临时知识型员工自主性动机激发：关系导向人力资源管理建构及其作用机理

快速变化的技术需求使得人才外部化, 人才共享成为组织获取技能型、知识型人才的重要方式。共享经济背景下的人力资源管理属于新兴研究领域, 企业在管理临时知识型员工面临很大挑战。由于身份的外部性、临时性, 员工关系基础薄弱, 临时知识型员工专业能力发挥受限, 工作场所关系需求受阻, 导致自主性动机不足, 影响绩效产出, 而传统对外部员工的契约型管理难以解决以上问题。针对嵌入团队工作的临时知识型员工, 研究基于关系型协调理论探索关系导向人力资源管理实践构成。在此基础上, 结合自我决定理论探讨关系导向人力资源管理实践提升临时知识型员工绩效的作用机理, 验证从自主性动机来源、自主性动机激发到自主性动机结果的路径机制。对关系导向人力资源管理实践内容和效用探讨有助于深入理解临时知识型员工的管理, 为共享经济背景下新型用工管理实践提供启示。     

中国情境下家长式领导与员工绩效关系的元分析

本研究采用元分析技术和效标剖面元分析技术探讨中国情境下家长式领导与员工绩效之间的关系。通过文献收集与筛选, 共纳入139项研究400个效应值(N = 44605)。元分析结果发现：(1)仁慈领导、德行领导与任务绩效和组织公民绩效有较强的正相关关系, 与反生产绩效有较强的负相关关系。与之相反, 威权领导与任务绩效和组织公民绩效之间有显著的负相关关系, 与反生产绩效显著正相关。(2)低威权领导剖面(仁慈领导和德行领导水平高)对任务绩效和组织公民绩效的预测力最强, 高威权领导剖面(仁慈领导和德行领导水平低)对反生产绩效的预测力最强。(3)年龄能够调节家长式领导部分维度和绩效之间的关系强度, 性别对家长式领导分维度和绩效关系的调节效应不显著。研究结果进一步揭示了中国情境下家长式领导与个体绩效之间关系的“真相”。     

One year after ischemic stroke: Changes in leg movement path stability in a speed–accuracy task but no major effects on the hands

First year after the stroke is essential for motor recovery. The main motor control strategy (i.e., faster movement production at the expense of lower movement accuracy and stability, or greater movement accuracy and stability at the expense of slower movement) selected by poststroke patients during a unilateral speed–accuracy task (SAT) remains unclear. We aimed to investigate the poststroke (12 months after stroke) effects on the trade-off between movement speed and accuracy, and intraindividual variability during a motor performance task. Healthy right-handed men (n = 20; age ∼ 66 years) and right-handed men after ischemic stroke during their post rehabilitation period (n = 20; age ∼ 69 years) were asked to perform a simple reaction task, a maximal velocity performance task and a SAT with the right and left hand, and with the right and left leg. In the hand movement trial, reaction time and movement velocity (V_max) in the SAT were slower and time to V_max in the SAT was longer in the poststroke group (P < .01). In the leg movement trial, poststroke participants reached a greater V_max in the SAT than the healthy participants (P < .01). The greatest poststroke effect on intraindividual variability in movements was found for movement path in the SAT, which was significantly greater in the legs than in the hands. Poststroke patients in the first year after stroke mainly selected an impulsive strategy for speed over hand and leg motor control, but at the expense of lower movement accuracy and greater variability in movement.     

Improving calibration over texts by providing standards both with and without idea-units

This study aims at improving calibration accuracy, which is the match between estimated performance and actual performance. In our experiment, one hundred and twenty-seven university students read texts and learned definitions. The students recalled these definitions during a test and made performance judgements. After recalling their definitions half of the students received full-definition standards, stating what the correct definition should have been. The other half of the students received idea-unit standards: The correct definition was parsed into units that had to be present. Providing standards improved calibration accuracy not only on current texts, but also on new, subsequent texts. Especially the calibration of low performing students benefitted from receiving both idea-unit and full-definition standards. Furthermore, over multiple texts, students who received idea-unit standards benefitted more than students receiving full-definition standards. This study is among the first to show the effect of standards on calibration on new texts and underscores the importance of self-testing.     

