关系复杂性对关系类别间接性学习中选择性注意的影响

以大学生为被试,使用关系复杂性逐渐变化的实验材料——4特征复杂关系的虚拟外星生物、6特征复杂关系加二阶同功能简单关系的虚拟外星生物和6特征复杂关系加二阶异功能简单关系的虚拟外星生物,采用类别的间接性学习范式——个人功能预测的关系类别的间接性学习条件和参照性交流的关系类别的间接性学习条件,通过三个实验任务（功能预测、自由分类和维度选择）,探讨材料关系复杂性对关系类别间接性学习中选择性注意的影响。结果发现：随着关系复杂性的逐渐增高,被试的选择性注意水平不存在显著差异,但选择性注意的指向性存在极其显著差异,选择性注意的集中性（对无关维度的抑制）不存在显著差异;参照条件下被试选择性注意水平极其显著地高于个人条件,这种差异主要表现在选择性注意的指向性方面,而不表现在选择性注意的集中性（对无关维度的抑制）方面。     

The influence of relational complexity and strategy selection on children's reasoning in the Latin Square Task

The present study focused on children's deductive reasoning when performing the Latin Square Task, an experimental task designed to explore the influence of relational complexity. Building on Birney, Halford, and Andrew's (2006) research, we created a version of the task that minimized nonrelational factors and introduced new categories of items. The results of two experiments conducted with school-aged children yielded an apparent dilution of complexity effects and suggest that specific inferential strategies can reduce the relational complexity that children need to process. A theoretical account is proposed emphasizing the influence of adaptive selection of strategies that mediate processing capacity constraints in reasoning development.     

Work–family interpersonal capitalization: Sharing positive work events at home

In a 3-week experience-sampling study of 52 full-time employees, the authors investigated the within-individual relationships among positive work events, affective states, and job satisfaction. They also examined the influence of work–family interpersonal capitalization (sharing work events with one’s spouse or partner at home) on employees’ job and relationship satisfaction. Results revealed that positive events influenced job satisfaction through positive affect, and work–family interpersonal capitalization on the most positive work event of the day positively impacted job satisfaction over and above the effects of the event’s pleasantness and of the number of other positive work events experienced that day.     

变革型领导如何影响员工的工作结果：一个有中介的调节作用分析

本文通过对426名在职人员的调查,探讨了变革型领导对工作绩效与满意度的影响机制。最后采用SPSS 13.0和Lisrel 8.7 对数据进行多层级线性回归分析,并依据温忠麟等（2006）的统计步骤分析了有中介的调节作用,得到如下结果：（1）在控制了年龄、性别与任职年限之后,自我效能在变革型领导与工作绩效、工作满意度之间都起部分中介作用;（2）核心工作特征在变革型领导与工作绩效之间起调节作用,调节作用需要通过自我效能作为中介变量。文章最后讨论了本研究的理论和实践意义。     

智力和元认知技能在发现学习中的作用:任务复杂性的影响

采用自编的计算机模拟发现学习任务,以49名大学生为被试,探讨了在简单和复杂发现学习任务中,智力、元认知技能和学习成绩三者之间的关系。结果发现:在简单任务中,三者关系基本符合混合模型;进行过多的元认知活动,并不能提高学习效果。在复杂任务中,智力对学习成绩起主要预测作用。随着任务复杂性的增加,智力对学习的影响也随之变化,符合难度阈限理论的假设。任务复杂性不同时,智力、元认知技能和发现学习成绩之间的关系也不同,在一定程度上验证了难度阈限扩展理论。     

Extending the challenge-hindrance model of occupational stress: The role of appraisal

Interest regarding the challenge-hindrance occupational stress model has increased in recent years, however its theoretical foundation has not been tested. Drawing from the transactional theory of stress, this study tests the assumptions made in past research (1) that workload and responsibility are appraised as challenges and role ambiguity and role conflict are appraised as hindrances, and (2) that these appraisals mediate the relationship between these stressors and outcomes (i.e., strains, job dissatisfaction, and turnover intentions). For a sample of 479 employees, we found that although workload, role ambiguity, and role conflict could be appraised primarily as challenges or hindrances, they could also simultaneously be perceived as being both to varying degrees. Support was also found for a model in which primary appraisal partially mediated the stressor-outcome relationship.     

Linking the fits, fitting the links: Connecting different types of PO fit to attitudinal outcomes

In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits—objective fit, perceived fit and subjective fit—in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit.     

Politics perceptions as moderator of the political skill – job performance relationship: A two-study, cross-national, constructive replication

We developed a two-study, cross-national, constructive replication to examine the role of organizational politics perceptions as a contextual moderator of the political skill – job performance relationship. Specifically, we hypothesized that high levels of political skill would demonstrate its strongest positive effects on job performance when politics perceptions were perceived as low. Conversely, we hypothesized that political skill would demonstrate no relationship with job performance under conditions of high politics perceptions. Across studies conducted both in the United States and Greece, the hypothesis received strong support. In settings characterized by lower perceived politics, high levels of political skill predicted significant increases in job performance, whereas these effects were attenuated in environments characterized by high perceived politics. Contributions and implications of this research, strengths and limitations, and directions for future study are discussed.     

Job level, demands, and resources as antecedents of work–family conflict

Although substantial research has examined the conflict that employees experience between their work and family roles, the literature has not investigated the prevalence and antecedents of work–family conflict for individuals who work at different levels of an organization. This study examines differences in work–family conflict (work interference with family and family interference with work) for lower-level and higher-level employees, the factors that might explain these differences, and the differential effect of resources on conflict across job levels. Results indicate that higher-level workers experience greater conflict in both directions than lower-level workers, and that work- and home-based resources are differentially related to the conflict experienced by employees who hold lower-level and higher-level jobs.     

Trans-parency in the workplace: How the experiences of transsexual employees can be improved

Very little research has focused exclusively on the workplace experiences of transsexual employees. Studies that have been done are either qualitative case studies (e.g., Budge, Tebbe, & Howard; 2010; Schilt & Connell, 2007), or aggregate transsexual individuals with lesbian, gay, and bisexual employees (e.g., Irwin, 2002). The current study focuses on this underexamined population and examines general workplace experiences, and both individual and organizational characteristics that influence transsexual employees' job attitudes. Results reveal that organizational supportiveness, transsexual identity centrality, and the degree to which they disclose to individuals outside of work all predict transsexual employees' disclosure behaviors in the workplace. These disclosure behaviors are positively related to job satisfaction and organizational commitment, and negatively related to job anxiety. These relations are mediated by coworker reactions. This research expands knowledge about diverse employee populations and offers both theory and some of the first large-scale empirical data collected on the workplace experiences of transsexual employees.