工作场所中员工创新的内驱力：员工创造力自我效能感

自我效能感在创新领域具体运用后,发展为创造力自我效能感, 是指个体对创造成功的信念。以往的研究多集中于教育领域。随着员工创新在组织创新中地位提升, 研究者发现, 对创新成功所抱有的信念是支撑员工将创新行为实施到底的重要内在力量, 创造力自我效能感的研究开始向组织领域拓展。文章对创造力自我效能感在组织领域的最新研究进行归纳,总结了影响员工创造力自我效能感的主要因素：领导支持、工作的复杂度等;提炼了员工创造力自我效能感与员工创新的关系, 说明员工创造力自我效能感无论是作为员工创新心理的一个维度, 还是作为一个独立变量在个体创新机制中起中介或者调节作用, 均与员工创新紧密相关; 最后, 提出下一步的研究需要对员工创造力自我效能感的测量以及影响因素进行深入研究, 为管理实践提供更多的理论依据。     

Users’ resistance towards radical innovations: The case of the self-driving car

In this paper we unpack and examine attitudes and potential barriers of end-users towards the self-driving car. We explore whether drivers have (mental) barriers and/or show resistance towards the self-driving car and, given such barriers and resistance are identified, investigate the main underlying reasons. Further, we suggest potential strategic implications for automotive companies and avenues to overcome, or at least mitigate, drivers’ barriers. The paper contributes to a better understanding of end-users’ opinions on radical innovations such as the self-driving car and strives to add value by linking scientific insights from both psychology as well as innovation literature. Only a limited number of studies so far have dealt with the potential barriers of users towards the self-driving car; therefore, it is our intent to provide first empirical evidence to trigger further research and foster a broader discussion on this relevant topic.     

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.     

团队情绪氛围对团队创新绩效的影响机制

基于85个团队的团队领导和475名团队成员的配对数据, 考察了团队情绪氛围、情绪劳动及团队效能感对团队创新绩效的影响机制。结果发现：团队中有两种类型的情绪交换—— 团队情绪氛围是团队内部的情绪交换, 而情绪劳动是团队成员对外的情绪交换。高强度的情绪劳动(高外部情绪交换)具有情绪资源攫取的效果, 削弱了团队积极情绪氛围与团队创新绩效之间的关系; 当团队工作的情绪劳动程度较高时, 团队较低的积极情绪氛围对于团队创新反而有更强的促进作用。团队积极情绪氛围(团队内部的积极情绪交换)对于团队效能感有促进作用。团队情绪氛围与情绪劳动的交互作用以团队效能感为完全中介进而影响团队创新绩效。     

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。