道“阻”且“长”:通勤压力对工作的溢出效应

通勤压力作为一种新型压力源,近年来逐渐成为组织管理领域的前沿话题。通勤压力是指个体在通勤过程中所遭遇的压力事件以及所产生的紧张反应,它对员工的工作态度、工作状态以及工作行为均会产生一定的负面影响,影响强度取决于员工的个人特征、家庭压力以及所处的工作情境。资源保存理论和控制理论是解释通勤压力消极影响的主要理论。未来研究可进一步完善测量工具,考察不同通勤模式的差异化影响效应,丰富边界机制等。     

隔代抚养与老年人抑郁水平：一项基于东西方文化背景的元分析

通过对横截面研究和病例对照研究进行meta分析探讨隔代抚养与老年人抑郁水平的关系。在三个英文数据库Web of Science、EBSCO和PubMed以及两个中文数据库CNKI和万方检索2021年6月29日前发表的横截面研究以及病例对照研究, 共纳入原始文献22篇。采用随机效应模型估计总体标准均值差(d)和95%置信区间, 东西方文化背景下d值分别为-0.05 (95% CI为[-0.18, 0.08])和0.22 (95% CI为[0.04, 0.40])。此外, 在东方文化背景下, 抑郁测量工具的类型、研究设计类型、性别和配偶状况, 能够显著调节两者的关系; 而在西方文化背景下, 只有抑郁测量工具的类型和研究设计类型能够显著调节两者的关系。在东方文化背景下, 隔代抚养对老年人抑郁水平没有显著作用; 在西方文化背景下, 隔代抚养对老年人抑郁水平起显著的消极作用。     

The Relation of Career Adaptability to Work–Family Experience and Personal Growth Initiative Among Taiwanese Working Parents

This study aimed to explore the effect of career adaptability on 598 working parents in Taiwan. The results showed that career adaptability served an important role in moderating and mediating the effects between work–family conflict, work–family strength, and personal growth initiative.     

The curvilinear effect of benevolent leadership on team performance: The mediating role of team action processes and the moderating role of team commitment

Leaders are encouraged to show benevolence to followers in paternalistic cultures. Yet, there remains debate about whether the influence of increasingly benevolent leadership on follower outcomes is linearly favorable. Grounded in the too‐much‐of‐a‐good‐thing effect and resource allocation theory, we developed and tested a model considering a potential curvilinear relationship between benevolent leadership and team performance while also examining the mediating role of team action processes. We further reasoned that this curvilinear indirect effect would be moderated by team commitment, which could neutralize the diminishing performance returns resulting from excessive benevolent leadership. To test these ideas, we carried out two studies. In the first study, multisource and time‐lagged data collected from 381 employees working in 104 research and development teams showed that benevolent leadership exhibited an inverted U‐shaped relationship with team performance, but this curvilinear relationship disappeared in teams with high team commitment. In the second study, we replicated and extended our results using a sample of 417 employees from 101 hotel management teams of a large hotel chain. Specifically, we found an inverted U‐shaped relationship between benevolent leadership and team action processes, which mediated the inverted U‐shaped relationship between benevolent leadership and team performance. Moreover, this indirect curvilinear effect only held in teams with low team commitment. We discuss the implications of our findings for both theory and practice.     

未来工作自我清晰度对主动职业行为的影响——一个有调节的中介模型

基于主动性行为模型和生涯建构理论探讨未来工作自我清晰度对主动职业行为的影响机制。采用主动职业行为量表、未来工作自我清晰度量表、生涯适应力量表、同事支持量表对广深两地13所民营企业的195名员工进行调查分析。结果显示:(1)未来工作自我清晰度影响主动职业行为;(2)生涯适应力在其中起到部分中介作用;(3)同事支持在中介模型的前半路径起到调节作用。     

Predictors of smoking cessation in Taiwan: using the theory of planned behavior

This study aimed to explore the factors predicting the intention to quit smoking and the subsequent behavior 6 months later using the theory of planned behavior (TPB). Data were obtained from 145 smokers who attended a smoking cessation clinic in a community hospital. All participants completed a questionnaire which included demographic information, TPB-based items, perceived susceptibility and previous attempts to quit. The actual quitting behavior was obtained by follow-up phone calls 6 months later. The TPB constructs explained 34% of the variance in intention to quit smoking. By adding perceived susceptibility, the explained variance was significantly improved to 40%. The most important predictors were perceived behavior control and perceived susceptibility, followed by attitude. Subjective norm did not contribute to the prediction of intention. Attitude and perceived behavior control contributed to the prediction of actual quitting behavior, but intention, subjective norm and perceived susceptibility did not. Our findings support that the TPB is generally a useful framework to predict the intention to quit smoking in Taiwan. The inclusion of perceived susceptibility improved the prediction of intention. With regards to successfully quitting, attitude and perceived behavior control played more crucial roles than other TPB constructs. Smoking cessation promotion initiatives focusing on reinforcing cessation belief, enhancing a smoker’s perception of their capability to quit smoking, and persuading smokers that they can overcome cessation barriers to cessation could make subsequent interventions more effective.     

3—7岁儿童与成人筷子使用动作模式的比较研究

通过比较3—7岁儿童与成人的筷子使用动作模式类型、特征和使用率,初步探讨了筷子使用动作模式的特点及发展趋势。研究结果表明：(1)儿童与成人中均存在八种筷子使用动作模式,各种模式在手指的分工、配合及完成任务的稳定性、适应性等方面表现出不同的特点,具有不同的效率水平;(2)随年龄的增长,个体筷子使用动作模式日趋转向效率较高的类型,表现为高效模式的使用率从3岁组的3．7％增加到成人组的50％,而低效模式的使用率从59．3％下降到10％。     

3—6岁不同民族儿童颜色命名发展的比较

该文报告了我国大陆地区的汉族、蒙族、维族、壮族、白族及哈尼族3-6岁儿童的颜色命名发展的水平与差异。采用8种常见色片,即红、橙、黄、绿、蓝、紫及黑、白作为本实验用色样。结果表明：6个不同民族儿童的颜色正确命名率均随年龄增长而提高,不同民族儿童的颜色正确命名率存在一定差异。从总平均结果值来看,汉族儿童正确命名率为75．7％,蒙族为74．9％,哈尼族为59．8％,壮族为57．8％,白族为56．3％,维族为42．9％。对不同颜色的正确命名难易程度是不同的,但总的发展趋势是一致的,正确命名颜色的先后发展次序是：先是黑色、红色、白色,然后是黄色和绿色,再后是蓝色,最后是紫色与橙色。对儿童给予早期颜色命名教育可以明显提高和促进其颜色命名能力的发展。     

6—12岁儿童脑波超慢功率涨落分布及发展特点

对172名6-12岁的正常儿童进行脑波超慢功率涨落特点的研究。结果表明：(1)各组优势涨落平均功率空间分布表现出额低枕高的前后梯度;(2)随着年龄的增加,不同的脑区其发展趋势是不同的,且逆转现象逐渐减少;(3)左右脑表现出左小右大的不对称性;(4)男女生脑波优势涨落功率的空间分布、逆转趋势、方位等有差异。上述结果说明,脑波超慢功率涨落与儿童的成熟过程及功能状态有密切关系。