创业自我效能的中介作用机制探究

摘要 近年来,创业自我效能的研究日益受到重视,已有的研究大多把创业自我效能作为预测变量,探讨其对创业意向及创业绩效的影响。本研究梳理了性别角色取向及认知风格对创业自我效能的影响,探讨了创业自我效能的中介作用机制及其这种中介效应对理论及实践的启示。     

When the expectations from a message will not be realized: Naïve theories can eliminate expectation-congruent judgments via correction

Research typically reveals that individuals like an object more when a persuasive message convinces them that this object is pleasant. In this paper, two experiments were conducted to understand the influence of such message-induced affective-expectations on judgments of experienced affect following direct encounter with an alcohol type of drink. As predicted, before trying the drink, recipients of the positive-expectation message had more positive expectations than recipients of the negative-expectation message. After drinking, participants judged the beverage to elicit affect congruent with message-induced expectations to the extent they did not endorse a naïve theory that their affective expectations congruently influence their experienced affect. In contrast, after drinking, the effect of the message disappeared when participants did endorse this naïve theory. Moderation of these effects, as well as theoretical and practical implications, are addressed.     

On how we perceive the social world. Criticizing Gallagher's view on direct perception and outlining an alternative

Criticizing Gallagher’s view on direct perception, I develop a basic model of social perception. According to the Cartesians another person’s intentions (and similar properties) are not directly accessible to an observer. According to the cognitivist Cartesians (quasi-)conscious processes are necessary for social understanding. According to the Anti-Cartesians (Gallagher’s view) social perception is direct. Since both of these latter approaches face serious problems, I will argue in favor of an alternative: anti-cognitivist Cartesianism. Distinguishing between an active- and a passive part of the perceptual system we can describe the situation as follows: Some functionally individuated parts of our nervous system generate percepts that correspond to the properties that causally trigger the system, whilst others form percepts of properties that do not causally trigger the system. The model is basic in that it merely helps clarifying some of the fundamental concepts we need in order to describe empirical findings.     

Person–city personality fit and entrepreneurial success: An explorative study in China

While the study of personality differences is a traditional psychological approach in entrepreneurship research, economic research directs attention towards the entrepreneurial ecosystems in which entrepreneurial activity are embedded. We combine both approaches and quantify the interplay between the individual personality make‐up of entrepreneurs and the local personality composition of ecosystems, with a special focus on person–city personality fit. Specifically, we analyse personality data from N = 26,405 Chinese residents across 42 major Chinese cities, including N = 1091 Chinese entrepreneurs. Multi‐level polynomial regression and response surface plots revealed that: (a) individual‐level conscientiousness had a positive effect and individual‐level agreeableness and neuroticism had a negative effect on entrepreneurial success, (b) city‐level conscientiousness had a positive, and city‐level neuroticism had a negative effect on entrepreneurial success, and (c) additional person–city personality fit effects existed for agreeableness, conscientiousness and neuroticism. For example, entrepreneurs who are high in agreeableness and conduct their business in a city with a low agreeableness level show the lowest entrepreneurial success. In contrast, entrepreneurs who are low in agreeableness and conduct their business in a city with a high agreeableness level show relatively high entrepreneurial success. Implications for research and practice are discussed.     

The Moderating Effects of Justice on the Relationship Between Organizational Politics and Workplace Attitudes

Research suggests that perceptions of organizational politics consistently result in negative outcomes for individuals. In the current study, distributive and procedural justice are explored for their effects on the relationships between perceptions of organizational politics and turnover intentions and job satisfaction. We tested these relationships in a sample of 311 employees of a water management district. Results indicated the politics––turnover intentions and politics––job satisfaction relationships were weaker when perceptions of both forms of justice are high. Further, and potentially more interestingly, politics mattered the most when the distribution of outcomes was unfair (distributive justice) as opposed to when procedures were unfair (procedural justice). Implications for future research and management practice are discussed.     

The relationship between core self-evaluations and work and family satisfaction: The mediating role of work-family conflict and facilitation

This study examines the impact of work-family conflict and work-family facilitation on work and family outcomes and explores the influence of core self-evaluations (CSE) among these relationships. CSE is comprised of self-esteem, neuroticism, locus of control, and general self-efficacy. CSE was found to be negatively related to work interfering with family (WIF) and family interfering with work (FIW) conflicts, but not to work-to-family facilitation (W→FF) or family-to-work facilitation (F→WF). WIF and FIW negatively predicted work and family satisfaction, respectively. Additionally, W→FF was significantly related to job satisfaction in the hypothesized direction, and F→WF positively predicted family satisfaction. Job satisfaction negatively predicted intentions to quit. The research and practical implications, as well as limitations of this study are discussed.     

