Can job seekers achieve more through networking? The role of networking intensity,self-efficacy,and proximal benefits

The authors develop and evaluate an online networking intervention, Building Relationships and Improving Opportunities (BRIO), built in conjunction with the networking literature and social cognitive theory (Bandura, 1986, 1999). A field experiment using 491 unemployed job seekers shows that the intervention increases networking intensity, networking self-efficacy, and proximal networking benefits. Further, the intervention generates higher quality reemployment through its positive effects on networking self-efficacy. Individuals who completed the intervention and were also lower in extraversion showed the most positive improvements in networking self-efficacy and reemployment quality. The study advances the literature by uncovering the mechanisms through which a networking intervention may result in improved reemployment success, and demonstrating the moderating role of individual differences in affecting intervention outcomes. The study helps practice by providing a publicly available, research-based training to improve job search networking.     

Bridging the Gap: How Supervisors’ Perceptions of Guanxi HRM Practices Influence Subordinates’ Work Engagement

This study aims to provide new insights into the relationship between supervisors' perceptions of guanxi human resource management (HRM) practices and their subordinates' work engagement. We used a three time‐lagged sample from 45 work groups and 205 employees in a state‐owned organisation (Study 1) and cross‐sectional data from 101 work groups and 413 employees in 101 different organisations (Study 2) to test our hypotheses. The results revealed that supervisors' perceptions of guanxi HRM practices were positively related to subordinates' perceptions of guanxi HRM practices, which, in turn, negatively affected subordinates' work engagement. This indirect effect was stronger when group power distance was low or when individual power distance orientation was low.     

积极情绪调节的ERP研究

利用ERP技术研究认知重评对积极情绪调节及后续认知任务的影响。先呈现积极图片,要求被试被动观看或认知重评。接着呈现情绪词,要求被试进行效价判断。结果显示,在情绪调节阶段,与被动观看或评价忽视相比,评价重视调节下的LPP更大。在词呈现阶段,被试的反应时受情绪调节的影响,表现为:评价忽视>评价重视>被动观看。在160-720ms期间,认知重评之后词汇所诱发的ERP与被动观看后词汇的ERP有显著差异,支持情绪调节损耗认知资源的观点。     

When the poor excel: Poverty facilitates procedural learning

Recent research has shown that poverty directly impeded cognitive functions because the poor could be easily distracted by monetary concerns. We argue that this effect may be limited to functions relying on working memory. For functions that rely on proceduralized processes however, monetary concerns elicited by reminding of financial demands would be conducive rather than harmful. Our results supported this hypothesis by showing that participants with lower income reached the learning criterion of the information‐integration categorization task faster than their more affluent counterparts after reminding of financial demands.     

Biclustering Models for Two-Mode Ordinal Data

The work in this paper introduces finite mixture models that can be used to simultaneously cluster the rows and columns of two-mode ordinal categorical response data, such as those resulting from Likert scale responses. We use the popular proportional odds parameterisation and propose models which provide insights into major patterns in the data. Model-fitting is performed using the EM algorithm, and a fuzzy allocation of rows and columns to corresponding clusters is obtained. The clustering ability of the models is evaluated in a simulation study and demonstrated using two real data sets.     

Individual-based relative deprivation (IRD) decreases prosocial behaviors

Five studies investigated the relationship between individual-based relative deprivation (IRD) and prosocial behaviors. Study 1 found that income satisfaction, a concept closely related to IRD, was negatively associated with prosocial values across cultures. Study 2 found a negative association between IRD and prosocial aspirations among a sample of Chinese university students. Study 3 revealed a negative association between IRD and volunteer behaviors. In Studies 4 and 5, we found that laboratory-induced IRD decreased undergraduate students’ prosocial values and behaviors. Moreover, Study 5 also found that the tendency to prioritize self-interest over others’ mediated the effect of IRD on prosocial behaviors. Implications of these findings are discussed.     

Applicant Reactions to Selection Methods in China

This study examines applicant reactions to ten popular selection methods in China. Using a sample of 294 graduates we found that Chinese applicants’ reactions were highly favorable for work sample tests, interviews, and written ability tests, whereas Guanxi (i.e., relying on personal contacts when applying for a job) and graphology were perceived as the least favorable selection methods. Guanxi was also perceived as significantly less fair method compared with all others on all seven procedural dimensions studied. These findings suggest that Guanxi as an informal selection channel might threaten the fairness of personnel selection in China. Implications for the design of selection systems in Chinese companies are discussed, and ramifications for future research into applicant reactions are considered.     

When Does a Proactive Personality Enhance an Employee’s Whistle-Blowing Intention?: A Cross-Level Investigation of the Employees in Chinese Companies

To identify the boundary conditions for proactive employees making whistle-blowing decisions, we developed a cross-level model comprising employee proactive personality and two types of whistle-blowing intentions that incorporates the influences of organizational- and individual-level attributes. Analyses of data collected from 432 Chinese employees in 32 companies indicated that proactive personality was positively related to internal whistle-blowing intention and even more positively related to external whistle-blowing intention when individuals were working in organizations characterized by an instrumental ethical climate and employees with a high level of moral identity.