领导–下属心理资本一致性对周边绩效的影响——工作关系与私人关系的中介作用

本文基于相似吸引理论,考察了领导–下属心理资本一致性能否影响双方的工作关系(领导–下属交换,LMX)和私人关系(领导–下属关系,SSG),继而塑造下属的周边绩效。采用多项式回归和响应面分析技术,对164份领导–下属配对数据进行分析,结果表明：领导–下属心理资本越一致,双方的LMX和SSG越高;在一致情形下,与“低–低一致”相比,”高–高一致”时的LMX和SSG更高。领导–下属心理资本一致性通过LMX、SSG影响下属的周边绩效。以上结果能为如何有效利用心理资本管理领导–下属的人际互动、下属周边绩效提供启发。     

Cognitive competencies and aggressive behavior: A developmental study

A number of studies have demonstrated that increased socially related cognitive skills are associated with decreases in aggressive behavior. However, the link between aggression and intelligence or academic skills is less evident. While some research indicates that poor academic performance is related to aggression, it is unclear which components of intellectual ability and performance are critical to the management of aggressive behaviors. In two independent longitudinal studies of elementary school-age children, the relationship among several aspects of cognitive competence and several aspects of aggressive behavior were examined. The results of the first study showed that aggressive behavior observed in kindergarten children was more closely related to academic performance in the first and second grades than to general cognitive ability (IQ). The results of the second study, a comprehensive three-year investigation of upper elementary school-age children, indicated that teachers' assessments of aggression and parents' ratings of cruelty were consistent over time for boys, but not for girls. The intercorrelations among aggression measures within each of the three years also revealed stable sex differences. Boys identified as aggressive in the classroom were more likely to be perceived as aggressive, cruel, and/or delinquent at home, but for girls, there was little correlation between aggression at school and in the home. The analyses relating measures of cognitive functioning to indices of aggressive behavior made clear the importance of discriminating among various facets of these psychological constructs. IQ had a negligible relationship with aggression and a weak inverse relationship to delinquency. An overall index of cognitive functioning was a somewhat more consistent negative correlate of aggression, cruelty, and delinquency, especially for boys. A similar pattern was found for the correlates of academic performance. Academic disability was strongly related to delinquency in boys, and to a lesser degree to aggression in boys. Of the several cognitively related factors that were explored, Low Need Achievement manifested the strongest and most consistent relationships with the different facets of aggression and antisocial behavior, especially in boys. The implications of these results for psychological interventions in the school are discussed.     

Sleep, watchkeeping and accidents: a content analysis of incident at sea reports

The unique profession of seafaring involves rest and sleep in a 24-h-a-day work environment that usually involves time-zone crossings, noise, heat, cold and motion. Sleep under such conditions is often difficult to obtain, and sleeping and sleep loss are often related to fatigue and contributory to accidents. This study aims to determine how accident investigators report sleep in Incident at Sea Reports and subsequently analyse the relationships between sleep, fatigue and accidents in these reports.The full text of 44 Incident at Sea Reports was coded and analysed using NUDIST software. This sample included collisions and groundings reported since 1991, where significant human factors contributed to the incident. The Incident at Sea Reports were electronically searched for reference to sleep and content was indexed against parameters such as fatigue behaviours, time of day and contributing personnel. Incident at Sea Reports incorporate three levels of reference to sleep, analysis of which may associate sleeping and sleepiness with accident causation. The highest level of reference unequivocally associates either being asleep, or being sleep deprived with accidents, but not always with fatigue. At an intermediate level, reference to the conflicting pressures of work and sleep on board fishing boats and ships suggests a work environment that is not conducive to obtaining sufficient sleep, and accident investigators are usually unable to link the watchkeeping environment with fatigue as a contributing factor. At the lowest level of association, reference is made to the integrated nature of sleeping and work on board.     

爆发怒与潜在怒及其在认知操作中的功能

研究旨在证明;实验1.实验室人工诱发婴儿被试愤怒情绪被划分为爆发怒与潜在怒两种愤怒表现形式,它们在婴儿进行的“迂回”作业操作中显示了不同的功能作用：爆发怒被试的操作效果显著优于潜在怒被试。实验２．以实验１同样的方法诱发婴儿被试愤怒情况下,在另一项“寻找”作业中验证了爆发怒与潜在怒两种愤怒形式确实具有不同的功能作用,实验２以心率水平测量作为验证指标。     

