A MULTILEVEL INVESTIGATION OF LEADER– MEMBER EXCHANGE,INFORMAL LEADER EMERGENCE,AND INDIVIDUAL AND TEAM PERFORMANCE

This study examines the antecedents and outcomes of informal leader emergence in work teams. Drawing upon research in vertical and shared leadership, we hypothesized that the relationship between leader‐‐member exchange (LMX) quality and employees’ emergence as informal leaders is moderated by team shared vision such that there is a positive (negative) LMX—leader emergence relationship for teams with high (low) shared vision. Informal leader emergence, in turn, was expected to relate to higher individual and team performance. Results based on multisource and multimethod data collected at 3 points in time (361 followers in 74 work teams) provided support for these hypotheses. The findings highlight the role played by formal leaders and team shared vision in jointly promoting or inhibiting informal leader emergence and thereby impacting individual performance and team effectiveness.     

THE ROLE OF AFFECT AND LEADERSHIP DURING ORGANIZATIONAL CHANGE

Based on multilevel data collected at 2 points in time, we examine the role of employees’ affective experiences in shaping their commitment and behavioral responses to both the initial (Time 1) and later (Time 2) phases of organizational change (12 months later). We also test the cross‐level effect of workgroup managers’ transformational leadership on their employees’ responses to change. We find strong support for predicted longitudinal relationships between employees’ affective experiences and their commitment and behavioral responses to change. In particular, employees’ positive and negative affect (NA) at Time 1 significantly predict both their commitment to change and the 3 dimensions (supportive, resistant, and creative) of behavioral responses at Time 2. Further, the effects of NA directly influence employee change commitment and behaviors at Time 2, whereas the long‐term effects of positive affect occur both directly and indirectly through commitment to change at Time 1. Finally, our results support the hypothesized role of workgroup managers’ transformational leadership in shaping employees’ affective reactions and commitment to change at the initial phase of change and thereby, their subsequent behavioral responses in the later phase. We discuss the implications for theory and practice in organizational change.     

阅读投入对阅读素养影响的跨文化比较研究——以PISA 2009为例

基于PISA2009的数据,从国际比较的视角出发,使用两水平线性模型,考察阅读投入对15岁学生阅读素养成绩的影响,并分析该影响模式在中国上海、韩国、芬兰和美国之间的异同。结果发现:(1)总体上,在四种不同文化背景下,学生的阅读投入均与阅读素养表现关系密切。(2)具体到构成阅读投入的各个变量,阅读兴趣、控制策略、理解和识记元认知策略以及总结元认知策略均对阅读素养表现有正向预测作用,这在不同文化背景中表现出基本一致的模式;阅读时间量、阅读材料的多样性、网上阅读活动的多样性、校内阅读变量、记忆以及精细化加工策略对阅读素养表现的影响在不同国家/地区表现出不同的关系模式。此外,本研究探讨了从增加个性化阅读时间、增加阅读文本的多样性以及进行有效学习策略的指导三个方面培养学生的阅读投入。     

对医生服务态度的思考——基于社会心理学视角

运用态度理论对服务态度进行解读,分析医患沟通、患者服务期望和感知与服务态度评价的关系.研究发现患者所述服务态度偏离了心理学态度本意,更倾向于服务行为或者服务;提高医生沟通能力对改善患者评价有积极作用;明晰医患不同视角服务态度内涵及差异具有理论和实践意义.     

实习护生眼中的有效沟通

护患间的沟通至关重要,一句话可以“治病”也可以“致病”,这就取决于沟通的有效性.实习护生由于对工作的不熟悉、对技术的不熟练等原因,发送的信息常常不被患者所理解和信任,导致无效沟通.为此,我们以实习护生在临床经验的沟通感受为题材,运用质性研究内容分析的方法,构建了一个由26个二级要素组成的实习护生有效沟通的概念框架.以为未来的实习护生提供经验性的模板,也为护理教育者提供教育培养的第一手资料.     

伦理审查委员会跟踪审查制度探析

伦理审查委员会对研究项目的跟踪审查是保障受试者权益的核心手段.通过对国内外跟踪审查相关法规的梳理,界定了跟踪审查的概念,探讨了跟踪审查的意义.在介绍了美国、中国台湾以及我国跟踪审查现况的基础上,提出了完善我国跟踪审查制度的一些建议.     

当“生命健康权”遭遇“知情同意权”——读三份医疗救治所启

针对“生命健康权”与“知情同意权”相冲突这一社会热点问题,通过3个案例从法学、社会学、医学等方面进行剖析,阐述生命健康权是一切权利的基础,在非常情况下应以生命健康权为重,并进一步阐述目前“知情不同意”的深层社会原因,提出完善相关法律法规、组建医患紧急处置机构、重塑医疗诚信等解决措施.     

也谈医学与宗教

医学与宗教客观存在广泛联系、相互影响并彼此渗透.在各种慢性病、老年病成为现代医学技术棘手“苛疾”的今天,医学专业技术人员在充分利用技术优势的同时,应走出专业主义壁垒,关注宗教有关精神、心理调节等有助健康的人文理念,引导宗教及其相关医学成为现代公共医疗体系的有效补充.     

生殖中心经阴道超声检查医患关系的伦理分析

随着超声技术的迅速普及和发展,经阴道超声已成为辅助生殖技术中不可缺少的检查手段,超声检查的安全性和局限性引发的医患矛盾日益增多.对经阴道超声检查中诱发医患矛盾的各种因素进行伦理分析,提出检查中构建和谐医患关系的相应对策.     

中国近代中医药讼案鉴定考述

近代中国社会医患关系历经巨变,因医疗纠纷而引起的中医药诉讼案件层出不穷.在案件处理中,以西医为主导的医疗鉴定存在诸多漏洞和缺失,导致中医师的权益得不到法律保障.在此情势下,中医师群体通过同业组织、学术团体等途径,向司法行政机构积极建言,并成立中医药讼案鉴定机构,不断提升中医鉴定水平.