法舫法师谈东方文化

<正>当代高僧法舫(1905-1951)对中国佛学发展所作出的贡献已日益受到研究者的关注。因为有了国际性的视野,法舫法师在论述佛教问题时,就不是狭隘地就中国佛教论佛教,而是注意到佛教和世界局势的关系,佛教与东方文化发展的关系。法舫对东方文化提出的自己的看法,虽时隔近一个世纪,其观点依然可以启发读者的思考。法舫具有广阔的文化视野,他关注世界局势,关心人类命运,反对独处一隅读经修行,强调佛教的社会性     

许丹和万慧法师的印度之行

<正>二十世纪上半叶中印文化交流中,1924年泰戈尔访华是个分水岭,之前去往印度的人非常之少。许丹(许季上)和万慧法师是这少数人中的翘楚。薛克翘先生在《中国印度文化交流史》一书中提到,1928年之前去过印度的中国人有曾圣提与许季上两人。许季上作为学者是1919年去的印度。许季上作为鲁迅在书信中经常提及的人物,其印度之行值得关注。需要补充的是,许季上去印度的时间不是1919年,而是1920年。他对当时政府出具的出国呈文及与国内朋友的书信署名都为"许丹"。1920年第7卷第12期的《教育公报》上,刊登     

An actor–partner interdependence model of employees’ and coworkers’ innovative behavior,psychological detachment,and strain reactions

In an extension of the existing paradigm on the benefits of innovative behavior for organizations, this study addresses the negative effects of innovative behavior. Guided by psychological detachment theory, we propose that both displaying innovative behavior and witnessing others’ innovative behavior make it difficult for workers to psychologically distance themselves from innovation matters, engendering strain reactions (e.g., sleep problems, hostility). Those with more proactive personalities may be more likely to experience these detachment difficulty problems after displaying or witnessing innovative behavior. To test these premises, we conducted two studies. In the pilot study (N = 104 employee–coworker dyads), we gathered both quantitative and qualitative data to show that innovative behavior predicts detachment difficulty above and beyond other job behaviors. In the main study, we collected data from 257 employee–coworker dyads over 5 weeks and analyzed them with an actor–partner interdependence model. The results are generally supportive, suggesting that further investigation of the unintended consequences of innovative behavior is warranted.     

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.     

中国情境下的关系自我和群体自我区分研究

通过两个研究探索中国情境下关系自我和群体自我的区分。研究一通过问卷调查发现在外显层面被试的关系自我和群体自我是独立的结构;女性被试的关系自我水平要高于群体自我。研究二通过单靶内隐联想测验(Single Target Implicit Association Test,ST-IAT)发现在内隐层面,相对于群体自我,中国情境下的被试具更倾向从人际关系角度定义自我。同时,研究二也发现外显关系自我和内隐关系自我二者是独立的结构;外显群体自我和内隐群体自我二者是独立的结构。最后,文章讨论了研究对自我建构领域的贡献。     

社会排斥对青少年自伤的影响:羞耻感的中介和认知重评的调节

通过3个行为实验考察了社会排斥对青少年自伤的影响。实验1发现,社会排斥和自伤经历能明显增加青少年的自伤时长(假设1);实验2进一步验证假设1,并验证了羞耻感的中介作用(假设2);实验3验证了认知重评对羞耻感中介效应的调节作用(假设3)。结果表明,社会排斥通过诱发羞耻感影响青少年自伤,但采用认知重评的情绪管理策略能够有效阻断羞耻感的中介作用。本研究为青少年自伤的认知干预提供了有力的实证支持。