中国大学生成就动机变迁的横断历史研究:1999~2014

本研究对1999~2014年间88项采用成就动机量表测量中国大学生（共涉及40801名被试）成就动机水平的研究报告进行横断历史元分析,以考察大学生成就动机水平随年代的变化趋势。研究结果表明：（1）追求成功因子与年代的相关不显著,避免失败因子与年代呈显著正相关,而成就动机总分与年代呈显著负相关。这说明,我国大学生成就动机总体水平在这16年间显著降低。（2）男生和女生的成就动机总分与年代均呈显著负相关,追求成功和避免失败因子均与年代没有显著相关,并且在成就动机总分及各因子得分上没有显著性别差异。     

Work Motivation and Performance: A Social Identity Perspective

Work motivation and performance were analysed from the perspective of social identity theory and self-categorisation theory. Central in this analysis is the relation of organisational identification with the motivation to exert effort on behalf of the collective. A theoretical analysis as well as a review of empirical studies of the relationship of organisational identification with motivation and performance leads to the conclusion that identification is positively related to work motivation, task performance, and contextual performance to the extent that (a) social identity is salient, and (b) high performance is perceived to be in the group's or organisation's interest.     

Looking at Work Motivation from a Wider Angle

Work motivation tends to have been studied from the narrow perspective of the work organisation, and of the individual viewed as a member of the organisation, and to have ignored the social world outside. There is however a growing body of research demonstrating the interaction between work and other aspects of individual psychological and social life. The implications of such research for practice and research on work motivation are explored.     

A Service Member's Self in Transition: A Longitudinal Case Study Analysis

Adopting a narrative approach with a dialogical framework, a longitudinal case study is presented that describes a service member's self in transition from active service into the civilian population. An analysis and interpretation of the case study leads to the hypothesis that if a dominant military I-position appears in the self, a transition may initially create decentering movements of the self that in turn decrease integration and dialogical capacity of the self. New narrative concepts of who one is to become may take time to shape and anchor in corresponding I-position(s) of the self, and self-adaption may only reach a certain level of integration. However, the rise of a third position may unify two conflicting parts, or I-positions, of the self. This may prove to be a promising development for integration and dialogue of the self. Future research is encouraged that examines this hypothesis more broadly.     

Promoting Inter-Relational Reflexivity with Psychosocial Workers in Community Work: A Case Study from Burundi

We explore the practice of creating reflexive spaces within community work with psychosocial workers living in Burundi and the Democratic Republic of the Congo. A central idea is inter-relational reflexivity—reflexivity within relationships that leads to collective action. Theoretical ideas related to inter-relational reflexivity are examined and a case study of the engagement with the psychosocial workers, which used these ideas, is presented. Among the issues explored are: the importance of staying with the lived experiences of people; the challenge of ensuring that inter-relational thinking is transferred to collective social action; and the methodologies that can be used to establish ongoing psychological and social processes that address the structure of power and promote transformation and healing within traumatised communities.     

Decent Work and Work Motivation in Knowledge Workers: the Mediating Role of Psychological Capital

This article aimed to investigate the role of Decent Work as a predictor of different types of Work Motivation and to explore the possible role of Psychological Capital in mediating this relationship. The Decent Work Questionnaire, the Multidimensional Work Motivation Scale, and the Psychological Capital Questionnaire were administered to 3004 knowledge workers, in Portugal and Brazil. Results from Structural Equation Modeling analyses support the hypothesized model, showing the predictor role of Decent Work and complete and partial mediation effects of PsyCap in different relationships between DW and Work motivation variables. The results also support the idea that a decent work context predicts more autonomous work motivations again with the mediation of PsyCap. In sum, the results suggest that decent work plays an important role in promoting a positive approach to work, and that Psychological Capital is an important mediating variable in the promotion of autonomous Work motivation. Limitations and practical implications conclude the article.     

Work and Individual Determinants of Intrinsic Work Motivation, Emotional Exhaustion, and Turnover Intention: A Multi-Sample Analysis

This study tested the influence of personal characteristics on a pattern of specific relationships between work characteristics and psychological outcomes. The study hypotheses were: (1) Growth Need Strength has a direct effect on intrinsic work motivation and moderates the relationship between task characteristics and intrinsic work motivation; (2) Negative Affectivity has a direct effect on emotional exhaustion and moderates the relationships between workload and social support on the one hand and emotional exhaustion on the other; and (3) Upward Striving has a direct effect on turnover intention and moderates the relationship between unmet career expectations and turnover intention. These hypotheses were tested in two samples (bank employees and teachers) using Multi-Sample Analysis. The results showed that, generally, personal characteristics had a direct effect on the outcomes as hypothesized. We only found one moderating effect: Upward Striving moderated the relationship between unmet career expectations and turnover intention.     

