On the perceived effectiveness of transformational–transactional leadership: The role of encouraged strategies and followers' regulatory focus

The present research sought to examine when and why transformational and transactional leadership are perceived by followers to be effective. A series of five studies revealed that perceived effectiveness of transformational and transactional leadership is influenced by the fit between leadership style‐driven encouraged strategies and followers' preferred strategies. Specifically, we found that transformational leadership primarily encourages promotion‐focused strategies and, accordingly, creates a regulatory fit for promotion‐focused followers. In contrast, transactional leadership primarily encourages prevention‐focused strategies, creating a regulatory fit for prevention‐focused followers. As a consequence of this regulatory fit, leadership is perceived as more effective and predictive of enhanced effort. By integrating literature on self‐regulation with insights from leadership research, this research contributes to a deeper understanding of the leadership process and of interpersonal influences on self‐regulatory experiences. Copyright © 2014 John Wiley & Sons, Ltd.     

Anger and attitudinal reactions to negative feedback: The effects of emotional instability and power

Feedback is a basic tool that is used to stimulate learning and performance at all organizational levels. However, negative feedback can sometimes evoke defensive responses such as feelings of anger or the repudiation of the feedback. In two experiments we explored whether people’s negating responses to feedback are grounded in their emotional instability, and if this effect is stronger for those who hold more power. The findings from Study 1 (N = 84) showed that in response to negative feedback more emotionally unstable individuals experienced more anger. In Study 2 (N = 47) we indicated that anger mediated the negative effects of emotional instability and power on liking of the feedback provider, perceived ability of the feedback provider, and feedback acceptance. Our findings indicate that power strengthens the influence of emotional instability on responses to negative feedback and point to the importance of anger as the underlying factor influencing crucial attitudinal feedback reactions.     

Transformational and Transactional Leadership and Followers’ Achievement Goals

Purpose

Achievement goals, or the standards of competence employees pursue in their work, have far-reaching consequences for employee and organizational functioning. In the current research, we investigated whether employees’ achievement goals can be predicted from their supervisor’s leadership style.

Design/Methodology/Approach

A multilevel study was conducted in which followers of 120 organizational leaders completed measures of their leader’s transformational leadership (focusing on individual needs and abilities, on intellectual development, and on a common team mission), transactional leadership (focusing on monitoring and achievement-related rewards), and their own mastery goals (aimed at learning, developing, and mastering job-relevant skills), and performance goals (aimed at doing better than others).

Findings

Group-level transformational leadership predicted followers’ mastery goals, whereas group-level transactional leadership predicted followers’ performance goals. Within-group differences in transformational leadership also predicted mastery goals.

Implications

These findings suggest that leadership style plays an important role in the achievement goals followers adopt. Organizations may promote transactional leadership in contexts requiring that employees outperform others. In contrast, in contexts requiring learning and development, organizations may promote transformational leadership.

Originality/Value

This research is the first to examine the relationships between leadership styles and specific follower goals, and the first to highlight the role of leadership as a social variable involved in employees’ adoption of achievement goals.     

医师职业素养评测体系构建的研究进展

随着我国社会经济的发展,医疗体制的改革,医师职业素养的培养成为当今医疗体制下医学在校教育、住院医生培养、医疗卫生管理中必须关注的内容。目前国外对医师职业素养的培养做了大量的工作,也取得了较好的效果,但是对于职业素养的培养不仅需要理论教学的改革,更需要相应评估机制的建立。本文对国外医师执业素养评估的最新进展进行介绍,分析各种方法的优劣,以期为国内医学教育建立统一的、具有广泛公认度的测评体系提供参考。     

Parental Involvement in Chinese Immigrant Mothers: The Influences of Cultural and Parenting Cognitions

Journal of Child and Family Studies - The purpose of this research was to identify mechanisms by which cultural cognitions were linked to parenting cognitions and practices in acculturating Chinese...     

Configuration of Parent-Reported and Adolescent-Perceived Career-Related Parenting Practice and Adolescents’ Career Development: A Person-Centered,Longitudinal Analysis of Chinese Parent–Adolescent Dyads

Journal of Child and Family Studies - Adolescents’ career development is associated with various contextual factors, among which career-related parenting practice is particularly important....     

企业组织变革特征、人力资源策略与变革应对行为的实验研究：组织学习的视角

在快速发展的全球化和知识经济背景下,各类组织急需通过变革创新来适应动态环境和开拓发展。本研究使用基于多案例的实验学习技术,研究与检验了公司组织变革的关键特征和人力资源策略与变革策略,特别关注了组织学习的关键作用。基于110项组织变革案例情节的内容分析,本研究验证了变革的四项主要特征：风险创新性、动态整合性、网络互动性和文化多样性。组织变革过程的有效人力资源策略包括培训发展、招聘配置和绩效薪酬。统计分析结果表明,组织绩效受到多重因素影响和组织学习的中介效应,而组织学习各个维度中,实验尝试学习的效应最显著。组织学习促进了两种变革策略的效能期望,即文化学习策略和团队协同策略。     

Age-related differences in attentional networks of alerting and executive control in young, middle-aged, and older Chinese adults

Previous studies suggest that aging is associated with impairment of attention. However, it is not known whether this represents a global attentional deficit or relates to a specific attentional network. We used the attention network test to examine three groups of younger, middle-aged, and older participants with respect to the efficiency of three anatomically defined attentional networks: alerting network, orienting network, and executive control network. Age-related change was found to have the greatest effect on the executive network and the least effect on the alerting network as well as on overall mean response time. Impairment of the orienting network was found to be insignificant. Age-related deterioration of the prefrontal lobe, the dopaminergic system, and function of specific genes may explain the age-related changes in executive attention, which occur after the fourth decade of life.     

大学生自我怜悯问卷的修订及信效度研究

目的:对Neff编制的自我怜悯量表进行修订和信效度检验。方法:总共对440名大学生进行了问卷预测与正式测验,使用SPSS13.0和LISREL8.70软件对数据进行分析。结果:①修订后的量表包含6个维度、26个条目。②各维度和量表的同质信度在0.64-0.87之间;探索性因素分析表明各条目对所属因子有中度以上的负荷,抽取的6个因子解释了总方差的55.09%。验证性因素分析的拟合优度指数、相对拟合优度指数、非标准化拟合优度指数为0.85-0.94,近似误差均方根为0.059。结论:大学生自我怜悯量表的信效度符合心理测量学要求。     

Seeing love, or seeing lust: How people interpret ambiguous romantic situations

Interpreting ambiguous situations is a task individuals face on a daily basis. In romantic contexts the accurate interpretation of these situations is of particular importance. In the present set of studies we investigated how level of construal guides individual perception in these cases. When a high level of construal was induced participants likely interpreted a given interpersonal situation as the start or the continuation of a long lasting relationship. When a low level of construal was induced the same situations were more likely interpreted as leading to a one-night stand (in a dating situation) or involving little chance of a common future for both actors (in a break-up situation). In sum, the present studies demonstrate construal level to be a crucial determinant of the interpretation of ambiguous romantic situations. We discuss these findings in relation to the functional independence of love and sex, level of construal, and social perception.