Money,moral transgressions,and blame

Two experiments tested participants' attributions for others' immoral behaviors when conducted for more versus less money. We hypothesized and found that observers would blame wrongdoers more when seeing a transgression enacted for little rather than a lot of money, and that this would be evident in observers' hand-washing behavior. Experiment 1 used a cognitive dissonance paradigm. Participants (N = 160) observed a confederate lie in exchange for either a relatively large or a small monetary payment. Participants blamed the liar more in the small (versus large) money condition. Participants (N = 184) in Experiment 2 saw images of someone knocking over another to obtain a small, medium, or large monetary sum. In the small (versus large) money condition, participants blamed the perpetrator (money) more. Hence, participants assigned less blame to moral wrong-doers, if the latter enacted their deed to obtain relatively large sums of money. Small amounts of money accentuate the immorality of others' transgressions.     

Getting What's New from Newcomers: Empowering Leadership,Creativity, and Adjustment in the Socialization Context

Researchers consistently argue that organizations need to generate creative ideas to ensure long‐term success and survival. One possible solution for increasing creativity is to inject “fresh blood” into the organization by hiring new employees. However, past work suggests there may be a number of impediments that stifle newcomer creativity and, further, that encouraging newcomer creativity may compromise other adjustment outcomes. Accordingly, the present research examines how empowering leaders, in conjunction with contextual and relational factors (i.e., organizational support for creativity and newcomers' trust in leaders), facilitate newcomer creativity. Study 1 indicates that empowering leadership positively predicts newcomer creativity and that this relationship is contingent on the organizational context. Study 2 reveals that a more specific and proximal contextual socialization factor–newcomers' trust in leaders–is a more potent moderator than organizational support for creativity. Further, these predictors operate through creative process engagement to influence creativity. Finally, results indicate positive links between empowering leadership and role clarity, attachment, and task performance, suggesting that empowering leadership may serve as an important, albeit overlooked, socialization tactic.     

唐风东渡:鉴真和尚与日本寺院建筑——以唐招提寺为中心

招提,梵文Caturdesa,意为四方^[1],亦常指寺院。日本唐招提寺因我国唐代鉴真和尚而建,其寺名意为大唐道场。又因日本佛教如法授戒亦始于鉴真和尚,故而鉴真和尚被奉为日本律宗初祖。唐招提寺是日本最早的律宗寺院,由鉴真和尚亲自设计并带领日本工匠创建而成。^[2]鉴真东渡作为中日文化交流史上的标志性事件,不仅影响到日本佛教的发展,而且对日本当时及后世文化、生活的方方面面都作出了极其突出的贡献。     

AMO理论框架下玩兴氛围对员工绩效的促进机制

玩兴氛围是指工作场所中充满愉快和幽默的氛围,是组织行为学研究领域的新兴现象。通过对相关研究进行梳理,研究从创新绩效、任务绩效和关系绩效三个方面分析了玩兴氛围对员工工作绩效的促进作用。同时,以AMO理论为框架,剖析了玩兴氛围在能力(认知能力、情绪智力)、动机(情感体验、工作投入)和机会(工作设计、社会网络)层面对员工绩效的促进机制。最后,提出未来研究可以进一步开发玩兴氛围量表,考察影响玩兴氛围后效的边界条件,探讨玩兴氛围的消极影响。     

593名军校新生学员入伍动机的调查与分析

目的了解593名军校大学新生的入伍动机情况。方法采用自编的军校大学新生基本情况调查表和症状自评量表对593名军校大学新生在入学1个月后统一进行测试。结果军校新生的入伍动机复杂,来源、是否独生子女和政治面貌对入伍动机有显著的影响,献身国防事业和服从父母的意愿这两项入伍动机对scl-90的总分影响最大。结论军校新生学员入伍动机复杂,入伍动机对心理健康有较大影响。     

心理健康素质测评系统·中国成年人一般自我概念量表全国常模的制定

旨在建立成年人一般自我概念量表的全国常模。依据全国第六次人口普查结果,按行政区域、性别、年龄、户籍地、受教育程度、职业类别等人口学特征分层抽样取得容量为6433的成年人样本。在该全国样本中再次验证了成年人一般自我概念量表具有良好的信效度指标。比较不同人口学特征的群体在一般自我概念水平上的差异,结果表明,男性自我概念积极性和调节性优于女性;青年组自我概念清晰性低于中老年组,但悦纳性高于中老年组;城市人口、受教育程度高、个人收入中等以上的被试群体自我概念总分及各维度分均更高,不同民族被试的自我概念无显著差异。在此基础上制定了相应的全国常模。     

Dynamic deformation of shape-memory alloys: Evidence of domino detwinning?

Deformation of NiTi shape-memory alloys (SMAs) under dynamic tension has been studied. It is found that the stress plateau associated with detwinning still exists at the highest strain rate tested (300s -1 ). Beyond the stress plateau, when dislocation mechanisms dominate the deformation process, the strain-hardening effect is more strongly dependent on strain rate. The dynamically deformed specimens exhibit a shape-recovery process and a two-way memory effect which are identical with that for the alloy deformed under quasistatic conditions. The observations suggest that the detwinning process takes place in SMAs under dynamic tension.     

Cooperativeness and competitiveness as two distinct constructs: Validating the Cooperative and Competitive Personality Scale in a social dilemma context

The present research validated the construct and criterion validities of the Cooperative and Competitive Personality Scale (CCPS) in a social dilemma context. The results from three studies supported the notion that cooperativeness and competitiveness are two independent dimensions, challenging the traditional view that they are two ends of a single continuum. First, confirmatory factor analyses revealed that a two‐factor structure fit the data significantly better than a one‐factor structure. Moreover, cooperativeness and competitiveness were either not significantly correlated (Studies 1 and 3) or only moderately positively correlated (Study 2). Second, cooperativeness and competitiveness were differentially associated with Schwartz's Personal Values. These results further supported the idea that cooperativeness and competitiveness are two distinct constructs. Specifically, the individuals who were highly cooperative emphasized self‐transcendent values (i.e., universalism and benevolence) more, whereas the individuals who were highly competitive emphasized self‐enhancement values (i.e., power and achievement) more. Finally, the CCPS, which adheres to the trait perspective of personality, was found to be a useful supplement to more prevalent social motive measures (i.e., social value orientation) in predicting cooperative behaviors. Specifically, in Study 2, when social value orientation was controlled for, the CCPS significantly predicted cooperative behaviors in a public goods dilemma (individuals who score higher on cooperativeness scale contributed more to the public goods). In Study 3, when social value orientation was controlled for, the CCPS significantly predicted cooperative behaviors in commons dilemmas (individuals who score higher on cooperativeness scale requested fewer resources from the common resource pool). The practical implications of the CCPS in conflict resolution, as well as in recruitment and selection settings, are discussed.     

略论"延续性医德教育"模式的内涵与构建

目前医德教育在教育时间与教育手段等方面缺乏延续性.通过对医德教育的特点和规律以及传统医德教育存在的弊病、医疗领域不正之风的负面影响等问题的分析,提出应着手构建在校医学生--实习生--在职医务人员"三位一体"的"延续性医德教育"模式,实现"第一课堂与第二课堂"、"系统医德理论与实践"、"被动性与自主性"医德教育三结合.