Beyond genetic explanations for leadership: The moderating role of the social environment

Leadership role occupancy has recently been shown to have a genetic basis. We extend prior research by examining the moderating effects of the social environment during adolescence on the genetic influences on leadership role occupancy at work. Utilizing a sample of male twins (89 pairs of identical and 54 pairs of fraternal twins, with a mean age of 36.5 years), we found that genetic influences are weaker for those reared in enriched environments (i.e., higher family socioeconomic status, higher perceived parental support, and lower perceived conflict with parents). For those twins who had relatively poorer social environments, genetic influences on leadership role occupancy are significantly greater. These results have important implications for early interventions on leadership development inside and outside organizations.     

教师问题行为的初步探索

通过对现有中学教师问题行为概念的分析整合和访谈,初步确立了教师问题行为的基本维度,以此为基础编制问卷,并对1274名中学教师进行测查,采用探索性因素分析和验证性因素分析对教师问题行为的结构进行剖析.结果表明:(1)中学教师的问题行为可以分为三个维度:认知问题、行为问题与适应问题;(2)这三个维度由10个因子组成,它们是粗暴行为、教学观、放任敷衍行为、职业道德、学生观、职业观、职业适应、情绪、人际关系和不公正感受;(3)本研究自编的教师问题行为问卷具有较好的信度、效度和可用性.     

华东地区中学生体育自主学习现状调查研究

以<中学生体育自主学习量表>为工具,对华东地区中学生体育自主学习的现状进行凋查研究,结果表明:(1)城市中学生体育学习自主性低于农村中学生.(2)男生体育学习自主性高于女生.(3)初中学生体育学习自主性高于高中学生.4)所有中学生的体育学习动机维度都不存在显著性差异.在对调查结果进行分析的基础上,提出培养中学生体育自主学习能力的建议.     

组织公正、组织认同与教师离职意向的关系

通过对700名教师施测Mael和Tetrick组织认同问卷、组织公正问卷和离职意向问卷,结果发现：（1）组织公正能够正向的预测个体的组织认同水平;（2）组织公正能够负向的预测个体的离职意向水平;（3）组织认同在组织公正和离职意向关系中的中介作用不显著。     

Career transitions and their causes: A country‐comparative perspective

This empirical paper investigates how individuals conceptualize causes of career transitions, focusing on the three European countries of Austria, Serbia, and Spain in comparison to the USA and China. Collectively, these countries represent four separate cultural regions according to Schwartz. Semi‐structured interviews were conducted with members of three occupational groups: business people, nurses, and blue‐collar workers. Analysis of the data generates greater insight about the existence of both region‐specific patterns as well as potentially universalistic tendencies regarding perceived causes of career transitions. Perceptions of internal (to the person) drivers of career transitions as activating forces are evident in all five countries. The overall results support contemporary notions of occupational careers that are highly individualized, a characterization strongly emphasized in the current career literature. In the European culture clusters, causes of career transitions are attributed internally and externally. China, representing the Confucian cultural region, stresses external causes for career transitions. By contrast, in the USA only internal attributions of causes are reported.     

后期墨家形而上学研究

后期墨家指墨子》中的《经上》、《经下》、《经说上》、《经说下》、《大取》和《小取》等六篇所构成的一种学派。在这些文献中,思想家们通过端、体、故等范畴的属性,揭示了本体的特征：基础性、原始性和不可知性。通过披露景、止、亡等特点,后期墨家分析了现象的不确定性。通过分析名与言,后期墨家指出符合说的真理观与认识的图像说。最后,后期墨家还将思维和生存结合起来,以为思维是人类的一个基本存在形式。这一观念具有相当的现代意义。     

《管子·内业》篇道之形象化探析

《管子.内业》蕴涵有重要的哲学思想,在继承前人成果的基础上,丰富和发展了道的思想和内涵,体现为使道的思想具有形象化的特征。具体为：首先,道之气化：生生不息、大化流行。其次,道之体悟：存于心、践于行。最后,道之秩序：和谐生福。     

在真实场景中记忆对学龄儿童注意的导向

采用背景线索范式,探讨在真实场景中记忆对学龄儿童的注意导向。结果发现：（1）搜索任务中,学龄儿童在重复场景中的目标搜索随着学习阶段的增加而得到促进,获得显著的背景线索效应,但在新异场景中却没有出现。（2）回忆任务中,学龄儿童对重复场景及其共变目标位置的记忆好于对新异场景的,且显著地高于随机水平。结果表明,在真实场景中,对背景及目标-背景共变关系的记忆引导着学龄儿童的注意分布,且该引导随着经验的增加而变得更有效;该记忆具有外显性。     

心理契约破坏感对员工工作态度和行为的影响

通过对398名企业员工的问卷调查,探讨了组织支持感(POS)和领导—部属交换(LMX)在心理契约破坏感对员工工作态度和行为影响中的中介作用。结果表明：（1）POS在心理契约破坏感与员工工作态度（组织认同和留职意愿）的关系中起中介作用,但POS只能部分中介心理契约破坏感与留职意愿的关系。（2）LMX在心理契约破坏感与员工组织公民行为（利他行为、个人主动性、人际和谐和保护公司资源）间起完全中介作用。（3）LMX对员工的工作态度（留职意愿和组织认同）不具有直接的影响作用,它主要是通过POS的中介对其产生间接的影响