Can a Supportive Workplace Impact Employee Resilience in a High Pressure Performance Environment? An Investigation of the Chinese Banking Industry

Resilience is one of the positive emotions that will enhance employees’ ability to cope in adverse conditions, such as work intensification, organisational change, and work stress. Despite growing research interest in the employee resilience area, there is limited knowledge of the process through which critical social support at workplaces, such as supportive leadership and co-worker support, affects employees’ ability to cope in challenging situations. This study, underpinned by the theory of conservation of resources and social cognitive theory, examines the role of supportive leadership and co-worker support in employee resilience, and how this may be moderated by work pressures in the context of the Chinese banking industry. Using a sample of 2,025 Chinese banking workers, we tested four hypotheses. Our findings demonstrate that supportive leadership and co-worker support are positively associated with employee resilience. High work pressure moderates the relationship between both supportive leadership and co-worker support and employee resilience, such that the relationship between these conditions is stronger when perceived performance pressure is high. Our study raises important implications for both the theoretical development of employee resilience and for management practices with respect to fostering employee resilience in organisations.     

音乐训练促进诗句韵律整合加工的神经过程

本研究采用ERP技术,考察音乐训练组和对照组完成诗句押韵判断任务时,在绝句末对韵律信息(含声调和韵母两个维度)的整合加工过程。结果发现,在100～300 ms,仅音乐训练组在声调/韵母合适条件下,对韵母/声调的一致性进行深入分析,并诱发了更大的正波;在韵母违反条件下,声调违反相比声调合适诱发了更小的正波。在300～750ms,两组被试均在绝句末对诗句内出现的韵母和声调违反进行整合分析并诱发了广泛分布的负波。不过,对照组仅在声调/韵母合适条件下进行,而音乐训练组则在声调/韵母违反条件下完成此过程。综上,音乐训练组和对照组均会在诗句末完成押韵信息的整合加工,但是音乐训练组对韵律信息(尤其是声调)的加工更敏感和快速,并且对不同类型的违反有更精细的差异性反应     

我国中医学专业课程设置发展历程研究

课程设置对人才培养质量有重要的影响作用,通过文献研究,回顾中医高等教育自1956年起的课程设置情况,全面梳理了中医学专业五年制必修课程设置情况,分为艰难开拓、全面发展、医教协同创新发展三个阶段,对2012年以后设置的中医学专业“5+3”一体化和九年制必修课程设置情况也进行了分析探讨。结果发现,随着课程体系的不断改革,必修课学时数逐渐减少,兼顾学生个性需求,注重综合能力培养;中医类课程学时数相对减少,但仍占主要课程类别;课程体系建设重点由关注课程学时数量转向关注课程质量。

     

“情绪工作”研究概况

从情绪工作的表述,情绪工作概念的提出及其发展,情绪工作的维度、测量、前因变量、策略、后果变量和机制等方面对国外研究进行了介绍,并在此基础上,指出未来的研究除了继续探讨与情绪工作相关的基础理论问题外,重点应该探讨如何把情绪工作融入人力资源管理实践     

对儿童认知发展水平诊断工具IPDT的信度效度检验

修订了以皮亚杰认知发展理论为基础的儿童认知发展诊断工具IPDT的信度效度资料,在390名北京小学生样本中的修订结果表明,该测验具有稳定的信度、良好的效度、适当的难度和理想的区分度,适合作为小学生认知发展诊断工具。对应用的范围、存在的问题和未来的研究需要进行了讨论。     

对交迭任务记忆的实验研究(Ⅱ)

对交迭记忆任务的实验室模拟实验结果表明:(1)任务交迭类型、交迭任务数和任务呈现间隔时间都是影响交迭记忆业绩的因素。交迭记忆业绩随任务交迭类型的复杂程度提高而降低,随呈现间隔时间的延长而提高;在复式交迭类型中,随交迭任务数的增多而降低。从而说明了时间繁忙和信息加工强度是心理负荷的两个因素。(2)据实验结果求出了在本实验情境下的交迭记忆曲线公式。     

双目光学测距仪器光轴不平行度范围的实验研究

目前,我国的双目光学测距仪器光轴不平行度公差大致有以下几组: 垂直发散:±15′±20′±20′±27′ 水平发散:60′60′60′60′ 水平会聚:20′20′30′36′上述数据基本上是沿袭国外有关数据。美苏两国这方面的数据大致为:     

对交替呈现的立体图对的双眼立体视觉的探讨

本实验用APPLE Ⅱ微机控制的同视机,选用医用三级检查图片中的彩色和黑白两种立体图对,对30名被试进行实验。结果表明:(1)在同视机条件下,当双眼图象交替闪烁相位的交替频率平均在7Hz以上时,双眼立体视觉形成。(2)双眼刺激交替呈现时,彩色图对的立体感闪烁融合阈值约为33Hz,黑白图对的立体感闪烁融合阈值约为25Hz,两者差异十分显著(P<0.0001)。     

青少年大五人格对网络成瘾的影响:家庭功能的中介作用

目的:探究家庭功能在人格特征与网络成瘾之间的中介作用。方法:973名中学生被试完成基本人口学问卷、网络成瘾量表、人格五因素问卷、家庭功能评定量表。结果:(1)人格特征可以显著预测网络成瘾。其中,情绪性人格可以显著正向预测网络成瘾,责任心、宜人性显著负向预测网络成瘾。(2)家庭功能在情绪性、责任心对网络成瘾的影响具有部分中介作用、在宜人性对网络成瘾的影响具有完全中介作用。结论:在治疗中,可针对网络成瘾者的家庭功能进行积极干预,从而减轻其成瘾症状。     

Self‐monitoring,status, and justice‐related information flow

We develop and test a multi‐level interactive model of the relationships among self‐monitoring, co‐workers' formal and informal status, and justice‐related information flow in a scenario‐based field study of 4,011 unique relationships collected from 84 respondents. We predict that individuals high in self‐monitoring, because they attend more carefully to social cues and have higher levels of expressive control, will be more likely than low self‐monitors to intend to seek, accept, and provide justice‐related information as a function of their co‐workers' formal status, the size of their co‐workers' networks, and the advantageousness of their co‐workers' position in the networks (betweenness centrality). This cross‐level interaction hypothesis receives strong support in terms of co‐workers' network size, limited support in terms of co‐workers' betweenness centrality, and no support in terms of co‐workers' formal status. We address the implications of these findings for the literature on self‐monitoring, social construction of organizational justice, and social networks, as well as the strengths and limitations of our approach.