授权型领导对员工反馈寻求行为的影响机制：领导差异化授权两阶段的调节作用

从员工直接感知的角度编制领导差异化授权问卷,并通过构建两阶段有调节的中介模型探讨了授权型领导对反馈寻求行为的影响机制与领导差异化授权在其中的调节作用。对388份问卷数据分析后发现：（1）授权型领导正向预测员工的领导认同与反馈寻求行为;（2）领导认同在授权型领导与反馈寻求行为中起中介作用;（3）领导差异化授权调节授权型领导通过领导认同对反馈寻求行为的中介作用,即调节了中介过程的第一段（授权型领导−领导认同）与第二段（领导认同−反馈寻求行为）。研究结果揭示了授权型领导影响反馈寻求行为的中介与调节效应,可为管理实践中促进反馈寻求行为提供科学参考。     

A stitch in time saves nine: Behavioural decision-making explanations for time management problems

Time management problems such as choosing urgent instead of important tasks are prevalent but so far they lack a theoretical explanation. The authors argue that time management implies a choice about the use of time. Therefore rational choice theory as a normative theory of choice is relevant to time management, and so is behavioural decision-making research focusing on biases and heuristics that make people deviate from the prediction of rational choice theory. The authors show how these biases and heuristics lead to non-efficient time management. In particular, steep and hyperbolic time discounting is explained and its implications for time management as well as for time management training are presented. Several propositions about the importance of individual and situational variables are also put forward.     

Elevation at work: The effects of leaders’ moral excellence

Leaders influence followers in many ways; one way is by eliciting positive emotions. In three studies we demonstrate that the nearly unstudied moral emotion of ‘elevation’ (a reaction to moral excellence) mediates the relations between leaders’ and their followers’ ethical behavior. Study 1 used scenarios manipulated experimentally; study 2 examined employees’ emotional responses to their leaders in a natural work setting; study 3 compared the effects of elevation to those of happiness, serenity, and positive affect. We found that leaders’ interpersonal fairness and self-sacrifice are powerful elicitors of elevation, and that this emotion fully mediates leaders’ influence on followers’ organizational citizenship behavior and affective organizational commitment. In the first study, we also observed a moderation effect of interpersonal fairness on self-sacrifice. Results underline the importance of positive moral emotions in organizations and shed light on the emotional process by which ethical leaders can foster positive organizational outcomes.     

The Coming Epoch of New Coalitions: Possible Scenarios of the Near Future

This article analyzes some important aspects of socioeconomic and political development of the world in the near future. The future always stems from the present. The first part of the article is devoted to the study of some crucial events of the present, which could be regarded as precursors of forthcoming fundamental changes. In particular, it is shown that the turbulent events of late 2010 and 2011 in the Arab World may well be regarded as a start of the global reconfiguration. The article also offers an analysis of some aspects of the global financial system that, according to the authors, notwithstanding all its negative points, performs certain important positive functions including the “insurance” of social guaranties at the global scale. The second part of the article considers some global scenarios of the World System's new future and describes a few characteristics of the forthcoming “Epoch of New Coalitions.” The article attempts to answer such questions as the following: What are the implications of the economic weakening of the United States as the World System center? Will the future World System have a leader? Will it experience a global governance deficit? Will the world fragmentation increase?     

The effects of leader gender on self-presentational concerns in exercise

The present study examined the impact of the exercise leader's gender on the self-presentational concerns of women in a live exercise class. Eighty-seven college-aged non- or infrequent exercisers participated in a group exercise class led by either a female or male instructor. Participants completed measures of Self-Presentational Efficacy (SPE), State Social Anxiety (SSA) and State Social Physique Anxiety (SPA-S) prior to and following completion of a group exercise class. A repeated measures Multivariate Analysis of Variance (MANOVA), with time as the within-subjects factor and leader gender as the between-subjects factor, was conducted. A significant main effect for time was found (F(3, 80) = 19.65, p < 0.001). Estimated marginal means indicated that all participants reported significantly higher SPE and lower SSA and SPA-S post-exercise. Completing an exercise class may override any self-presentational concerns that can arise from the exercise environment. Future studies should adopt ecologically valid research designs to gain a clearer picture of self-presentational concerns in exercise classes.     

Authentic leadership and its relationships with work engagement and organizational citizenship behaviors in military units: The role of identification as a mediating variable

The objective of the study is to explore the relationship of authentic leadership with work engagement and organizational citizenship behaviors (OCB) in military units, measuring the mediating effect of personal identification with the leader and social identification with the military unit. We used the Structural Equation Modeling (SEM) technique to analyze data from a sample of 225 Spanish military troops. The results showed that social identification with the military unit influenced the relationship of authentic leadership with the outcome variables.     

论当代临床学科带头人的领导素质

人本思想的觉醒、医学模式的转型、现代医学理念的建立等要求医学实践回归其本质和价值,对医院学科的建设和发展,特别是对临床学科带头人的核心能力提出了更高的要求。本文从服务理念、质量意识、能力提升、管理思维等方面对提升学科带头人核心能力的对策进行了浅述,旨在为我国现阶段医学学科发展和人才队伍培养提供点滴借鉴。     

Leader election outcomes as contextual moderators explaining the different frequencies of action-oriented terms and negation terms used in inaugural speeches of effective versus ineffective leaders and charismatic versus non-charismatic leaders: Evidence from 30 U.S. presidents

Psychologists have increasingly employed dictionary-based text analysis to examine the language of leadership, as leadership is embedded in a web of negotiated meanings and contextual factors. This research seeks to embed leaders’ rhetorical influence in leader–follower relationships and identify contextual factors that explain the different patterns of effective versus ineffective leaders’ and charismatic versus non-charismatic leaders’ uses of action-oriented terms and negation terms in their inaugural speeches. By analyzing data of 30 U.S. presidents’ inaugural addresses, presidential election outcomes, and leadership styles, I found that effective leaders used action-oriented terms more frequently in their inaugural speeches than ineffective leaders only when follower participation was low, whereas charismatic leaders used negation terms more frequently in their inaugural speeches than non-charismatic leaders only when follower endorsement was low. These findings suggest that effective leaders are attuned to action-related situational cues whereas charismatic leaders are attuned to value-related situational cues.     

Non-Speech Based Pastoral Care: A Pastoral Care Program for Aged Care Residents with Little or No Ability to Speak

SUMMARY

Pastoral care depends on the ability to communicate, most commonly through the medium of speech. The aged person who has suffered illness or accident that has adversely affected their speech, is in great need of pastoral care. Yet chaplains and pastoral carers can feel helpless in the face of such a significant deficit and may not know what to do. At Tregenza Avenue Aged Care Service, the Chaplaincy service has developed helpful individual programs for non-speech based pastoral care. Using visual and tactile symbols, pictures, touch, and music, we have been able to minister to people with a variety of speech problems, with promising results.     

组织中上下级的双向信任：影响及机制

研究采取双向信任的视角,同时考虑组织中员工感知到的来自上级的信任(即,被信任感)和员工对上级信任对员工心理和行为的影响及机制。以737名企业员工为被试、运用问卷调查法、采用结构方程模型分析数据,结果显示：下级的被信任感与对上级的信任正相关;下级对上级的信任对下级工作绩效的影响主要通过心理安全的完全中介作用实现;而下级的被信任感分别通过感激和心理授权的完全中介作用影响下级工作绩效和满意度。