不同卷入度人群的组织公平结构

以国家助学金分配为背景,选取755名大学生为被试,运用量表测量和验证性因素分析办法考察不同卷入度人群的组织公平维度结构.结果表明:不同卷入程度个体的组织公平维度不一致.卷入程度低和卷入程度高但同时作为分配者的个体的组织公平是三因素结构.卷入程度高且只作为接受分配者的组织公平是四因素结构.同时,指出了信息公平在组织公平中具有重要的作用.     

Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study

Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories.     

The Social Production of Altruism: Motivations for Caring Action in a Low-Income Urban Community

Contemporary social science paints a bleak picture of inner-city relational life. Indeed, the relationships of low-income, urban-residing Americans are represented as rife with distress, violence and family disruption. At present, no body of social scientific work systematically examines the factors that promote loving or selfless interactions among low-income, inner-city American individuals, families and communities. In an effort to fill that gap, this ethnographic study examined the motivations for altruism among a sample of adults (n = 40) who reside in an economically distressed housing community (i.e., housing project) in New York City. Content analyses of interviews indicated that participants attributed altruism to an interplay between 14 motives that were then ordered into four overarching categories of motives: (1) needs-centered motives, (2) norm-based motives deriving from religious/spiritual ideology, relationships and personal factors, (3) abstract motives (e.g., humanism), and (4) sociopolitical factors. The implications of these findings are discussed.     

Positive Psychotherapy’s Theory of the <Emphasis Type="Italic">Capacity to Know</Emphasis> as Explication of Unconscious Contents

Positive Psychotherapy (PPT), founded by Dr. Nossrat Peseschkian, a Persian Bahá’í who has lived in Europe for many years, assumes the functional capacities of the unconscious to be ‘basic capacities.’ PPT makes a distinction between actual capacities and basic capacities. The basic capacities are the capacity to love and the capacity to know. These basic capacities are comprehensive categories underpinning primary and secondary capacities. Based upon Bahá’í teachings, this therapy accepts belief as an implicit aspect of healthy psychological functioning. Moreover, contents of the unconscious in PPT are the conflicts between capacities, and undifferentiated and undeveloped actual capacities.

The structure and function of selection, optimization, and compensation in middle adolescence: Theoretical and applied implications

Intentional self-regulation is a core facet of human functioning, involving people's modulation of their thoughts, attention, emotions, and behaviors to react to environmental demands and to influence their own development. Using data from Grades 8, 9, and 10 of the 4-H Study of Positive Youth Development (PYD), the structure of intentional self-regulation, as indexed by a measure of selection (S), optimization (O), and compensation (C), or SOC, was assessed. Within-and-across-time links between SOC scores and indicators of PYD, and risk/problem behaviors were ascertained. A tripartite structure of intentional self-regulation was identified across all three grades, and SOC scores at all times positively covaried with PYD and negatively with risk/problem behaviors. Findings were strongest for overall SOC scores and for the components of “O” and “C.” We discuss the implications of these findings for youth development programs.     

进谏行为与组织公民行为的关系研究：诺莫网络视角

进谏行为和组织公民行为等角色外行为研究近年来备受关注。与组织公民行为相比,进谏行为是一个新的构念。本研究探索了进谏行为的构念内涵,并借鉴诺莫网络思路考察了进谏行为与组织公民行为的关系。问卷研究的结果表明：进谏行为能融入组织公民行为构念,领导公平和情感承诺对两者都具有正面影响,而大五中的宜人性维度对两者的影响表现出差异性;从事角色外行为会导致更高的工作满意感。研究证实了进谏行为与组织公民行为构念内涵的相似性及存在的细微差异。     

Response to Commentators of “A Critique of Positive Responsibility”

It has been claimed that (1) computer professionals should be held responsible for an undisclosed list of “undesirable events” associated with their work and (2) most if not all computer disasters can be avoided by truly understanding responsibility. Commentators of “A Critique of Positive Responsibility in Computing” argue that this is not Donald Gotterbarn’s view (Gotterbarn, JSEE 14(2):235–239, 2008) but that a critique of the view nevertheless raises significant moral issues within computing such as the ethical goals of a computing profession, the appropriate ethical stance toward bugs, and the public good with respect to computing (Miller, JSEE 14(2):245–249, 2008). Commentators also argue that “A Critique”’s “profitable misreading” demonstrates the “moral ecology” of organizations “dedicated narrowly to financial success” and that other “moral ecologies” that are customer or quality driven can be shown to be more important or preeminent (Huff, JSEE 14(2):241–244, 2008). It is argued here that (1) the hyper-inflated reading of Gotterbarn’s and Ladd’s views on positive responsibility persists despite Gotterbarn’s explicit rejection of it, and that (2) such a reading of positive responsibility cannot be placed within a single moral ecology, nor can a single moral ecology be shown to be any more important or preeminent than others. Stieb, J. A. (2008). A critique of positive responsibility in computing. Science and Engineering Ethics, 14(2), 219–233.     

组织伦理气氛的理论与研究

组织伦理气氛（organizationalethicclimate）是组织成员对组织伦理环境特性的一致性认知。在文献研究的基础上,该文首先从伦理与组织伦理、组织伦理气氛的概念来源与形成、结构与测量、影响因素及其与组织绩效的关系等方面,对国外组织伦理气氛研究进行了归纳和反思,并从理论研究与管理实践方面提出了一些具体的建议     

大五和组织公平感对进谏行为的影响研究

以361名长三角地区17家国有企业白领员工为样本,本研究探索了大五个性、组织公平知觉与进谏行为之间的关系。结果表明:责任感、外向性与进谏行为具有正相关,神经质、开放性与进谏行为呈负相关;组织公平知觉对进谏行为具有显著促进作用;此外,组织公平知觉对部分个性特征,如神经质与进谏行为之间的关系具有缓冲作用,高公平知觉会削弱神经质对进谏行为的负面效应。文章还对研究结果做了相关讨论。     

组织学习动力研究

本文以协调博弈原理为基础,系统分析了组织学习中微观个体层面和宏观组织层面的学习动力性质和相互关系,尝试提出了刻画宏观组织层面学习动力状态的理论和方法,并据此建立了协调组织学习动力的三维整合模型。