Theories of job stress and the role of traditional values: a longitudinal study in China

This study examines how traditionality influences the relationships between job stressors and health. A sample of 496 Chinese employees provided longitudinal questionnaire data, and their health was assessed by collecting blood samples and monitoring blood pressure. The results indicated that the positive relationship between job control and health was stronger among the less traditional workers, whereas the positive relationship between distributive justice and health was stronger among the more traditional workers. Furthermore, traditionality moderated the interactive effects of job demands and perceived control/justice on health. Perceiving higher control mitigated the effects of job demands on upper respiratory infections among low traditionalists, but it exacerbated the effects among the high traditionalists. Perceptions of higher justice mitigated the effects of job demands on emotional exhaustion and immunoglobulin A for high traditionalists but not for low traditionalists. These results suggest that, in the relationship between job demands and psychological and physiological health, concern for equity is an important moderator for individuals with more traditional values, whereas perceived personal control is salutary for health primarily among people with less traditional values.     

Dual learning processes in interactive skill acquisition

Acquisition of interactive skills involves the use of internal and external cues. Experiment 1 showed that when actions were interdependent, learning was effective with and without external cues in the single-task condition but was effective only with the presence of external cues in the dual-task condition. In the dual-task condition, actions closer to the feedback were learned faster than actions farther away but this difference was reversed in the single-task condition. Experiment 2 tested how knowledge acquired in single and dual-task conditions would transfer to a new reward structure. Results confirmed the two forms of learning mediated by the secondary task: A declarative memory encoding process that simultaneously assigned credits to actions and a reinforcement-learning process that slowly propagated credits backward from the feedback. The results showed that both forms of learning were engaged during training, but only at the response selection stage, one form of knowledge may dominate over the other depending on the availability of attentional resources.     

Effects of trusting and being trusted on team citizenship behaviours in chain stores

Previous studies showed a robust and positive relationship between subordinates' trust for leaders and their individual organizational citizenship behaviours. Building on this foundation, we examined two extensions. First, based on the team citizenship behaviours approach, we studied whether the same relationship held at the group level. Second, drawing from literature on leadership and self-efficacy, we studied whether leaders' perceptions of being trusted by their subordinates mattered in this trust relationship; we also examined how this perception affected team citizenship behaviours. Results showed that subordinates' trust for leaders and team citizenship behaviours were positively related at the team level. When leaders felt more trusted, teams showed more citizenship behaviours. Beyond these main effects, leaders' felt trust was found to negatively moderate the relationship between staff trust for leaders and team citizenship behaviours. Theoretical and practical implications of this research are discussed.     

The impact of relational demographics on perceived managerial trustworthiness: similarity or norms?

Perceived trustworthiness is a critical antecedent of interpersonal trust, yet researchers have a limited understanding of how such perceptions are generated. The authors used 2 competing perspectives within the relational demography literature--similarity-attraction and relational norms--to empirically examine the effect of demographic differences. Whereas the similarity-attraction account suggests that subordinates will perceive their managers as more trustworthy when managers and staff are similar in demographic attributes, the relational norms account proposes that subordinates will perceive their managers as more trustworthy when their demographic differences follow normative expectations. Data collected from a field study of 178 manager-subordinate dyads in Hong Kong and Macau support the relational norms account in terms of education and organizational rank. The authors discuss the theoretical and practical implications of the study.     

Predicting Intention to Save Water: Theory of Planned Behavior,Response Efficacy,Vulnerability, and Perceived Efficiency of Alternative Solutions1

These 2 studies attempted to predict people's intention to save water. Study 1 used a model based on Ajzen's (1991) theory of planned behavior (TPB) and other variables: vulnerability, 2 collective efficacy variables, and subjective effectiveness of alternative solutions (SEAS) to ease drought impact. Study 2 tested a model similar to that of Study 1, but with 2 personal efficacy variables added. Respondents in both studies were residents of Taiwan (Ns= 166 and 210). Analysis indicated that the modified models (R²>.32) were better than the TPB model (R²<.19), and SEAS and response efficacy had crucial effects on people's intentions to retrofit. The studies also found some significant but inconsistent effects of income, dwelling, and education.     

Group problem-solving among teachers: A case study of how to improve a colleague’s teaching

A case study of six teachers cooperating to improve a teacher’s teaching showed the dynamics of the group problem-solving process. An analysis of their verbal interactions showed the importance of shared understanding to successful group problem solving. The cooperative group structure helped members resolve cognitive conflicts and build group understanding. During this process, the members’ past teaching experiences and knowledge contributed to their conceptualization of the teacher’s teaching problems and their proposed solutions to improve the teacher’s teaching. Tsz Cheung Lam graduated from the Department of Educational Psychology at the Chinese University of Hong Kong in 2004 and obtained his Master of Education degree. His research interests lie primarily on cooperative learning and problem solving. As a primary school teacher in practice, he is now studying part-time for another master degree in data science at the Department of Statistics of the Chinese University of Hong Kong.     

组织公平文献综述及未来的研究方向

文章的主要目的在于回顾组织公平自其产生至今的主要文献,并介绍Colquitt(2001)的组织公平四因素结构(即分配公平、程序公平、人际公平和信息公平)[1]。文章还讨论了组织公平的工具性和非工具性模型。最后,文章介绍了组织公平今后的几个研究方向。     

New job market entrants' future work self,career adaptability and job search outcomes: Examining mediating and moderating models

Based on career construction theory and the model of proactive motivation, the current research examined the mediating and moderating models for the relations among future work self, career adaptability, job search self-efficacy and employment status. A survey study was conducted among Chinese university graduates (N = 270). The results showed that future work self (measured at wave 1) had positive effect on employment status (measured at wave 3), with this relationship partially mediated by career adaptability (measured at wave 1) and job search self-efficacy (measured at wave 2). In addition, the results further revealed that the positive effect of future work self on job search self-efficacy was stronger among the graduates who had a higher level of career adaptability. In support of the hypothesized moderated mediation model, for individuals with a higher level of career adaptability, the indirect effect of future work self on employment status through job search self-efficacy was stronger. These findings carry implications for research on job search behavior, career education and career counseling.     

Resilience in Young Adulthood: The Moderating Influences of Gender-related Personality Traits and Coping Flexibility

The study was designated to explore the resilient (moderating) influences of gender-related personality traits and coping flexibility on the relations between life event stress and psychosocial adjustment in a sample of 291 Chinese young adults. Multiple outcomes (i.e., psychological, physical, and interpersonal aspects of adjustments) were separately examined with regression analysis. The interaction effects explained 5% of the unique variance in the psychological distress model and 4% of the unique variance in the interpersonal functioning model beyond the main effects. Coping flexibility tended to reduce the associations between life event stress and depression. Furthermore, masculinity buffered the link between life event stress and interpersonal functioning. The three-way interaction masculinity × femininity × stress also predicted additional unique variance in interpersonal functioning, which indicates that non-gender-typed respondents showed greater resilience to recent life stress than did their gender-typed counterparts. Implications of these findings are discussed.