中国领导干部人格类型研究

该文用MBTI中文修订版对中国东部、中部、西部共745名领导干部进行测试,得出了我国领导干部人格类型的总体分布情况,以及不同性别、不同年龄、职务级别、单位性质、工作属地、学历的领导干部在16种人格类型上的分类：我国领导干部人格类型以ESFJ(外向感觉情感判断)类型居多,其次为ESFJ(外向感觉思维判断)类型,并且更多地偏向“S”(感觉)、“F”(情感)和“J”(判断)。     

什么是“中国人”的个性？——《中国人个性测量表CPAI-2》的分组差异

《中国人个性测量表CPAI-2》是一套本土化发展而成的个性量表,涵盖包括中国文化独有以及在大多数文化共有的性格维度。该文认为结合文化特定与文化共通的研究方法能全面地反映心理现实,亦能加深我们对跨文化心理学的理解。该研究分析了CPAI-2常模的几个子组别,以展示在同一文化之内,性格特质的差异及连续性。性别及年龄组别间的平均分差异均符合相应的社化过程及人生发展阶段所预期的结果。而中国香港及中国不同地区在平均分的差异上则没有特定的模式。文化内及跨文化的差异展示了个人性格差异的连续性,以及文化特定与文化共通概念的相互关系。     

Reasoning serves argumentation in children

The argumentative theory of reasoning (Mercier & Sperber, in press-c) claims that reasoning evolved for argumentation: to find and evaluate arguments in dialogic contexts. The theory has drawn most of its supportive evidence from work with adults, leaving open the possibility that argumentive features of reasoning are in fact entirely learned. Evidence is reviewed here suggesting that the special relation between reasoning and argumentation holds at all ages. More specifically, it is argued that (a) children possess at least rudimentary argument skills, (b) they are able to reap the benefits of social reasoning from very early on, (c) confirmation bias is present as soon as they start to argue, and (d) children can be victims of the same biases that affect adults when they use reasoning in the wrong contexts. These claims strengthen the argumentative theory of reasoning and support a call for more research on the interactive features of reasoning in both adults and children.     

领导者的希望和自我效能感对其主观幸福感的影响

该研究采用问卷调查法,检验领导者的希望和自我效能感对其主观幸福感的影响作用。通过对来自重庆市各县、市、区政府机关、公检法和事业行政单位的237名领导者进行调查,将搜集的数据进行层次回归分析、中介效应检验和优势分析,结果显示：希望和自我效能感是领导者的主观幸福感的显著正向预测变量;自我效能感在领导者的希望与其主观幸福感之间有显著的完全中介作用;增强领导者的希望与自我效能感水平对提升领导者的主观幸福感有显著的促进作用。     

A Jungian contribution to a dynamic systems understanding of disorganized attachment

This panel emerged from shared clinical concerns when working with adult patients whose presentation style was reminiscent of a disorganized (Type D) infant attachment pattern. Psychotherapeutic work with such patients poses complicated transference and countertransference dilemmas which are addressed by all four panellists via theory and clinical vignettes. In common is an interest in contemporary attachment, neuroscience and trauma theories and their relationship to analytical psychology. Intergenerational trauma seems to be a salient factor in the evolution of fragmented and fragmenting interactions that lead to failures in self-coherence and healthy interpersonal relationships. Such early relational trauma is compounded by further episodes of abuse and neglect leading to failure in a core sense of self. These clinicians share how they have integrated theory and practice in order to help dissociated and disorganized patients to transform their dark and extraordinary suffering through implicit and explicit experiences with the analyst into new, life giving patterns of relationship with self and others. The alchemy of transformation, both positive and negative, is evident in the case material presented.     

The faultline activation process and the effects of activated faultlines on coalition formation,conflict, and group outcomes

This research examines the effects of group faultline activation on coalition formation, conflict, and group outcomes. We distinguish between dormant faultlines (potential faultlines based on demographic characteristics) and activated group faultlines (members actually perceive subgroups based on the demographic characteristics) and hypothesize that while dormant faultlines do not automatically turn into active group divisions, a group’s entitlement configuration can activate divisions among group members. Study 1 was a construct validity study to verify the psychometric properties of the activated group faultline measure and explain its connection to other process variables. In Studies 2 and 3, we tested our hypotheses and found that groups with activated faultlines were more likely to form coalitions, have high levels of group conflict, and lower levels of satisfaction and group performance than dormant faultline groups. Furthermore, team identification moderated the effects of activated faultlines on group processes such that a strong workgroup identity decreased the likelihood that activated faultlines led to coalition formation and conflict.     

