时间视角下的组织公正研究

组织公正的动态研究是在时间视角下分析组织公正的变化及其影响。根据研究中不同的时间跨度,可将该领域研究分为短期公正变化与长期公正变化研究。短期公正变化研究主要分析公正事件在日层次上的变化对组织内个体的影响。长期公正变化则分析组织内个体过往的公正经历如何影响他们当前的心理与行为。研究主要从自我调节资源的变化、长时社会交换、不确定管理及社会认知角度解释公正的动态影响。未来可从公正动态变化的特征、前因机制及其差异化影响机制开展研究。     

Cybernetic Big Five Theory

Cybernetics, the study of goal-directed, adaptive systems, is the best framework for an integrative theory of personality. Cybernetic Big Five Theory attempts to provide a comprehensive, synthetic, and mechanistic explanatory model. Constructs that describe psychological individual differences are divided into personality traits, reflecting variation in the parameters of evolved cybernetic mechanisms, and characteristic adaptations, representing goals, interpretations, and strategies defined in relation to an individual’s particular life circumstances. The theory identifies mechanisms in which variation is responsible for traits in the top three levels of a hierarchical trait taxonomy based on the Big Five and describes the causal dynamics between traits and characteristic adaptations. Lastly, the theory links function and dysfunction in traits and characteristic adaptations to psychopathology and well-being.     

Identity,ideology, and personality: Examining moderators of affective polarization in New Zealand

Affective polarization (i.e., differences in evaluations of the in-party and out-party) has important implications for political outcomes including civic engagement and partisan-motivated attitudes and behaviours. In this study, we add to the burgeoning literature on affective polarization by examining moderators of the effect of in-party support on out-party opposition across the three main political parties in New Zealand. Using a large national probability sample of adults (N = 19,078), we assessed the effects of social demographics, Big-Five personality traits, liberal-conservative ideology, political identity centrality, and weekly news exposure on the relationship between in-party and out-party support. Results show political identity centrality is the strongest and most consistent moderator. The effects of some other moderators (e.g., personality, news exposure) are party-specific.     

Prosociality and morality through the lens of personality psychology

Prosociality and morality are critical to the functioning and flourishing of society. There is, however, great variation in the degree to which individuals help or hinder one another, or adhere to ethical standards of “rightness.” One way to understand this variation is by drawing on theories and models within personality psychology, which may illuminate the basic individual characteristics that drive a wide range of other-regarding tendencies. In this review, we provide a snapshot of three research strands addressing these themes. The first concerns how personality traits map onto prosocial preferences for fairness and cooperation, as studied using classic social decision-making tasks called economic games. The second concerns the robust associations between personality traits and indicators of inter-group prejudice (e.g., authoritarian ideology). The third concerns the emerging concept of moral exceptionality, and the personality traits that may characterise individuals at the forefront of moral progress. These examples demonstrate the core role that personality psychology is playing in the study of prosocial and moral behaviour, as well as the critical mass emerging in the Australian context around these themes.     

To justify or excuse?: A meta-analytic review of the effects of explanations

The authors used R. Folger and R. Cropanzano's (1998, 2001) fairness theory to derive predictions about the effects of explanation provision and explanation adequacy on justice judgments and cooperation, retaliation, and withdrawal responses. The authors also used the theory to identify potential moderators of those effects, including the type of explanation (justification vs. excuse), outcome favorability, and study context. The authors' predictions were tested by using meta-analyses of 54 independent samples. The results showed strong effects of explanations on both the justice and response variables. Moreover, explanations were more beneficial when they took the form of excuses rather than justifications, when they were given after unfavorable outcomes, and when they were given in contexts with instrumental, relational, and moral implications.     

Personality and gender differences in global perspective

Men's and women's personalities appear to differ in several respects. Social role theories of development assume gender differences result primarily from perceived gender roles, gender socialization and sociostructural power differentials. As a consequence, social role theorists expect gender differences in personality to be smaller in cultures with more gender egalitarianism. Several large cross‐cultural studies have generated sufficient data for evaluating these global personality predictions. Empirically, evidence suggests gender differences in most aspects of personality—Big Five traits, Dark Triad traits, self‐esteem, subjective well‐being, depression and values—are conspicuously larger in cultures with more egalitarian gender roles, gender socialization and sociopolitical gender equity. Similar patterns are evident when examining objectively measured attributes such as tested cognitive abilities and physical traits such as height and blood pressure. Social role theory appears inadequate for explaining some of the observed cultural variations in men's and women's personalities. Evolutionary theories regarding ecologically‐evoked gender differences are described that may prove more useful in explaining global variation in human personality.     

