中国情境下团队伦理决策的过程机制及影响因素

尽管绝大多数商业伦理决策都是由团队而非个人所做出的,但目前对团队伦理决策的研究还很少,尤其缺乏基于理论的深入研究。在前人研究的基础上,借鉴个体伦理决策和团队决策方面的研究成果,结合中国文化强调反省、中庸、威权领导等特点,我们对团队伦理决策的过程机制及影响因素的作用模式展开理论驱动的深入研究。具体来讲,将综合利用多种方法来进行两个方面的4项子研究。在团队伦理决策的过程机制方面,拟开展团队伦理决策的过程机制模型构建研究,然后聚焦于团队伦理决策和个体伦理决策的核心区别,展开基于社会决策图式理论的团队伦理决策观点整合机制研究;在团队伦理决策的影响因素作用模式方面,拟从成员和领导两个方面来进行:基于信息加工和团队冲突的成员多样性对团队伦理决策的影响机制研究,基于信息取样模型的领导特征对团队伦理决策的影响机制研究。     

Estimating group size from human speech: Three's a conversation,but four's a crowd

Much previous research has examined various aspects of auditory processing, including the localization of sounds, and the influence of lexical and indexical information on language processing. In the present set of experiments we explored the ability of listeners to estimate the number of speakers in a group solely from the information in an auditory signal. The bound on accurately estimating the number of simultaneous speakers is 3. We suggest that subitization—the ability to estimate numerosity of visual and auditory elements without explicitly counting these elements—rather than the capacity of short-term memory, may underlie this limitation. The cognitive constraint on estimating the number of simultaneous speakers may have implications for a wide variety of seemingly unrelated psychological phenomena.     

Enrique Pichon Rivière's conception of reality in psychoanalysis

The author places the subject of his paper in the context of the original views of a school of Argentinian psychoanalysts that differed from traditional conceptions of man and his 1 relationship with the sociocultural context – that is, with reality. These were the analysts who followed Enrique Pichon Rivière and further developed his ideas – namely, Madeleine and Willy Baranger, José Bleger, and David Liberman. The author begins his exposition with a discussion of Pichon Rivière and culture. He then offers an outline of Pichon Rivière's particular conception of man, followed by a section on the Internal Group as the nexus between the psyche and reality. Further sections address the idea of reality in the analytic situation as a dynamic field and the operative definition of the transference; the distinction between perceptual reality and the reading of reality, with a consideration of the notion of ‘critical judgement’; and lastly the issue of health and illness in terms of adaptation to reality. In addition, on the basis of a quotation from Antonio Damasio, the author draws a parallel between these psychoanalytic thinkers’ ‘psychosocial’ approach to man and the findings of contemporary neuroscience as presented by one of its paradigmatic protagonists.     

仁慈领导与员工创新行为:内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用

探究仁慈领导与员工创新行为的关系,以及在该关系中内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用。以68名主管和215名员工为对象,通过对两阶段主管-员工配对调查所获取的数据进行分析,结果表明:(1)仁慈领导可以借助内部人身份感知的中介作用,对员工创新行为产生积极的影响;(2)领导-部属交换关系差异化能调节仁慈领导和内部人身份感知的关系,即当关系差异化水平越高,仁慈领导与内部人身份感知之间的正向关系越强;(3)领导-部属交换关系差异化能调节内部人身份感知在仁慈领导与员工创新行为关系间的中介作用,表现为被调节的中介作用模式,即领导-部属交换关系差异化水平越高,仁慈领导与员工创新行为之间通过内部人身份感知的间接关系越强。     

研究生科研角色认同对科研创造力的影响:导师包容性领导、师门差错管理氛围的作用

以来自62个师门的411名全日制在校研究生为被试,采用问卷调查法探讨研究生科研角色认同对科研创造力的影响,并构建多层线性模型,分析导师包容性领导、师门差错管理氛围的调节作用。结果发现：（1）科研角色认同对科研创造力产生显著正向影响;（2）导师包容性领导、师门差错管理氛围在科研角色认同与科研创造力关系中均具有正向调节作用;（3）导师包容性领导对师门差错管理氛围具有显著正向影响,导师包容性领导的调节作用通过师门差错管理氛围的调节作用对研究生科研创造力产生影响。     

Indira Gandhi: The Relationship between Personality Profile and Leadership Style

This article explores the relationship between Indira Gandhi's personality profile in the period before she became Prime Minister and her leadership style during the time she was Prime Minister. The instrument for assessing the personality profile was compiled and adapted from criteria for normal personality types and pathological variants. Gandhi emerges as a multifaceted individual with four of her personality scales—the Ambitious, the Reticent, the Contentious, and the Dominating—approaching the level of mildly dysfunctional. A psychodynamic explanation for these patterns was then offered. This study also developed an instrument for evaluating leadership styles in a cabinet system of government and postulated the theoretical links between personality patterns and leadership style profiles. Gandhi's leadership style was then examined and links between personality profile and leadership style explored: In eight of the 10 leadership categories, Indira Gandhi's leadership behavior matched our expectations for the Ambitious, Dominant, and Contentious personality profiles but not the Reticent one. Further discussion focused on the two areas in which personality patterns fell short of predicting leadership style and the possible explanations for this result.     

Authoritarianism as a Group Phenomenon

A model of authoritarianism on a group level of analysis based on Duckitt's concept of authoritarianism is presented. This conceptualization is called group authoritarianism (GA), which is defined as the belief about the appropriate relationship that should exist between groups and their individual members. The process model of group authoritarianism connects traditional authoritarianism theories with the Social Identity Approach. According to this model group-authoritarianism reflects the situation-specific activation of an authoritarian disposition in group contexts. Thus, group authoritarianism provides a perspective according to which personality characteristics and general psychological mechanisms described by Social-Identity Theory (SIT) and Self-Categorization Theory (SCT) interact in predicting intergroup hostility and intergroup discrimination. This article describes the development of a group authoritarianism scale as well as an experimental study that tests the main assumption of the group authoritarianism process model. The results confirm the reliability and validity of the group authoritarianism scales and the main hypothesis of the group authoritarianism model.     

The fundamentality of group principles and perceived group entitativity

We argue that the level of consensus about a set of social identity principles, and their perceived fundamentality, can influence the degree to which members perceive their group as an entity. This idea was explored through an experiment in which participants judged the entitativity of specific (in)groups on the basis of the distribution of the opinions held by their members about three identity-related principles that participants had previously rated for fundamentality. The results demonstrated that the more fundamental a principle was judged to be in comparison to other principles, the more important consensus about that principle was for producing group entitativity, relative to consensus about other principles.     

A comparison of human aggression committed by groups and individuals: An interindividual-intergroup discontinuity

Experimental research comparing aggressive behavior committed by groups and individuals is important but sparse. This experiment compared aggressive behavior (i.e., amount of hot sauce allocated for others to consume) in four types of interactions: intergroup, interindividual, group-to-individual, and individual-to-group. The results revealed that intergroup interactions were significantly more aggressive than interindividual interactions. In addition, groups allocated and received significantly more hot sauce than individuals. These effects were not explained by diffusion of responsibility or trait aggressiveness. The experiment reveals two noteworthy conclusions: (1) the interindividual-intergroup discontinuity effect extends to aggressive behavior and (2) interactions in which a group is either the source or target of aggression are situational influences that can increase it.