When Does Supervisor Support Encourage Innovative Behavior? Opposite Moderating Effects of General Self‐efficacy and Internal Locus of Control

Previous research is inconclusive about whether supervisor support always increases employee innovative behavior. To address this inconsistency, this research explores how and when supervisor support promotes innovative behavior by examining intrinsic motivation as a mediator and employee general self‐efficacy and internal locus of control as boundary conditions. Although these 2 positive self‐view variables are similar in terms of their positive effects on a variety of desirable work outcomes, we draw on self‐verification theory, which posits that self‐confirming information draws more attention, to reason that they exhibit opposite moderating effects on the influence of supervisor support. Based on 2 samples of employees in different industries and locations in China, this moderated mediated model was supported. General self‐efficacy showed an enhancement moderating effect, such that it amplified the mediated relationship between supervisor support and employee innovative behavior via intrinsic motivation. In contrast, internal locus of control showed a substitutional moderating effect, such that it weakened this mediated relationship. Theoretical and practical implications are discussed.     

Validation of the Curiosity and Exploration Inventory–II (CEI–II) Among Chinese University Students in Hong Kong

This study aimed at validating the Curiosity and Exploration Inventory–II (CEI–II; Kashdan et al., 2009 Silvia, P. J., & Kashdan, T. B. (2009). Interesting things and curious people: Exploration and engagement as transient states and enduring strengths. Social Psychology and Personality Compass, 3, 785–797.[Crossref] , [Google Scholar]) in a Chinese context. A total of 294 Chinese first-year undergraduate students in Hong Kong completed the CEI–II and measures of satisfaction with university life, the Big Five personality traits, and human values. The results of exploratory structural equation modeling, parallel analysis, and confirmatory factor analysis supported a 1-factor solution and did not replicate the original 2-factor structure. Time invariance of the 1-factor structure was obtained among 242 participants who completed the questionnaires again after 4 months. The latent means and correlation indicated that curiosity as measured by the CEI–II was quite stable over the period of investigation. The CEI–II was found to be positively correlated with satisfaction with university life, extraversion, agreeableness, conscientiousness, openness to experience, and openness to change values, but negatively with neuroticism and conservation values. The results of hierarchical multiple regression analyses showed that the CEI–II score had incremental validity above and beyond the Big Five personality traits in predicting human values and satisfaction with university life.     

视觉的知觉-动作双系统理论中的论争

视觉的知觉-动作双系统理论认为,视觉的腹侧和背侧通路是两个独立系统,功能分别为表征世界和指导动作,相对应的视觉加工是彼此分离的。有关两条通路之间关系的其他观点可归结为两类：一类否认这种分工,另一类强调两个系统能相互影响。首先评述各种理论的核心问题、实验证据和贡献,进而分析视觉加工发生在一个特定系统的条件,得出的结论是：两个系统之间的功能划分是相对的,并因此导致了视觉加工的多变性。     

音乐训练对认知能力的影响

在当今社会中, 越来越多的儿童接受音乐训练, 试图通过音乐训练提高认知能力。针对认知活动中的语言能力、空间能力以及数学能力, 探究音乐训练与认知能力的关系, 试图为音乐教育提供实证依据。研究结果表明, 尽管音乐训练与认知能力的关系较为复杂, 但是, 音乐训练与个体的语言知觉和产生能力以及空间视觉化能力都存在正相关, 且在一定程度上可以提高这些认知能力。     

催产素对社会决策行为的影响

大量的研究已经证明催产素对人类社会决策起着重要的调节作用。以往研究者采用多种实验范式用于探讨催产素对社会决策的影响, 研究内容主要包括合作与保护行为、道德行为、信任行为和慷慨行为。研究者已提出三种关于催产素的可能的作用机制用来解释观察到的实验结果, 三种理论各有侧重。未来的研究中应关注鼻喷催产素和受体基因多态性等生理机制、并考虑催产素影响社会决策行为的性别差异、建立更完善并可供检验的理论模型。