When fairness neither satisfies nor motivates: The role of risk aversion and uncertainty reduction in attenuating and reversing the fair process effect

It is widely acknowledged that procedural justice has many positive effects. However, some evidence suggests that procedural justice may not always have positive effects and may even have negative effects. We present three studies that vary in method and participant populations, including an archival study, a field study, and an experiment, using data provided by the general American population, Indian software engineers, and undergraduate students in the US. We demonstrate that key work-related variables such as people’s job satisfaction and performance depend on procedural justice, perceived uncertainty, and risk aversion such that risk seeking people react less positively and at times negatively to the same fair procedures that appeal to risk averse people. Our results suggest that one possible reason for these effects is that being treated fairly reduces people’s perception of uncertainty in the environment and while risk averse people find low uncertainty desirable and react positively to it, risk seeking people do not. We discuss the implications of our findings for theories of procedural justice including the uncertainty management model of fairness, the fair process effect, and fairness heuristic theory.     

Putting Self-Regulation Theory into Practice: A User's Manual

Cervone, Shadel, Smith, and Fiori (2006 ) propose that theories of personality architecture may provide an integrative theoretical framework for self-regulation research. Building further on this argument, the present paper considers one comprehensive modern approach to personality architecture, personality systems interactions (PSI) theory. The authors provide a brief overview of PSI theory and discuss a simple, three-step "user's manual" that has guided applications of the theory to real-life behavior. Work on PSI theory highlights some of the integrative potential of personality science in the field of self-regulation. The authors conclude that theories of personality architecture may improve the quality and precision of the counselling, coaching, and training that psychologists in many diverse areas provide.     

Patterns of Change in Fairness Perceptions During the Hiring Process

The justice literature, to date, shows that changes in fairness perceptions over time are consequential for job attitudes. However, few studies have been directed at explicating how fairness perceptions change over time or individual differences in patterns of change. The present research attempts to fill this gap by exploring patterns of temporal changes in fairness perceptions toward the selection process during a hiring process and potential determinants for such change. In a 3‐wave longitudinal study of the entire hiring process (pre‐, in‐, and post‐process) using a latent growth mixture modeling approach, different patterns of change in perceived fairness were modeled. In addition, the role of Big Five personality factors to predict classes of temporal patterns was examined. Results suggest that, on average, fairness perceptions declined in a non‐linear way over time, with high initial levels of fairness perception corresponding to a lower rate of decline, and vice versa. Four unique classes of applicants exhibiting different initial scores and growth of fairness perceptions were identified, which were predicted by the personality factors of extraversion, agreeableness, and conscientiousness. Findings are discussed in terms of their implications for fairness theory and future research.     

Justice as a dynamic construct: effects of individual trajectories on distal work outcomes

Despite an amassing organizational justice literature, few studies have directly addressed the temporal patterning of justice judgments and the effects that changes in these perceptions have on important work outcomes. Drawing from Gestalt characteristics theory (Ariely & Carmon, 2000, 2003), we examine the concept of justice trajectories (i.e., levels and trends of individual fairness perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional variance in distal work outcomes (job satisfaction, organizational commitment, and turnover intentions) after controlling for end-state levels of justice, demonstrating the cumulative effects of justice over time. Findings also reveal that change in procedural justice perceptions affected distal work outcomes more strongly than any other justice dimension. Implications for theory and future investigations of justice as a dynamic construct are discussed.     

Holland Type as a Moderator of Personality-Performance Predictions

This study explored the value of using Holland's theory of vocational personality types and work environments for improving predictions of personality-performance relations. Upper level undergraduates representing the RIASEC environments completed the Self-Directed Search and a measure of the Five-Factor Model of personality that were used to predict grades. Overall, agreeableness and conscientiousness accounted for approximately 2% to 3% of the variance in performance. However, when the data were analyzed further by RIASEC environment, more than 9% of the variance in performance was accounted for with personality scores. This study supports assertions in the literature that predictions of performance using global traits, such as conscientiousness, can be improved using appropriate moderators. Furthermore, important relations between personality and performance can be masked if job context is ignored.     