Room for advancement: The regulatory fit of bottom‐rank intermediate feedback

This research tests the hypothesis that promotion‐focused individuals experience regulatory fit from bottom rank, intermediate performance‐feedback. Prior research suggests promotion‐focused individuals experience fit in high social ranks (power). Bottom performance ranks may appear psychologically opposite to high power, which might lead one to expect that promotion‐focused individuals experience fit at top ranks. We propose that the opposite occurs in intermediate performance ranking feedback, in that promotion‐focused individuals experience regulatory fit at a bottom rank, because bottom rank implies having something to gain (yielding eagerness), whereas top rank implies having something to lose (yielding vigilance). Study 1 (N = 261) supports the notion that ranks affect eagerness/vigilance. Study 2 (N = 199) extends these findings by examining engagement from regulatory fit.     

Understanding the factors that determine workplace coaching effectiveness: a systematic literature review

Meta-analytic results have established that workplace coaching is effective, however, little is known about the determinants of coaching effectiveness. This paper reports an inclusive systematic literature review, covering the quantitative and qualitative research on workplace coaching. We focus on seven promising areas in the current workplace coaching literature that emerged by the synthesis of 117 empirical studies: self-efficacy, coaching motivation, goal orientation, trust, interpersonal attraction, feedback intervention, and supervisory support. The major contribution of our paper is the systematic integration of well-established theoretical constructs in the workplace coaching context and the new insights we provide in the synthesis of these literatures. Based on our review, we provide specific recommendations to be addressed in future research, including recommended research methodologies, which we propose will significantly progress the field of workplace coaching theory and practice.     

Chameleonic obsessive job passion: demystifying the relationships between obsessive job passion and in-role and extra-role performance

In seeking to address the theoretical ambiguity regarding how and when obsessive job passion (OJP) leads to work performance, we integrate both self-verification and person–environment (P-E) fit perspectives to propose and test a moderated mediation model linking OJP to performance. We argue that OJP is indirectly related to co-worker-rated in-role and extra-role performance through self-verification, and these indirect links are conditioned by perceived demands–abilities (D-A) fit and needs–supplies (N-S) fit. Results from 190 healthcare professionals and their co-workers collected at three different time periods revealed the contrasting roles played by these two moderators. Individuals with higher OJP self-verify more when they perceive low D-A fit, but self-verify less when they perceive high N-S fit, whereas the opposite holds true for high D-A fit and low N-S fit. Contrary to predictions, negative relationships were found between self-verification and both types of performance. Specifically, OJP is associated with greater in- and extra-role performance (because of reduced self-verification) under high perceived D-A but low N-S fit, whereas the opposite results are observed under low perceived D-A and high N-S fit. The findings underscore the contingent nature of OJP and contribute to job passion, self-concept, and person–environment fit research.     

Effects of hands-free cellular phone conversational cognitive tasks on driving stability based on driving simulation experiment

Driver distraction due to cellular phone usage is a major contributing factor to road crashes. This study compares the effects of conversational cognitive tasks using hands-free cellular phone on driving performance under three distraction conditions: (1) no distraction (no cellular conversation), (2) normal conversation (non-emotional cellular conversation), and (3) seven-level mathematical calculations. A car-following scenario was implemented using a driving simulator. Thirty young drivers with an average age of 24.1 years maintained a constant speed and distance between the subject vehicle and a leading vehicle on the driving simulator, and then respond to the leading vehicle’s emergency stop. The driving performances were assessed by collecting and statistically analyzing several variables of maneuver stability: the drivers’ brake reaction times, driving speed fluctuation, car-following distance undulation, and car-following time-headway undulation. The results revealed that normal conversation on a hands-free cellular phone impaired driving performance. The degree of impairment caused by normal calculation was equivalent to the distraction caused by Level 3 mathematical calculations according to the seven-level calculation baseline. The calculation difficulty of Level 3 is one double-digit figure plus a single-digit figure, and non-carry addition mental arithmetic is required, e.g., 44 + 4. The results indicated that an increase in the level of complexity of the calculation task was associated with an increase in brake reaction time. The seven-level calculation-task baseline could be applied to measure additional distraction effects on driving performance for further comparison.