especially for the non-religious participants (Study 1). Two basic world assumptions, i.e., belief in life as meaningful (Study 1) and in the benevolence of others and the world (Study 2) mediated the effect of these emotions on spirituality. Spirituality should be understood not only as a coping strategy, but also as an upward spiralling pathway to and from self-transcendent positive emotions.     

The Health Significance of Positive Emotions in Adulthood and Later Life

A growing body of literature supports a link between positive emotions and health in older adults. In this article, we review evidence of the effects of positive emotions on downstream biological processes and meaningful clinical endpoints, such as adult morbidity and mortality. We then present relevant predictions from lifespan theories that suggest changes in cognition and motivation may play an important role in explaining how positive emotions are well maintained in old age, despite pervasive declines in cognitive processes. We conclude by discussing how the application of psychological theory can inform greater understanding of the adaptive significance of positive emotions in adulthood and later life.     

How much weight do organizational personality inferences have on judgments of organizations?

Organizational personality inferences are the human-like attributes individuals ascribe to organizations. Extant research has shown that individuals reliably distinguish organizations on these traits and these inferences influence individuals’ judgments of organizations. Theory of Symbolic Attraction posits that the importance given to organizational personality when forming judgments depends on the needs of the person. This policy capturing study investigated how much weight individuals give to each personality factor when forming organizational judgments and tested propositions that social identity concerns moderate the weight given. Results were also compared to the aggregated effects from extant research. Organizational personality inferences directly affected organizational judgments, some of these effects were moderated by social identity concerns, and the pattern of results were different than past research.     

Nature contact and mood benefits: contact duration and mood type

ABSTRACT

There is robust evidence that contact with the natural world improves human health, including emotional well-being. However, the specific conditions of emotional benefits of nature contact are sparsely understood. Two studies were conducted with university students to examine whether the duration of nature contact influences the magnitude of benefits for both hedonic (positive and negative affect) and self-transcendent emotions. Study 1 investigated whether 5 minutes of sedentary nature contact influenced both emotion types, and Study 2 examined whether mood improvements are sensitive to the duration of nature contact (5 vs. 15 minutes). Results indicate that brief nature contact reliably improved both hedonic and self-transcendent emotions, and that the duration of contact in the range tested had no impact on this improvement.     

Organizational Behavior and the Study of Affect: Keep Your Eyes on the Organization

Not since the 1930s has so much attention focused on the study of moods and emotions in organizations. Unlike the research in the 1930s, current efforts are expected to result in a change in the nature of what is thought to constitute the field of organizational behavior. This claim is based, in part, on ideas evident in the articles comprising this special issue, at least those ideas reflecting that (a) affect needs to be the focal point of theory building efforts (and not merely appended to existing theories) and (b) contextual features of organizations are essential to understanding the production and consequences of moods and emotions in organizations. Ideas that are affect focused and sensitive to organization context likely are to be seen as novel by students of organizational behavior and, thereby, to capture the interest required to generate the research that will reshape the boundaries of the field.     

组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

Exploring the neural basis of fairness: A model of neuro-organizational justice

Drawing from the literature in neuroeconomics, organizational justice, and social cognitive neuroscience, I propose a model of neuro-organizational justice that explores the role of the brain in how people form fairness judgments and react to situations of fairness and/or unfairness in organizations. The model integrates three levels of analysis: (a) behavioral, (b) mental (cognitive and emotional), and (c) neural. The behavioral level deals with motivated actions displayed by the individual; the mental level deals with information processing mechanisms and emotional arousal; and the neural level concerns the brain systems instantiating mental processes. The paper also describes a fairness theory of mind that could help managers improve their ability to create fair working environments. The model’s implications for further research and management practice are discussed.     

情绪设计对多媒体学习的影响

通过两个实验探讨多媒体学习中情绪设计对学习者情绪、认知过程和学习结果的影响。实验1将内部情绪设计与外部情绪诱发两种方式结合起来,探讨多媒体学习环境中不同方式诱发的积极情绪对学习的影响。实验2进一步聚焦于内部情绪设计,考察颜色和拟人化这两个特定的情绪设计元素对学习者情绪和学习的影响。结果发现:(1)积极的外部情绪诱发和内部情绪设计可以诱发积极情绪,并促进学习迁移。(2)对学习材料进行内部积极情绪设计可以诱发学习者积极情绪,增强学习者的学习动机,降低学习者感知到的学习材料的难度,并促进学习迁移。其中,彩色设计可以诱发学习者积极情绪,但拟人化只有与彩色结合才能诱发学习者积极情绪;在拟人化条件下,彩色设计可以增强学习者学习动机;彩色设计可降低学习者对学习材料感知到的难度;彩色和拟人化都可以促进学习迁移。     

Conflict across organizational boundaries: managed care organizations versus health care providers

This research examined conflicts that occur across organizational boundaries, specifically between managed care organizations and health care providers. Using boundary spanning theory as a framework, the authors identified 3 factors in the 1st study (30 interviews) that influence this conflict: (a) organizational power, (b) personal status differences of the individuals handling the conflict, and (c) their previous interactions. These factors affected the individuals' behavioral responses or emotions, specifically anger. After developing hypotheses, the authors tested them in a 2nd study using 109 conflict incidents drawn from 9 different managed care organizations. The results revealed that organizational power affects behavioral responses, whereas status differences and previous negative interactions affect emotions.     

