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211.
Kai Dou Yushuai Chen Junming Lu Jingjing Li Yujie Wang 《International journal of psychology》2019,54(6):766-774
This study examined the relationship between job satisfaction and unethical pro‐organizational behaviours (UPB) by testing a moderated mediation model that focused on how employees' belongingness mediates the relationship between job satisfaction and UPB and how corporate ethical values moderate this mediated relationship. Our investigation included 369 employees from different organizations in Southeast China. The regression analysis revealed that job satisfaction positively influences UPB through belongingness. In addition, a moderated regression analysis indicated that low corporate ethical values strengthen not only the effect of belongingness on UPB but also the indirect effect of job satisfaction on UPB. These findings deepen our understanding of UPB by showing that individuals with a high level of job satisfaction are more likely to engage in UPB through belongingness when corporate ethical values are low. Finally, the theoretical and managerial implications of these results are discussed. 相似文献
212.
In organizations and educational institutions, creativity trainings are the preferred approach to enhancing individual creative abilities. However, three issues regarding these trainings still remain largely unsolved. First, the question of how long‐lasting creativity training effects are has not been sufficiently answered so far. Second, the question arises whether all participants benefit from such trainings equally in terms of their creative performance (CP). Third, an increasing number of studies have shown that creativity trainings may also be able to increase participants' creative self‐efficacy (CSE), that is, the confidence in one's own creativity. Other studies, however, did not find evidence for this effect. Therefore, this article aims to address these issues by analyzing data from three measurement waves. Results reveal that participants' CP increased during the training and decreased only slightly 4 weeks after the training. Additionally, we found an effect of diminishing training returns in that the higher a participant's CP before the training the lower the training effect was. In contrast to most prior literature, we found no support for an effect of creativity training on participants' CSE. We discuss these findings and offer implications for both theory and practice. Finally, we state this study's limitations and derive avenues for further research. 相似文献
213.
Employee perceptions of corporate social responsibility: Effects on pride,embeddedness, and turnover
We examined socioemotional microfoundations of perceived corporate social responsibility (CSR) and posited that employees’ perceived CSR triggers a perception-emotion-attitude-behavior sequence. Drawing from appraisal theory of emotion, we hypothesized that perceived CSR relates to emotions (i.e., organizational pride), which relate to job attitudes (i.e., organizational embeddedness) that in turn relate to job behaviors (i.e., decreased turnover). To test this model, we conducted a multistudy investigation involving different samples, designs, and data-analytic methods. In Study 1, we conducted an experiment and found that participants who envisioned working in a firm that was active regarding CSR activities reported greater pride and organizational embeddedness. We then conducted two field studies using a nonmanagerial sample (Study 2) and a managerial sample (Study 3) and found that participants’ perceived CSR was positively related to their pride, which in turn was related to stronger organizational embeddedness. Stronger organizational embeddedness was related to lower turnover 6 months later in Study 2 but not in Study 3. In Study 4, we conducted a longitudinal four-wave 14-month study to test the proposed relationships from a within-person conceptualization, and the results were also supportive. Thus, the proposed perception-emotion-attitude-behavior framework received broad support and illustrated that stronger microfoundations of CSR research could be constructed through understanding employees’ emotional, attitudinal, and behavioral reactions to their perceptions of their employers’ CSR. 相似文献
214.
Spoken language comprehension requires the coordination of different subprocesses in time. After the initial acoustic analysis the system has to extract segmental information such as phonemes, syntactic elements and lexical-semantic elements as well as suprasegmental information such as accentuation and intonational phrases, i.e., prosody. According to the dynamic dual pathway model of auditory language comprehension syntactic and semantic information are primarily processed in a left hemispheric temporo-frontal pathway including separate circuits for syntactic and semantic information whereas sentence level prosody is processed in a right hemispheric temporo-frontal pathway. The relative lateralization of these functions occurs as a result of stimulus properties and processing demands. The observed interaction between syntactic and prosodic information during auditory sentence comprehension is attributed to dynamic interactions between the two hemispheres. 相似文献
215.
Brain processes underlying spoken language comprehension comprise auditory encoding, prosodic analysis and linguistic evaluation. Auditory encoding usually activates both hemispheres while language-specific stages are lateralized: analysis of prosodic cues are right-lateralized while linguistic evaluation is left-lateralized. Here, we investigated to what extent the absence of prosodic information influences lateralization. MEG brain-responses indicated that syntactic violations lead to early bi-lateral brain responses for syntax violations. When the pitch of sentences was flattened to diminish prosodic cues, the brain's syntax response was lateralized to the right hemisphere, indicating that the missing pitch was generated automatically by the brain when it was absent. This represents a Gestalt phenomenon, since we perceive more than is actually presented. 相似文献
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An Investigation of Entrepreneurs' Venture Persistence Decision: The Contingency Effect of Psychological Ownership and Adversity
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We incorporate psychological ownership theory and adversity literature to examine the joint effect of psychological ownership and adversity on entrepreneurs' persistence decision. The results of two experiments and one survey show that both low adversity and high psychological ownership for the venture increase entrepreneurs' likelihood of persistence. We also identify the moderating effect of adversity. Psychological ownership is more relevant to the likelihood of persistence when adversity is high than when it is low. Our research contributes to psychological ownership theory and the entrepreneurial persistence literature and has practical implications for entrepreneurs. 相似文献
220.
Reexamining the linear and U‐shaped relationships between self‐control and emotional and behavioural problems
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![点击此处可从《Asian Journal of Social Psychology》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Previous studies have demonstrated a linear relationship between self‐control and emotional and behavioural problems. However, some scholars have assumed that both under‐control and over‐control may result in undesired problems, which implies a U‐shaped relationship between them. This issue was reexamined in three Chinese samples in the present study. Self‐report measures that conceptually assessed self‐control and emotional (i.e. depression and negative emotion) and behavioural (i.e. rule‐breaking behaviour, aggression and counterproductive work behaviour) problems were administered to adolescents (N = 885), university students (N = 671) and employees (N = 500). Results of piecewise linear regression show that there were significant quadratic effects of self‐control on emotional and behavioural problems in adolescents and on behavioural problems in employees, but no significant U‐shaped associations between them were found. Implications for future studies are discussed. 相似文献