组织中绩效压力的双刃剑效应

市场经济的复杂多变给组织生存与发展带来诸多挑战,组织往往对员工提出高的绩效要求,绩效压力已成为普遍现象。现有研究大多关注绩效压力的消极效应,存在忽视其积极结果及理论视角较窄等不足。因此,系统、全面地认识绩效压力的双刃剑效应,有助于组织充分发挥绩效压力的积极效应及阻遏其消极效应。通过系统地回顾和梳理相关研究,在将绩效压力影响效果的研究分为积极、消极和二者并存的曲线效应三个类别后,引入压力认知评价理论、资源保存理论等理论厘清研究背后的解释机制。最后,基于以上梳理分析,未来研究应进一步拓展组织中绩效压力的双刃剑效应及其边界条件,从而更全面地认识组织中绩效压力所产生的影响。     

领导风格与员工创新绩效关系的元分析：基于自我决定视角

领导对员工创新起到重要作用。什么样的领导风格与员工创新相关更高?实际研究中存在一定争议。为了回答这个问题,基于自我决定理论,我们提出一个理论框架,来解释不同领导风格与员工创新相关系数的差异。我们使用元分析汇集432篇独立的实证研究的证据(中文研究229篇,英文研究203篇,样本总量达161599),来检验我们的假设。研究发现：(1)交易型领导、伦理型领导、变革型领导、服务型领导、领导-成员交换、授权型领导、包容型领导及真实型领导与员工创新绩效之间均存在显著的正相关,且相关递增;(2)个人主义、绩效评价方式、数据收集时间点、领导风格测量方式、创新测量方式以及发表语言部分调节领导风格和员工创新绩效的关系。研究结果符合理论预测,研究促进自我决定理论的发展。更为重要的是,研究结论为管理者提供重要的实践意义,即使用合适的领导风格进而促进员工创新。     

Multiple effects of performance-contingent pay for wait-persons

The owners of three restaurants requested help with the pay of waitpersons who were paid by the hour. The waitpersons asked for raises which the owners said they could not afford. This research changed the method of compensating waitpersons by making their pay contingent on dollars of food sold. Increased productivity and increased earnings per hour of work for all of the waitpersons followed the beginning of the performance-contingent pay. Most of the waitpersons also earned increased take-home pay when the performance-contingent pay began. There was little improvement in labor costs per dollar of food sold, a measure of benefit to the owners. The fact that benefits to workers occurred without benefits to owners is contrary to common views about the effects of performance-contingent pay.     

Behavioral Microanalysis of Helping Interactions Between Mothers and Adult Children with Mental Retardation

Although direct observation has provided much information regarding caregiver-care recipient interactions, our understanding of the applications of this technique remains incomplete. This study expands upon earlier observational work by examining adults with mental retardation (MR) and their family caregivers in the home setting. Specialized computer software was used to conduct real-time observation and recording of interactional styles of maternal caregivers of eight younger (M = 23 years old) and eight older (M = 49 years old) MR adults during two cognitive tasks: block design and card sorting. Differences in the amount and type of assistance provided by the caregiver were examined by coding the occurrence and duration of seven interactional behaviors. The results demonstrated that the caregivers of the younger adults used more positive statements and modeling/gestural prompts, whereas the caregivers of the older adults provided more physical assistance and performed more of the tasks themselves. More importantly, this project provided information regarding interactions between MR adults and their maternal caregivers and demonstrated the utility of computer-assisted data collection technology with a community-based, nondemented population.     

工作场所的组织政治会危害员工绩效吗？基于个人-组织契合理论的视角

本研究基于个人-组织契合理论的视角, 通过对286份员工与直接主管的配对数据, 揭示了组织政治知觉对员工绩效(任务绩效和组织公民行为)的影响, 马基雅维利主义人格对这两者之间关系的调节作用, 组织认同在这两者之间的中介作用。层次回归分析结果发现：组织政治知觉对任务绩效、组织公民行为具有显著的消极影响, 马基雅维利主义人格可以显著调节组织政治知觉与任务绩效、组织公民行为两者之间的关系, 而组织认同是组织政治知觉与任务绩效、组织公民行为之间的完全中介变量。调节路径分析结果表明：马基雅维利主义对组织政治知觉与员工绩效之间关系的调节作用也是以组织认同为中介, 具体表现为被中介的调节作用。     

学校组织气氛与教师工作绩效的关系分析

本研究借助于自编的学校组织气氛量表和教师工作绩效量表,通过对分层随机抽取的378名教师进行了调查,探讨了学校组织气氛与教师工作绩效的关系,结果发现学校组织气氛与教师工作绩效相关非常显著。回归分析和差异检验的结果进一步揭示:学校组织气氛是教师工作绩效的较好预测变量。其中,教学气氛是教师工作绩效的显著预测变量。同时,本研究还发现学校组织气氛对教师任务绩效影响非常显著,但对教师情境绩效影响不显著。