信息技术对组织结构设计的影响

在回顾早期组织结构研究的基础上,阐述近年来信息技术的发展对企业组织结构设计及研究的影响,简要介绍一些组织结构新模式,揭示信息技术影响下,企业必须建立新型的组织结构来适应新环境.     

From Social to Political Identity: A Critical Examination of Social Identity Theory

Interest in the concept of identity has grown exponentially within both the humanities and social sciences, but the discussion of identity has had less impact than might be expected on the quantitative study of political behavior in general and on political psychology more specifically. One of the approaches that holds the most promise for political psychologists is social identity theory, as reflected in the thinking of Henri Tajfel, John Turner, and colleagues. Although the theory addresses the kinds of problems of interest to political psychologists, it has had limited impact on political psychology because of social identity theorists' disinclination to examine the sources of social identity in a real world complicated by history and culture. In this review, four key issues are examined that hinder the successful application of social identity theory to political phenomena. These key issues are the existence of identity choice, the subjective meaning of identities, gradations in identity strength, and the considerable stability of many social and political identities.     

组织中的政治技能及相关研究

政治技能是个体在工作中影响他人以实现组织目标的能力,对个体的工作绩效和某些工作态度、缓解工作中压力带来的紧张感等具有一定的作用。个体的洞察力、控制、亲和力、主动影响及发展经验被视为政治技能的影响因素,通过实践练习、替代学习等方法可实现政治技能的培训和开发。在未来的研究中,对政治技能概念的理解、测量多源性等方面的问题还需要进一步的探讨     

政治与关系视角的员工职业发展影响因素探讨

通过对16家制造型企业中的343个员工、662个同事及343个直接领导的配对数据进行实证分析,文章探讨了员工的组织政治技能、政治知觉,以及他们与直接上司的关系对于员工职业发展的关系。多层线性分析模型（HLM）结果表明：员工的政治技能有助于促进其与领导之间形成良好的关系（guanxi）,并籍此积极影响个人在组织中的职业发展,员工－领导关系是政治技能与职业发展之间的中介变量。另外,组织政治知觉影响政治技能对领导关系的作用,在政治氛围浓重的组织中,员工－领导关系更易受到员工政治技能的影响     

西方政治伦理思想的历史流变及其启示

自古至今,西哲们紧跟时代的脚步,不断把西方的政治伦理观推陈出新:美德政治伦理、神性政治伦理、非道德主义的政治伦理、权利政治伦理。全面、系统地梳理和展现西方政治伦理思想的演变及其价值诉求,对于理解和把握政治伦理学中的一些重要理论问题具有重大的启迪意义。     

Motivation,ability, and exam performance: Tests of hypotheses of cultural difference and task difficulty

In a series of three experiments, prediction of exam performance from information about motivation and ability of students was studied. The factorial plot of the Motivation × Ability effect on predicted performance always yielded the parallelism pattern with subjects from both the student and nonstudent populations. Results agreed with the hypothesis of cultural difference between America and India. Manipulation of difficulty of exam did not alter the parallelism pattern, contrary to the specification of the hypothesis of task difficulty. Difficulty of exam affected only the origin of the response scale. Implications of results were discussed for the two tested hypotheses as well as for a new hypothesis of nature of task.     

Doubly Bound: The Impact of Gender and Race on the Politics of Black Women

Gender has been thought to be less salient than race among black women. Data from two national surveys of black Americans, conducted in 1984 and 1996, show that black women identify as strongly on the basis of their gender as their race, and that these gender and racial identities are mutually reinforcing. Nevertheless, among black women, their identification with their race more powerfully affected their political attitudes than did their identification on the basis of gender, except in instances where the interests of blacks directly conflict with the interests of women. These empirically based findings speak to the issue of why the attitudes of black women toward contemporary gender issues can sharply diverge from those of white women.     

Medical Center Politics and Decisions: A Discussion

Presented as part of a symposium at the 1996 American Psychological Association Convention in Toronto, Canada, this paper reflects an historical overview of the political issues faced by psychologists in academic medical centers. Ivan Mensh, Ph.D., senior psychologist and founding member of the Association of Medical School Psychologists, suggests that those psychologists involved in medical education should learn who the decision makers are and how decisions are made at academic medical centers in order better to assure the continued viability of psychology in those settings.     

The plural taboo

The human incest taboo is here conceptualized as a plural, gender-related psychological reality whose major strands are (1) an instinctual female incest inhibition and (2) a cultural father incest prohibition. These strands are experienced in a plural phenomenology - as a mother taboo, father taboo, daughter taboo, son taboo, and brother-sister taboo. The instinctual inhibition can be demonstrated in a wide range of plant and animal life, not just humans. The cultural prohibition would appear to have originated out of the instinctual inhibition after humans realized the existence of the previously unrecognized father-daughter relationship. The individual ontology of the taboos is explained in terms of object relations theory; the inhibition and prohibition are seen as psychodynamically unique and their differences are compared. It is proposed that the fuller realization of the plural nature of the incest taboo will not only maximize human ability to prevent actual incest but also lead to greater effectiveness for both males and females in the arena of sexual politics. Finally, the notion of the plural taboo is a clinical standpoint from which to explore sexual transference and countertransference in psychotherapy.     

Development of the Career Exploration Survey (CES)

The development, properties, and uses of the Career Exploration Survey (CES) are described. The CES is intended to (a) facilitate further theory development and empirical research on how exploration affects career decisions, development, and job outcomes, such as job satisfaction, commitment, and turnover; (b) provide a network of variables for investigating the dynamics of the exploration process; and (c) provide a set of criterion measures for examining the effects of personal characteristics and educational treatments on career exploration behaviors and beliefs. The CES is based on a conceptual framework derived from theories of exploration, stress, motivation, and career preference. It consists of seven measures of the career exploration process, three reactions to exploration, and six beliefs about exploration. Dimensionality, reliability, and validity data are presented for four studies comprising 680 observations across 601 individuals.