A focus on commitment: the roles of transformational and transactional leadership and self-regulatory focus in fostering organizational and safety commitment

The concept of employees’ commitment is one of the most challenging concepts in the management, organizational behaviour and human resource management literatures and research. The current study focuses on the construct of commitment as an emotional attitude, and expands the concept of general organizational commitment to a new more specific form of commitment, commitment to safety. Furthermore, commitment theorists commonly identify leadership as an important contributing factor to the development of organizational commitment. We aim to explain an underlying motivational mechanism, self-regulatory foci, through which leadership styles foster followers’ commitment. Results of three studies that used different methods (field and experimental), within different samples, demonstrated that transformational leadership was positively associated with followers’ promotion focus, which in turn was positively associated with both followers’ general and affective commitment to safety. Prevention focus mediated the positive relationship between a transactional active leadership style and both followers’ general and continuance commitment to safety. The implications of the findings for theory and practice are further discussed.     

员工伦理型领导原型对伦理型领导有效性的影响：员工崇敬感的中介作用

基于工作场所中具体积极情绪的理论模型和内隐领导理论, 探究了伦理型领导对员工工作绩效的影响机制, 具体是检验了崇敬感的中介作用和员工伦理型领导原型的调节作用。通过对一项问卷调查研究(193份上下级配对数据)和两个情境实验获得的实证数据进行统计分析, 结果表明: 伦理型领导能够正向影响员工的崇敬感; 崇敬感能够中介伦理型领导对组织公民行为的积极作用, 但对任务绩效的中介效应并不显著; 此外, 员工的伦理型领导原型会强化伦理型领导与员工崇敬感之间的正向关系, 即相比于拥有低伦理型领导原型的员工, 拥有高伦理型领导原型的员工更容易对伦理型领导产生崇敬感; 崇敬感能够中介伦理型领导与员工伦理型领导原型的交互作用对组织公民行为的影响。     

Transformational leadership and customer service: A moderated mediation model of negative affectivity and emotion regulation

Integrating theories from leadership, emotion management, affectivity, and customer service, this study examines how transformational leadership leads to favourable customer intentions via the mediation of service employees' emotion regulation, job satisfaction, and their service performance and via the moderation of employee negative affectivity. Results obtained from data of 204 matched sets of managers, service employees, and customers show that the effect of transformational leadership on amplification of pleasant emotions was conditioned on service employees' negative affectivity. Employee service performance partially mediated the effect of job satisfaction on customer outcomes. Finally, overall results reveal that transformational leadership and amplification of pleasant emotions were more strongly related to the customer outcomes, as mediated through the intervening variables in the model, when negative affectivity was high than when negative affectivity was low. Results have implications for how service workers with negative affectivity can manage their emotions to achieve effective service outcomes through interactions with a leader, how the effect of transformational leadership can be bounded, and how transformational leadership and emotion regulation are relevant to customer service.     

The cognitive and neurological basis of developmental dyslexia: a theoretical framework and review.

It is argued that developmental dyslexics have difficulty in accessing the meaning of written words via phonological recoding, although they can successfully access meaning by a direct visual route. This difficulty with phonological recording is explained in terms of a short-term memory deficit. It is suggested that developmental dyslexia is a genetically-based dysfunction of the inferior parietal lobule and evidence is reviewed that this region is important in both reading and short-term memory. Implications for remedial instruction are discussed.     

The nature of the reading deficit in developmental dyslexia: a reply to Ellis

Ellis (1979) credits me with the view that “developmental dyslexia might be regarded as a genetic form of deep dyslexia” and then proceeds to argue that my grounds for this view are ill-founded. He offers an alternative proposal, that developmental dyslexia may be likened to (acquired) surface dyslexia. In this paper I will attempt to answer Ellis' (1979) criticisms and provide a critique of his alternative proposal.     

Self-esteem,self-perceived abilities,and vocational choice

This research tested the theory that self-esteem acts as a moderating variable in the occupational choice process. The theory was not supported when the relationships between self-esteem, self-perceived abilities and abilities perceived as required in occupations were examined. Rather, the data were consistent with the self-implementation theory of vocational choice. However, it was found that those with high self-esteem were more likely than those with low self-esteem to see themselves as possessing the abilities they saw as necessary in their chosen occupations.     

The informational basis of social judgments: Memory for informative and uninformative arguments

This study investigates the encoding and retrieval of arguments in an opinion formation task. It is based on a model of opinion formation that partitions the latter process into initial encoding, elaborative encoding, integration, and decision. According to this model elaborative encoding depends on two factors: (i) the informativeness of the arguments and (ii) their thematic relatedness. Since it is reasonably well established that the likelihood of retrieving an argument is an increasing function of the amount of elaboration performed on it, the first hypothesis is straightforward, namely, that the memory for an argument will increase with its informativeness and with its thematic relatedness to other arguments. The second hypothesis assumes that by dint of their closer association with the decision, informative arguments occupy a more central position in the representation of an opinion than uninformative ones. This implies that an informative argument should be accessed and reported prior to an uninformative argument, even when differences in retrievability (i.e., probabilities of recall) are controlled. The findings were consistent with such an analysis.     

非民营企业领导型态、沟通满足与领导效能之研究

本文以非民营企业台湾糖业公司为研究对象 ,探讨其员工沟通满足及主管领导型态与领导效能间之关系。本研究采用问卷调查法 ,针对台糖公司所属机构进行调查 ,所搜集的有效问卷共 63 2份。利用 Pearson相关分析、回归分析、规则相关分析以及路径分析来探讨领导型态、员工沟通满足及领导效能各构面间之关系 ,本研究之主要发现为 :(1 )台糖公司主管的领导型态属于PM型领导 ,员工沟通满足及领导效能仍低 ,尚待转型中之台糖公司主管积极改善。 (2 )主管领导型态与员工沟通满足间、员工沟通满足与领导效能间以及主管领导型态与领导效能间均呈现显著正相关。(3 )“领导型态”与“领导效能”之直接相关性较之经由员工“沟通满足”为中介变数时之相关性为弱。     

Constructing a Tree for Community Leaders: Contexts and Processes in Collaborative Inquiry

This paper presents collaborative research between a university-based team and a grass roots community organization on the south side of Chicago. The purpose of the work is to document the nature of community leadership as expressed by members of the host organization. Using a semistructured interview, 77 community members nominated by the host organization were asked about various aspects of their community work. Qualitative analyses of interview text generated a set of 56 codes concerning different aspects of community leadership as reported by grassroots leaders. These codes were subsequently grouped together into five conceptually linked dimensions of community leadership. A leadership tree that simultaneously analyzes and visually displays each of these five dimensions of community leadership was created. Implications of the methodology used to create the leadership tree are discussed for the salience of qualitative methods in community research.     

《吕氏春秋》领导心理思想研究

该文认为《吕氏春秋》蕴涵着丰富的领导心理思想。文章从领导者的个体心理过程,领导者的品质特征,领导者的权变思想,领导者的用人心理四个方面论述其领导心理思想。