敬畏的心理模型及其认知神经机制

敬畏是由神秘、浩大且超出当前认知图式事物引发的复杂情绪体验, 具有自我超越性。敬畏的心理学研究近期受到极大的关注, 但敬畏的本质或心理机制是什么等问题还不清楚。针对“敬畏的心理过程是什么”这一科学问题, 我们通过文献综述, 在厘清敬畏的概念演变、相关理论发展和实证研究基础上拟提出敬畏的心理模型, 尝试阐述敬畏的心理过程及其认知神经机制。我们认为敬畏心理涉及预期评估、结果评价和自我超越等认知过程, 并且包含浩大感、顺应需求两大核心特征, 以及内部与外部、积极与消极两大主要维度。未来亟需在敬畏测量工具的研发、敬畏相关理论的验证及不同文化群体间敬畏行为的比较分析等方面进行多学科的基础和应用研究。     

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

Organizational identification has been linked to both positive behavior and negative behavior at work. Based on theory and research that suggest that for many organizational behaviors, team identification may be a more important influence than organizational identification, we advance a research model proposing that team identification, more than organizational identification, predicts counterproductive work behavior and organizational citizenship behavior and is the more important mediator of the influence of communication climate (CC) and perceived external prestige (PEP) on these outcomes. This research model was tested in a survey of N = 300 employees of four Italian organizations from different sectors. Results show that team identification, but not organizational identification, predicts counterproductive behavior and citizenship behavior and mediates the influence of CC and PEP. To enhance team identification for sustaining positive voluntary behavior at work, two possible strategies could be considered: improving perceived external prestige and promoting a good communication climate.     

情绪劳动的效应、影响因素及作用机制

情绪劳动是指员工遵照一定的组织规则, 在工作场所与顾客互动过程中进行的情绪调节。研究证明情绪劳动对组织情境中一系列结果变量影响显著, 既有积极影响也有消极影响, 作用对象包括施动者员工、受动者顾客和规则制定者组织。情绪劳动与结果变量的关系受多个员工、工作和顾客特征变量的影响。资源保存理论为情绪劳动的作用机制提供了一种有力的解释。即时、短期与长期效应的整合、指向内部顾客的情绪劳动以及组织氛围的影响是未来研究值得关注的方向。     

追随者主动工作行为的上行影响：内隐追随视角

主动工作行为, 作为推动组织与时俱进、健康发展的重要保障, 已成为组织行为研究领域的热点主题。然而, 以往研究在探索追随者主动工作行为的上行影响时, 却出现了悖论: 一些研究发现主动工作行为能激发领导者的积极评价, 另一些研究却指出主动工作行为会招致领导者的负面对待。为解释此矛盾现象, 基于内隐追随理论建构了一个主动工作行为的上行影响模型。该理论模型指出, 领导者的内隐追随信念决定了追随者主动工作行为究竟引发领导者的何种反应。先介绍领导者主动型内隐追随的概念与测量, 然后论证追随者主动工作行为与领导者主动型内隐追随的契合程度对领导者的影响, 在此基础上提出领导者核心情绪(高兴、紧张、沮丧与满足)的中介作用。文章为后续主动工作行为实证研究提供了一个理论分析框架。     

Effects of incidental positive emotion and cognitive reappraisal on affective responses to negative stimuli

Previous studies have identified two powerful ways to regulate emotional responses to a stressor: experiencing incidental positive emotions and using cognitive reappraisal to reframe the stressor. Several cognitive and motivational theories of positive emotion support the formulation that incidental positive emotions may facilitate cognitive reappraisal. To test the separate and interacting effects of positive emotions and cognitive reappraisal, we first adapted an established picture-based reappraisal paradigm by interspersing blocks of positive emotion inducing and neutral pictures. Across two pre-registered studies (Studies 1, 2), reappraisal effectively decreased self-reported negative emotions and increased self-reported positive emotions; however, experiencing incidental positive emotions did not facilitate reappraisal success. In another preregistered study (Study 3), we employed a more powerful positive emotion induction via virtual reality (VR), used a social stress anticipation task, and instructed participants to reappraise the anticipated stressor positively. Although there was a robust effect of the positive emotion induction (relative to the neutral induction) on feeling more positive emotions throughout stress anticipation, the results again indicated that incidental positive emotions did not facilitate cognitive reappraisal. We propose that incidental positive emotions and cognitive reappraisal may constitute separate pathways of influence when regulating one's responses to negative events.     

组织中的揭发行为：决策过程及多层次的理论框架

组织中的揭发行为是员工对工作场所中的违法、破坏规则和不道德行为的检举揭露,是及时纠正组织中错误行为的有效机制。文章回顾了组织中揭发行为的研究起源、概念及测量方法;从不同理论视角探讨了揭发行为的决策过程;从多个层面系统梳理了揭发意愿或行为的影响因素和产生机制;归纳了揭发行为实践的影响结果。提出未来研究应关注跨学科视角的个体前因、区分特定情境变量的影响、探索行为产生机制和开展本土化揭发行为研究等问题。