6～9岁儿童特质观与其人格特质的关系

为考察特质观与稳定的行为方式之间的关系,采用情境故事法和问卷法分别对180名6～9岁儿童进行了特质稳定性理解的个别测查和人格特质的教师评定。结果发现,持三种不同特质观（实体论、中间论、渐变论）的6～9岁儿童开始在认真有恒、自制稳重、聪慧性、开朗活泼和同情利他五种人格特质行为上表现出显著差异;6～9岁儿童的特质观能够预测以上五种人格特质,丽儿童“开朗插泼”和“聪慧性”特质行为的线性组合是预测儿童特质观的最佳指标。这些研究结论有助于说明关于特质的认知在调解和制约个体稳定的行为理解和反应中的重要作用,验证了人格认知流派的观点;支持了认知与人格之间交互作用的理论假设;对于解释年幼儿童发展中的不适应问题具有一定的意义。     

The personality systems framework: Current theory and development

The personality systems framework is a fieldwide outline for organizing the contemporary science of personality. I examine the theoretical impact of systems thinking on the discipline and, drawing on ideas from general systems theory, argue that personality psychologists understand individuals’ personalities by studying four topics: (a) personality’s definition, (b) personality’s parts (e.g., traits, schemas, etc.), (c) its organization and (d) development. This framework draws on theories from the field to create a global view of personality including its position and major areas of function. The global view gives rise to new theories such as personal intelligence—the idea that people guide themselves with a broad intelligence they use to reason about personalities.     

A theoretical basis for the major dimensions of personality

We argue that lexical studies of personality structure suggest the existence of six major dimensions of personality: (I) Surgency, (II) Agreeableness, (III) Conscientiousness, (IV) Emotional Stability, (V) Intellect/Imagination, and (VI) Honesty. We then propose a two‐part theoretical basis for these dimensions. First, Honesty and rotated variants of Agreeableness and Emotional Stability are interpreted in terms of three traits—fairness/non‐exploitation, forgiveness/non‐retaliation, and empathy/attachment—that underlie prosocial versus antisocial tendencies. Second, the Surgency, Conscientiousness, and Intellect/Imagination factors are interpreted as traits that involve active engagement within three domains of endeavour—social, task‐related, and idea‐related endeavour. Predictions that follow from these interpretations are tested and found to be supported. Copyright © 2001 John Wiley & Sons, Ltd.     

The origins of extraversion: joint effects of facultative calibration and genetic polymorphism

The origins of variation in extraversion are largely mysterious. Recent theories and some findings suggest that personality variation can be orchestrated by specific genetic polymorphisms. Few studies, however, have examined an alternative hypothesis that personality traits are facultatively calibrated to variations in other phenotypic features, and none have considered how these distinct processes may interact in personality determination. Since physical strength and physical attractiveness likely predicted the reproductive payoffs of extraverted behavioral strategies over most of human history, it was theorized that extraversion is calibrated to variation in these characteristics. Confirming these predicted patterns, strength and attractiveness together explained a surprisingly large fraction of variance in extraversion across two studies--effects that were independent of variance explained by an androgen receptor gene polymorphism. These novel findings initially support an integrative model wherein facultative calibration and specific genetic polymorphisms operate in concert to determine personality variation.     

Five-factor personality domains and job performance: A second order meta-analysis

Several meta-analyses have investigated the job-related validities of the traits associated with the Five-Factor Model (FFM). The presence of second-order sampling error, however, might complicate the interpretation of these meta-analyses (i.e., random error across different meta-analyses). The current paper therefore evaluates variability across different meta-analyses and tests for key moderators (i.e., performance criteria, sources of ratings, and context). Results suggested that the variation in the predictive validity of several FFM traits and facets across multiple performance criteria was attributable to second-order sampling error. However, true variation existed for some moderators such as sources of personality information (self-reports versus informant reports). The current analyses therefore enhance knowledge about the usefulness and generalizability of personality traits in work contexts.     

