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41.
This study aims to better understand the effects of social exchange relationships between employees and their organizations (perceived organizational support [POS]), and their leaders (leader–member exchange [LMX]) on their creativity. To this end, we investigated how exchange ideologies of employees and supervisors affect the relationship between POS/LMX and employee creativity using a three-way interaction test. Building on the social exchange theory, the results from our sample of 254 leader–employee dyads indicated that the relationship between POS/LMX and employee creativity is significantly more positive for an employee with strong exchange ideology than for an employee with weak exchange ideology. Moreover, POS and LMX had the strongest positive relationships with creativity when both employees and supervisors had higher levels of exchange ideology. The implications of our results and future research directions are discussed. 相似文献
42.
A long stream of research in attribution theory suggests that groups are biased toward attributing their success to factors that are internal to their group. However, the existing research has confounded two types of attributions that are both internal to the group, but theoretically distinct: (1) attributions that differentiate between the contributions made by each individual group member and (2) attributions that focus on the group as a whole. This dichotomy is important because, drawing on theories of social influence, we predict that different types of attributions will have different consequences for the quality of group decision making. In Experiment 1, individually focused attributions for past success caused groups to consider more divergent alternatives prior to making a shared decision. In Experiment 2, individually focused attributions for past success facilitated the sharing of unique information and improved decision accuracy. These findings suggest that the group-serving tendency to internalize success may have important consequences for group performance that have not yet been considered in current research. 相似文献
43.
鲍德里亚是否是一个典型的后现代论者,长期以来一直是国内外学界争论的核心问题。本文认为,这一问题并不是一个简单的概念之争。在鲍德里亚思想是否归属于“后现代主义”之争的背后,它反映的人们对现代消费社会、后工业社会、仿真社会或超真实社会的性质及其特征的认识。澄清并深化这一问题的研究,有助于加深对鲍德里亚思想的理解。为此,本文从现代技术的特征,即技术的仿真、仿像和超真实性等特征出发,对现代技术与现代性、后现代性的关系进行了考察,并在此基础上指出,鲍德里亚是一个以原始的“象征交换”为原则,对现代性进行激进批判的理论家和预言者,一个具有诸多后现代主义的特征,但又不仅仅局限于后现代性特征的学者,一个后现代性的超论者。当然,在这一问题的探讨中,必须对现代性、后现代性等概念加以给予必要的界定。 相似文献
44.
Lotte Scholten Daan van Knippenberg Carsten K.W. De Dreu 《Journal of experimental social psychology》2007,43(4):539-552
Integrating dual-process models [Chaiken, S., & Trope, Y. (Eds.). (1999). Dual-process theories in social psychology. NewYork: Guilford Press] with work on information sharing and group decision-making [Stasser, G., & Titus, W. (1985). Pooling of unshared information in group decision making: biased information sampling during discussion. Journal of Personality and Social Psychology, 48, 1467-1478.], we predicted that groups with high epistemic motivation engage in more information-driven and less preference-driven interaction, and achieve better decisions. An experiment manipulating process accountability showed that groups under process accountability experienced greater need for more information, repeated unshared information more often, and more often chose the correct decision alternative. Mediation analysis established that epistemic motivation produced high quality decisions because it stimulated systematic information processing. Results also revealed that preference heterogeneity stimulated information-driven interaction and led to higher decision quality. 相似文献
45.
We examined whether linear or non-linear LMX-job tension relationships existed, and if these effects were consistent across levels of negative (NA) and positive (PA) affect. Results indicated that NA and PA moderated the non-linear LMX-job tension relationship. Specifically, the LMX-job tension association was best depicted by an inverted-U form for high NAs. Tension was highest when LMX was moderate and lowest when LMX was either low or high. Tension increased minimally for low NAs across levels of LMX. For high PAs, the relationship was linear and inverse. Conversely, a U-shaped form best represented the LMX-job tension relationship for low PAs. Implications, strengths and limitations, and directions for future research are discussed. 相似文献
46.
组织中的社会交换:由直接到间接 总被引:5,自引:0,他引:5
社会交换理论被引用来研究组织中的两种交换:员工与所在组织之间的交换——“感受组织支持”(POS)和员工与直接上司之间的交换——“领导—成员交换”(LMX)。以往的研究侧重于“直接交换”,即:从POS和LMX到员工工作产出的直接回归。该文以员工的组织情感承诺和工作满意感为中介变量,考察POS和LMX对员工工作产出的间接影响。在919份有效问卷的基础上,通过结构方程模型的比较,结果发现:组织情感承诺和工作满意感的确可以在POS和LMX与员工工作产出之间承担全部或部分中介的角色。这说明,员工与组织之间、上司与下属之间的交换只有小部分是“直接交换”,大部分则属于“间接交换”。最后,作者讨论了这些新发现的理论意义和实践意义,并指出了该研究的不足之处。 相似文献
47.
48.
This study seeks to explore the effect of the quality of supervisor–subordinate relationship (i.e., leader–member exchange; LMX) on employee creativity by examining a moderated‐mediation model. The model focuses on the mediating role of perceived insider status and the moderating role of perceived LMX differentiation in influencing the mediation. Using a time‐lagged research design, we collected data from 358 supervisor–subordinate dyads in a large Chinese diversified company. As predicated, we found that (a) perceived insider status mediated the positive relationship between LMX and employee creativity; and (b) perceived LMX differentiation moderated the strength of the mediated relationship between LMX and employee creativity via perceived insider status, such that the mediated relationship is stronger under high‐perceived LMX differentiation than under low‐perceived LMX differentiation. 相似文献
49.
New structural and functional imaging methods continue to be developed at a rapid pace. In the last 25 years, advanced imaging
techniques have provided insights into how language is represented and processed in the brain and how it can be disrupted
by damage to, or dysfunction of, various parts of the brain. Imaging studies have also yielded new information regarding how
individuals recover language after stroke. We briefly review the strengths and weaknesses of the various radiological methods
currently used to study language and aphasia. 相似文献
50.
为厘清家庭支持型主管行为对员工的独特影响,并比较不同的作用机制,本研究对包含204个独立样本、340个效应值及91145名员工的164篇文献进行了元分析,结果发现:(1)与一般主管支持行为相比,家庭支持型主管行为对员工的任务绩效、创新行为和生活满意度有更强的积极影响。(2)工作对家庭冲突(资源视角)、领导-成员交换(交换视角)和情感承诺(情感视角)均能解释家庭支持型主管行为对员工的作用机制,并互为补充。具体而言,三者均能中介家庭支持型主管行为对任务绩效的影响;领导-成员交换和情感承诺在家庭支持型主管行为与创新行为间起中介作用;工作对家庭冲突和领导-成员交换则在家庭支持型主管行为影响生活满意度中发挥中介效应。研究结果为家庭支持型主管行为的影响效果提供了可靠结论,也有助于深入理解其作用机制。 相似文献