Job crafting and job performance: A longitudinal study

In this three-wave study (N = 288), we examined whether job crafting intentions and work engagement led to actual job crafting behaviours and, in turn, to higher levels of prospective work engagement and job performance. We used the Job Demands-Resources model as a theoretical framework and defined job crafting as the self-initiated changes that employees make in their job demands and resources. One month after reporting their job crafting intentions, respondents rated their actual job crafting behaviours. Again one month later, they rated their levels of work engagement, in-role performance, and organizational citizenship behaviour towards individuals (OCBI). Results of structural equation modelling showed that job crafting intentions and work engagement significantly related to actual job crafting, which, in turn, related to higher levels of work engagement, while controlling for job characteristics. Results further showed that engaged employees performed better on their in-role tasks but did not perform more OCBIs. The findings suggest that employees can increase their own work engagement and job performance through job crafting.     

Strategic offloading of delayed intentions into the external environment

In everyday life, we often use external artefacts such as diaries to help us remember intended behaviours. In addition, we commonly manipulate our environment, for example by placing reminders in noticeable places. Yet strategic offloading of intentions to the external environment is not typically permitted in laboratory tasks examining memory for delayed intentions. What factors influence our use of such strategies, and what behavioural consequences do they have? This article describes four online experiments (N?=?1196) examining a novel web-based task in which participants hold intentions for brief periods, with the option to strategically externalize these intentions by creating a reminder. This task significantly predicted participants' fulfilment of a naturalistic intention embedded within their everyday activities up to one week later (with greater predictive ability than more traditional prospective memory tasks, albeit with weak effect size). Setting external reminders improved performance, and it was more prevalent in older adults. Furthermore, participants set reminders adaptively, based on (a) memory load, and (b) the likelihood of distraction. These results suggest the importance of metacognitive processes in triggering intention offloading, which can increase the probability that intentions are eventually fulfilled.     

The intentionality bias and schizotypy

The “intentionality bias” refers to our automatic tendency to judge other people's actions to be intentional. In this experiment we extended research on this effect in two key ways. First, we developed a novel nonlinguistic task for assessing the intentionality bias. This task used video stimuli of ambiguous movements. Second, we investigated the relationship between the strength of this bias and schizotypy (schizophrenia-like symptoms in healthy individuals). Our results showed that the intentionality bias was replicated for the video stimuli and also that this bias is stronger in those individuals scoring higher on the schizotypy rating scales. Overall these findings lend further support for the existence of the intentionality bias. We also discuss the possible relevance of these findings for our understanding of certain symptoms of schizophrenic illness.     

Predicting changes in planning behaviour and physical activity among adults

Though the effect of action planning upon behavioural enactment is becoming well-established, adherence to planning interventions are modest. Motivations specific to action planning may predict planning behaviour. The primary purpose of the present study was to determine if theory of planned behaviour constructs operationalized for planning could predict change in planning behaviour. The secondary purpose was to determine if planning behaviour predicted changes in physical activity. Participants (n = 337, M_age = 31 ± 5) were adults with intentions to be more active who completed measures of affective and instrumental attitudes towards planning, subjective norms towards planning, perceived behavioural control over planning, intentions to plan, self-reported planning behaviour, intentions to be active and self-reported physical activity at baseline (T1) and after four weeks (T2). Affective attitudes towards planning (β = 0.10, p < .05), instrumental attitudes towards planning (β = 0.22; p < .01) subjective norms over planning (β = 0.12, p < .01) and perceived behavioural control over planning (β = 0.53, p < .01) predicted intentions to plan (adj. R² = 0.66). Intentions to plan (β = 0.16, p < .05) and intentions to be active (β = −0.25, p < .05) predicted change in planning behaviour (R²_change = 0.03). Planning behaviour (β = 0.27, p < .05) predicted change in physical activity (R²_change = 0.07). Planning behaviour appears to have its own motivations distinct from those of physical activity. Future interventions should target planning behaviour along with its motivations and control beliefs to increase rates of planning. The theoretical underpinnings of the TPB are of value for understanding both planning behaviour and physical activity.