Procedural Justice and Culture

The past fifteen years have seen the development of a considerable research literature on the social psychology of procedural justice (see Lind & Tyler, 1988, for a review). Procedural justice research reveals some serious shortcomings in the exchange theories that have traditionally dominated Western analyses of the social psychology of groups, and in so doing, the procedural justice literature has important ramifications for cross-cultural psychology. Results from a number of studies conducted in the United States and Western Europe show that individualistic, self-interest based models of human behaviour are insufficient to explain procedural justice phenomena. Instead, procedural justice effects frequently reveal strong group-oriented concerns and motivations even in cultural contexts generally thought to be characterized by individualistic orientations. The research literature also shows that if a group's procedures are judged to be fair, people are more likely to show group-oriented behaviour and to hold more favourable attitudes toward the group and its leaders. These findings have led to the development of a theory of justice judgments—the Lind and Tyler group-value theory—which is based on group norms and relations rather than on social exchange theory. We describe a general model of social behaviour that integrates group- and individually-oriented behaviour, and we discuss the implications of the model for social and cross-cultural psychology.     

Regulatory focus and work-related outcomes: A review and meta-analysis

Regulatory focus theory (Higgins, 1997) has received growing attention in organizational psychology, necessitating a quantitative review that synthesizes its effects on important criteria. In addition, there is need for theoretical integration of regulatory focus theory with personality research. Theoretical integration is particularly relevant, since personality traits and dispositions are distal factors that are unlikely to have direct effects on work behaviors, yet they may have indirect effects via regulatory focus. The current meta-analysis introduces an integrative framework in which the effects of personality on work behaviors are best understood when considered in conjunction with more proximal motivational processes such as regulatory focus. Using a distal-proximal approach, we identify personality antecedents and work-related consequences of regulatory foci in a framework that considers both general and work-specific regulatory foci as proximal motivational processes. We present meta-analytic results for relations of regulatory focus with its antecedents (approach and avoid temperaments, conscientiousness, openness to experience, agreeableness, self-esteem, and self-efficacy) and its consequences (work behaviors and attitudes). In addition to estimates of bivariate relationships, we support a meta-analytic path model in which distal personality traits relate to work behaviors via the mediating effects of general and work-specific regulatory focus. Results from tests of incremental and relative validity indicated that regulatory foci predict unique variance in work behaviors after controlling for established personality, motivation, and attitudinal predictors. Consistent with regulatory focus theory and our integrative theoretical framework, regulatory focus has meaningful relations with work outcomes and is not redundant with other individual difference variables. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Taking an elemental approach to the conceptualization and measurement of Machiavellianism,narcissism, and psychopathy

The study of aversive or ‘dark’ personality traits (e.g., Machiavellianism, narcissism, and psychopathy) is afflicted by three types of issues. Measures of aversive traits that are meant to assess the same traits often capture different content—an issue of jingle. Measures that are meant to assess different traits often capture near-identical content—an issue of jangle. Finally, disagreement over what unites aversive personality traits leads to different conclusions about what is and is not an aversive personality trait—an issue of conceptual centrality. This study outlines how decomposing personality traits into smaller elements can address these three issues. It also provides a primer on the history and assessment of these traits and sets an agenda for future research.     

Gender and leadership emergence: A meta‐analysis and explanatory model

Research has shown that men tend to emerge as leaders more frequently than women. However, societal role expectations for both women and leaders have changed in the decades since the last empirical review of the gender gap in leader emergence (Eagly & Karau, 1991). We leverage meta‐analytic evidence to demonstrate that the gender gap has decreased over time, but a contemporary gap remains. To understand why this gap in leader emergence occurs, we draw on social role theory to develop a Gender‐Agency/Communion‐Participation (GAP) Model—an integrative theoretical model that includes both trait and behavioral mechanisms. Specifically, we examine a sequence of effects: from gender to agentic and communal personality traits, from these traits to behavioral participation in group activities, and ultimately from participation to leader emergence. The model is tested using original meta‐analyses of the personality and behavioral mechanisms (coding 1,632 effect sizes total). Gender differences in leadership emergence are predominately explained by agentic traits (positive) and communal traits (negative), both directly and through the mechanism of participation in group discussions. In addition, several paths in the theoretical model are moderated by situational contingencies. Our study enhances knowledge of the mechanisms and boundary conditions underlying the gender gap in leader emergence.