浅析信息接受者认知调节在组织沟通中的作用

组织沟通是实现组织目标的基础,组织沟通效果受沟通要素、组织结构、个人因素以及组织文化和社会环境等众多因素的影响,而信息接受者的认知调节作用在沟通过程中起重要作用,决定着沟通有效的程度。本文旨在为今后研究沟通效果的改善策略提供依据。     

Reply to Wilkinson

In his review of my book Whose Body is It Anyway, Wilkinson criticises the view (which I defend) that confiscating live body parts for the sake of the needy is (under some circumstances) a requirement of justice. Wilkinson makes the following three points: (a) the confiscation thesis is problematic on its own terms; (b) there is a way to justify coercive resource transfers without being committed to it; (c) the thesis rests on a highly questionable approach to the status of the body. Wilkinson’s paper is challenging, and some of his points are well taken. On the whole, however, it does not constitute an insurmountable challenge for my thesis.

Histoire et tendances de la psychologie critique en Amérique du Nord

Critical psychology in the United States and Canada identifies psychology as inherently a political enterprise. It has developed along three overlapping but distinct lines that diverge in history, focus, and purpose: (a) building on psychology's empirical research methods, employing them to help reduce injustice and advance progressive or radical social change; (b) rejecting mainstream psychology's positivist and individualistic theoretical and empirical underpinnings and developing emancipatory theory and practices in their place; and (c) challenging psychology's institutional power over individuals, especially mentally and emotionally troubled individuals whose behavior strikes others as problematic. This article first describes each approach's history, influences, and roles in academic scholarship and institutions and in professional and nonacademic organizations. It then details recent efforts to expand and institutionalize a critical psychology presence despite mainstream North American psychology's strong resistance, while noting the central intertwining of personal networks, political leanings, and psychological theory. Finally, it briefly considers the implications and consequences of the lack of consensus about what critical psychology is and should become.     

Development and validation of a measure of an individual’s lateness attitude

The authors developed and validated a measure of employees’ attitudes toward lateness at work. Analyses provided clear evidence of the reliability and validity of the new measure. Specifically, high reliabilities were observed in both student (α = .82) and employee (α = .84) samples. Using objective lateness data from organizations, the measure significantly predicted two lateness behaviors, lateness frequency (r = .25, p < .01) and duration (r = .24, p. < .01), over a six-month period. Most importantly, lateness attitude improved prediction of lateness behavior above and beyond prediction made with only general job attitudes and conscientiousness.     

Justice, Holism and Principles

Some moral theorists defend a holistic account of practical reasons and deny that the possibility of moral thought depends upon the existence of moral principles. This article explores the implications of this position for theorising about justice, which has often aspired to provide us with an ordered list of principles to govern our institutions and practices.

Psychologie du criminel en col blanc: À la recherche de sa personnalité

The aim of this present conceptual analysis is to define the main analytical approaches of the particular form of organizational deviance: white-collar crime. Within the scope of the dispositional heuristic approach, the analysis explores the explanatory potential of a certain idiosyncratic factor: the narcissistic personality. The analysis proposes future avenues of research concerning the identification of personal dispositions underlying white-collar crime.     

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment

Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.     

Self-construal level and voice procedures: The individual self as psychological basis for procedural fairness effects

In the current article, we investigate the influence of self-construal level on procedural fairness effects, that is, the finding that fair versus unfair procedures influence people’s evaluations of their relation with decision-making authorities. In two experiments, we manipulated self-construal level by activating the individual self (“I”) or the social self (“We”), and we induced a control condition. Furthermore, we manipulated procedural fairness by granting versus denying participants an opportunity to voice their opinion in a decision-making process. Results consistently revealed stronger procedural fairness effects if the individual self is activated than if the social self is activated. It is concluded that sometimes the individual self, rather than the social self, constitutes the psychological basis for procedural fairness effects.     

Taking from those that have more and giving to those that have less: How inequity frames affect corrections for inequity

Most theories of inequity focus on relative inequity. In contrast, this paper provides evidence that individuals infer what people should have (i.e. an absolute standard) from the way inequity is described. In the reported experiment, participants give more to a subordinate actor when inequity is described in terms of “less than” rather than “more than,” and take more from a dominant actor when inequity is described in terms of “more than” rather than “less than,” even though the magnitude of inequity is constant. Mediational analyses suggest that these differences are driven by changes in individuals’ perceptions of what the actors should have (i.e. the standard). We conclude by discussing the implications for motivated perceptions of inequity and redistributive policy attitudes.     

The effects of justice motivation on memory for self- and other-relevant events

We examined whether people might distort and selectively remember the past in ways that enable them to sustain a belief in a just world (BJW; Lerner, M. J. (1980). The belief in a just world: A fundamental delusion. New York: Plenum Press). In Study 1, recall of a lottery prize reflected participants’ justice concerns, such that the average lottery amount recalled was lowest when a “bad” versus “good” person won. In Study 2, an unrelated experience of just world threat (versus affirmation) enhanced biased recall of the lottery prize when the winner was undeserving. In Study 3, participants who experienced a fortuitous bad break selectively remembered more bad deeds from their recent past, whereas participants who experienced a good break selectively remembered more good deeds. Study 4 demonstrates that such selective memory biases specifically serve to portray chance outcomes as more fair. Taken together, these findings offer support for the notion that reconstructing and selectively recalling the past can serve to sustain a BJW.