道德领导与员工建言：一个调节-中介模型的构建与检验

近年来, 研究者就如何激发员工公开讲出自己的观点、意见和问题进行了大量的探索。其中, 道德领导对员工建言的效应受到了越来越多研究的关注。在以往研究的基础上, 本研究构建了一个调节-中介模型以探讨道德领导影响员工建言的中介心理机制及其边界条件。根据社会交换理论和社会信息加工理论, 本文分别提出两种不同的中介变量-- 责任知觉和心理安全感-- 来解释道德领导与员工建言之间的关系。在此基础上, 本研究进一步假设权力距离会正向调节变量之间的间接关系。通过对某一零售企业239名员工的两阶段调查, 我们对以上研究假设进行了检验, 结果总体上支持了本研究的理论预期。本研究的发现有利于我们了解道德领导影响建言行为的心理机制, 指导管理者采取有针对性的措施, 以期有效地管理企业中的员工建言行为。     

情绪领导力：概念、测量、发展与模型建构

情绪领导力是指领导者基于自身情绪能力, 通过情绪传染和策略运用来有效管理组织成员的正性和负性情绪, 充分发挥不同情绪的有利效价, 营造应景的组织情绪氛围, 带领组织成员为实现组织共同目标而奋斗。目前, 情绪领导力的测量主要是借用情绪智力量表, 缺乏标准化工具。情绪领导力的研究发展经历3个阶段：以领导情绪能力为中心、以领导情绪传染为中心和以情绪领导力为中心。基于各阶段研究梳理, 建构整合模型：遗传基因、人格和情绪特质对情绪领导力起预测作用, 大脑活动(右侧额叶)与情绪领导力互为因果关系。情绪领导力通过直接和间接两条路径对个体和组织层面的领导效能产生显著影响。未来研究应加强对概念、测量、调节机制、生物基础、组织层面议题和跨文化对比等方面进行探讨。     

绩效薪酬对员工突破性创造力和渐进性创造力的影响

研究分别从认知评价理论和习得性努力理论视角考察了绩效薪酬对员工突破性创造力和渐进性创造力的影响及其作用机制, 并检验了变革型领导和交易型领导对上述两条路径的调节效应。基于24家企业的364对上下级匹配数据的研究结果表明：绩效薪酬对内在动机和突破性创造力没有显著的影响, 对外在动机和渐进性创造力有显著的正向影响。变革型领导调节绩效薪酬与突破性创造力的关系：高变革领导情境下, 绩效薪酬通过正向影响内在动机间接对突破性创造力产生正向影响; 低变革领导情境下, 绩效薪酬通过负向影响内在动机间接对突破性创造力产生负向影响。交易型领导调节绩效薪酬与渐进性创造力的关系：交易型领导通过强化绩效薪酬对外在动机的影响进而放大了绩效薪酬对渐进性创造力的正向效应。针对上述结果, 讨论了本文的理论与实践意义。     

受歧视知觉对流动儿童社会融入的影响：中介机制及自尊的调节作用

研究以上海市437名流动儿童为被试,通过量表法分析了流动儿童从受歧视知觉到社会融入过程的影响因素及其作用机制。结果显示：（1）受歧视知觉作为危险性因素对流动儿童的社会融入产生了显著负面影响;（2）群体可渗透性在流动儿童的受歧视知觉和社会融入过程中起着部分中介作用,受歧视知觉既对社会融入产生直接负面影响,也通过群体可渗透性对社会融入产生间接影响;（3）个体自尊水平对群体可渗透性中介作用的发挥起到调节作用,群体可渗透性对流动儿童生活满意度的影响,随个体自尊水平的提升而增加。群体可渗透性对流动儿童的社会融入起着有调节的中介作用。