How Colleagues Can Support Each Other's Needs and Motivation: An Intervention on Employee Work Motivation

Organisations have flattened and increasingly rely on teamwork. Therefore, colleagues play an increasingly important role in stimulating employee motivation. Adopting Self‐Determination Theory as a guiding framework, the aim of this field experiment was to examine whether team members can be trained in supporting each other's basic psychological needs for autonomy, competence, and relatedness and, hence, increase each other's need satisfaction and autonomous motivation, while decreasing controlled motivation. We delivered training to 146 participants nested in 26 participating teams and assessed basic need satisfaction and autonomous and controlled motivation before and after the intervention. Multilevel regression analyses indicated that employees in the experimental (i.e. intervention) condition had a stronger increase in need satisfaction and autonomous motivation than employees did in the control condition, and that the increase in autonomous motivation was mediated by an increase in need satisfaction. This study provides added value for theory on need satisfaction and demonstrates that a relatively brief intervention among team members may be effective in creating employee need support and increasing autonomous motivation.     

无意识工作激励:定义、模型及展望

无意识工作激励是指由外部环境自动诱导出个体努力行为的过程,并且这种自动诱导的过程无法被个体所内省。目前已经被发现的无意识工作激励过程包括自动化评价,无意识行为模仿,态度、特质和刻板印象的激活,以及无意识目标激活等。从内在机制来看,镜像神经元理论可解释无意识行为模仿,无意识行为选择模型可用来解释无意识目标激励。未来应侧重研究无意识工作激励与有意识工作激励的关系,发展新的研究方法,并更深入地探索无意识工作激励的内在机制。     

Individual Differences in Work Motivation: Further Explorations of a Trait Framework

Empirical evidence on the conceptual and construct validity of the motivational trait taxonomy proposed by Kanfer and Heggestad is presented. 228 adults completed a shortened form of the Motivational Trait Questionnaire (MTQ), along with a battery of personality and ability measures. Relationships of the MTQ with personality measures show evidence of convergent and discriminant validity for trait constructs of Personal Mastery, Competitive Excellence, and Motivation Related to Anxiety. In addition, MTQ scale scores were generally unrelated to composite measures of fluid and crystallised intelligence. Examination of age differences showed a pattern of developmental decline in the achievement trait complex, but not the anxiety complex.     

Lessons from the Transition to Relational Teletherapy During COVID-19

When the World Health Organization declared the coronavirus outbreak a pandemic, clinicians were challenged to maintain continuity of care. Teletherapy became the primary means of service delivery for many who had never or only sparingly used it. The Family Institute at Northwestern University, in response to encouraging findings with respect to the effectiveness of teletherapy and recognizing advantages with respect to access to care, launched our teletherapy services in 2018. As a relationship-based organization, we were keen to exploit the opportunity that teletherapy provides to integrate additional members of the client system into the treatment. Over these two plus years, we have learned a great deal. Our learning was greatly accelerated by our transition to a 100% teletherapy practice in the wake of the pandemic. Teletherapy is a different context. Intentionally managing the context’s constraints and exploiting its strengths is key to providing high-quality couple and family therapy. This step is often overlooked or resisted when teletherapy is an occasional add-on to a face-to-face practice.     

Millennials and the World of Work: Experiences in Paid Work During Adolescence

Purpose

This article considers some important questions faced by youth as they enter and adapt to paid work. We focus on two key questions: (1) how many hours should teenagers work during the school year and (2) what available jobs are desirable?

Design/Methodology/Approach

To help answer these questions, we review studies that have examined the effects of early work experiences on academic achievement, positive youth development, and health-risk behaviors. We also draw upon nationally representative data from the Monitoring the Future (MTF) study to illustrate some new findings on youth employment.

Findings

Moderate work hours, especially in jobs of higher-quality, are associated with a broad range of positive developmental outcomes.

Implications

These questions are not only important to teenagers and their parents, they also reflect key debates among scholars in sociology, developmental psychology, and economics regarding the potential short- and long-term consequences of early work experiences for social development and socioeconomic achievement.

Originality/Value

Although work intensity is an important dimension of adolescent work experience, it is clearly not the only one and we argue that it may not even be the most important one. By focusing on types and qualities of jobs, more can be gained in terms of understanding for whom and under what conditions teenage work does provide benefits for and detriments to youth development.

     

宗教权威视角下的宗教组织变迁——对湘北某基督教堂的个案研究

大街教堂是地处湘北某地的一个基督教堂。该教堂自1999年成立以来,迅速发展成为当地人数最多、影响最大的基督教堂。但是,大街教堂在当地取得迅速增长的同时,也与其他基督教教堂和宗教管理部门之间发生了诸多复杂的互动现象。本研究在详细阐述大街教堂的发展历程和经验事实的基础之上,尝试从"宗教权威"视角来理解这一宗教变迁,并以"宗教权威的建构与表达"为概念工具来把握个案。最后,本文提出了"宗教权威"的定义,并对其加以了进一步讨论。