How Do Happy Leaders Enhance Team Success? The Mediating Roles of Transformational Leadership,Group Affective Tone,and Team Processes1

Extending previous research regarding the relationship between leader positive moods and team performance, the present study examined 2 mediating mechanisms that explain the leader positive moods–team performance linkage: transformational leadership, and positive group affective tone. Data were collected from 85 sales teams (85 team leaders, 365 team members). Structural equation modeling analyses were performed to test the hypotheses. The results showed that leader positive moods not only directly enhanced team performance, but also indirectly led to improved team performance through the explicit mediating process (i.e., transformational leadership) and the implicit mediating process (i.e., positive group affective tone). Theoretical and practical implications are discussed.     

Careers Guidance and Counselling in England

This article gives a brief background on the history and recent developments in career counselling for young children, high school students, unemployed teenagers, and university undergraduates.     

A Queer Supplement: Reading Spinoza after Grosz

This article critiques Elizabeth Grosz's understanding that queer theory is unproductive insofar as it disrupts the specific identities of gay and lesbian. Reconsidering ideas about desire, the body, and identity that Grosz takes from Gilles Deleuze's work on Friedrich Nietzsche and Baruch Spinoza, this essay argues that, despite her productive reworking of homophobia in terms of “active” and “reactive” forces, Grosz's application of Spinoza is only partial. Focusing on Spinoza's evaluation of bodies, the essay both critiques Grosz's approach to experimental desire and observes Spinozist preoccupations in order to talk about the experimental body. It concludes that if Grosz were to attend more seriously to the Spinozist imperative to analyze a body in terms of its capabilities—that is, its power to be affected—the epistemological basis of her argument would change. It would be difficult to dismiss the plurality and sensibility of a queer body or its challenge to lesbian and gay as the source of a primary identity.     

初入学儿童学习汉字的記忆特点

汉字是由音、义、形三个基本因素构成的复合体。它是以字詞的語言构造和对象意义为基础、以文字符号为形式而組成的一个有机整体。就字形来說,又是由各种基本笔划、偏旁部首、基本字根据汉字結构規則組成的一个个文字。所謂正确牢固地掌握汉字不仅包括熟記字形的完整結构,而且要形成該字的音义形三者紧密联系的統一整体,最后达到     

PLANNING AND CONTROL OF BEHAVIOR DURING DECEPTION

Few behaviors have been found that consistently differentiate deceivers from truth-tellers. Consequently, recent research has focused upon identifying the factors that impact upon the display of behavioral correlates of deception. Following previous work in this area, four factors held to be important in this regard are reviewed: arousal, emotion, cognitive difficulty, and control. An integrative model that explicates the interrelations of these components is then developed. Finally, a study examining the effects of preparation and control on leakage during deception is presented. Planning of deception was found to relate to response latency and duration of eye contact. In addition, subjects appear to use inhibitory control processes to suppress the display of behavioral cues of deception.     

PERFORMANCE APPRAISAL OF BEHAVIOR-BASED COMPETENCIES: A RELIABLE AND VALID PROCEDURE

A new performance appraisal system, developed for promotions in the Royal Canadian Mounted Police non-commissioned officer ranks, fairly differentiated among candidates. Members ( N = 6,571) illustrated their performance on core competencies with behavioral examples. Supervisors and then review boards used a BARS procedure to reliably rate performance. Both candidates and supervisors supported the system. The performance appraisal scores predicted career advancement in the organization.     

GETTING CREDIT FOR PROACTIVE BEHAVIOR:SUPERVISOR REACTIONS DEPEND ON WHAT YOU VALUE AND HOW YOU FEEL

Although proactive behavior is important in organizations, it is not always appreciated by supervisors. To explain when supervisors reward proactivity with higher overall performance evaluations, we draw on attribution theory. We propose that employees' values and affect send signals about their underlying intentions, which influence supervisors' attributions about whether employees deserve credit for proactive behaviors. More specifically, we hypothesize that if employees express strong prosocial values or low negative affect, the proactive behaviors of voice, issue-selling, taking charge, and anticipatory helping will have stronger relationships with supervisors' performance evaluations. We test these hypotheses with samples of 103 managers and their direct supervisors (Study 1) and 55 firefighters and their platoon supervisors (Study 2). The hypotheses were supported in both studies, suggesting that proactive behaviors are more likely to contribute to higher supervisor performance evaluations when employees express strong prosocial values or low negative affect.     

Creating Mr. Right and Ms. Right: Interpersonal ideals and personal change in newlyweds

Based on research on exchanging information during conflict (e.g., Levinger, 1983) and the energizing effects of negative feelings (e.g., Lewin, 1951; Gottman & Krokoff, 1989), this study explores circumstances in which individuals change, over the years, in fulfillment of their spouses’unmet ideals for them. In a longitudinal study of over 200 African American newlywed couples and White newlywed couples, respondents’ratings were combined to form an index of individuals’change in fulfillment of their partners’initially unmet ideals for them. Predictions were that individuals would change more when they listen and try to understand their partners’feelings during conflict or when they have negative feelings about the functioning of the relationship. Results were that high openness to information exchange during conflict predicted high change for White husbands, White wives, and African American wives, and negative feelings about relationship functioning predicted high change for White wives, African American wives, and African American husbands.