Linking Individual Creativity to Organizational Innovation

We draw on 146 employee‐co‐worker‐supervisor triads from 146 organizations to examine the role of individual perspective‐taking and team creative environment in the association between individual creativity and organizational innovation. Adopting an interactionist perspective, we find that the link between individual creativity and organizational innovation is most clearly strengthened when individual perspective‐taking and team creative environment are both high. Neither individual perspective‐taking nor team creative environment alone moderated the relationship between creativity and innovation.     

A preliminary validation of the Regional Proficiency Assessment Tool (RPAT)

Regional proficiency is a multidimensional construct created by the Department of Defense (DoD) to characterize a person’s knowledge of a region’s social, economic, political, and linguistic features. The Regional Proficiency Assessment Tool (RPAT) was designed to capture the regional proficiency of the military workforce. The RPAT collects biographical self-report data (e.g., professional travel, language test scores) to provide military personnel with scores for each dimension of regional proficiency (e.g., study of a region, utility of language skills) for each of the different global regions. Cluster scores combine to render the overall ratings. In two studies, we provide evidence for the RPAT’s construct validity. In Study 1, 44 military participants completed the RPAT and individual difference measures. Aggregated, person-level RPAT ratings and appropriate cluster scores were moderately positively associated with cultural intelligence (.35–.47), but unrelated with self-reported cognitive styles and the Big Five personality dimensions, except for negative correlations with neuroticism. In Study 2, 11 subject matter experts rated the estimated RP of individuals by several world regions via reading narrative biographical sketches. The aggregate of the expert ratings was strongly, positively associated with the RPAT ratings (M across regions = .72), and was moderately correlated with cultural intelligence (.38–.48). This finding suggests that the RPAT provides assessments in line with the best of current practice (individual expert heuristic judgments), and that cultural intelligence assessments cannot replace the RPAT. Future research can examine the validity of the RPAT across larger samples and using different types of validation.     

转化医学体系下的学科服务模式探讨

转化医学的出现极大地推动了医学研究模式的变革,同时转化医学模式对服务于医学研究的图书馆也带来了机遇和挑战,通过对转化医学实现路径的分析,发掘出转化医学研究的实际需求,结合目前学科馆员服务面临的困境,从中寻找出适应转化医学模式的学科服务模式,从而为开展进一步的工作打下良好的基础.     

Learning As Support For Organizational Innovation: Possibilities And Limitations

Abstract

The present article tells an intervention story where two collectives, from business and academia, came together to address a business problem through collaborative action research. Among other things, the project created new ways of learning and therefore, knowing about the “business problem.” The author argues that in order to talk about an organizational intervention in a learning context, it was helpful to focus observation at the level of practice, in this case the different learning practices brought to the project by the organization and the research group. The “scientific narrative” focuses on how the two practices interacted. The present story's plot revolves around the following questions: What happens when one collective—used to a particular style of learning—decides to engage with another collective with a different approach to learning and what are the consequences for organizational innovation?     

心理学理论创新—心理学研究对象扩展性探索

心理学理论创新离不开心理学研究对象扩展性探索,即心理学研究对象边界与范畴的延伸。从科学意义上,心理学研究对象是可证实的心理现象,它是以本体论为前提预设,以可证实性研究方式,以实验方法为技术支持,体现的是研究者价值无涉的研究立场。心理学研究对象扩展性探索新视野在于心理学研究对象还具有主观性、价值性以及常识性水平,体现的是研究者价值涉入研究立场。从价值无涉到价值涉入转向不仅是心理学研究领域和研究视域的扩张,而且也是思维方式的根本性转换,引领和推动心理学理论创新。     

中国企业中员工创新能力与创新绩效的关系:以组织创新气氛为调节变量

运用结构方程建模技术中的无约束估价法,对来自10家企业413名员工的数据进行调节效应模型的检验。探讨了中国企业中员工创新能力对创新绩效的影响,以及组织创新气氛在其中的调节作用。结果发现:员工的创新能力对其创新意愿和创新结果具有显著的正向影响;在创新能力水平一定的情况下,创新意愿、行动和结果的水平随着组织创新气氛的提升而有所增强。该结果表明组织创新气氛显著调节着员工创新能力对创新绩效的影响。     

组织创新的研究进展

通过整合应用心理和技术创新管理对组织创新的研究,本文综述了组织创新的维度与测量、组织创新的影响因素、组织创新过程和组织创新的动力等方面的研究进展。     

幽门螺杆菌研究历程的启示

幽门螺杆菌(Helicobacter pylori,Hp)的发现被视为现代消化疾病研究领域的一个里程碑,其发现者澳大利亚科学家马歇尔(Barry J.Marshall)和沃伦(J.Robin Warren)被授予2005年度诺贝尔医学奖。通过对幽门螺杆菌研究历程的反思,我们可以得到以下启示对疾病的认识是一个曲折的探索过程;实践与理论的互动促进科学发展;科学发现是偶然性和必然性的统一;科学研究需要耐得住寂寞,持之以恒;科学需要创新,循规蹈矩不可能创造任何奇迹;科学是一种社会活动,需要良好的合作和互助。     

论药物治疗安全：药疗错误的科学定位与安保革新

面对越来越多的最普遍的一种医疗错误—药物治疗错误,以及由此带给患者的身体损害和经济损失,必须对药疗错误进行科学定位和对患者安全保障体系与措施的革新。本文不在于详尽地论述药疗错误和安保的革新,而是通过对药疗错误的科学定位,提出对药疗错误的预防优先和以医者与患者为中心的药疗安全保障,强调重在研究和应用与药疗安全问题相关的健康信息技术和改变认知与处理药。总的认为:关于药疗安全与药疗错误,执行安全措施的障碍和改善药疗管理的当前和可能的机制以及我们应当知道什么和可以怎样做为好。