Education for the future: The emerging paradigm of thrivable education

A new education paradigm is emerging to address the need to educate a planetary citizenry under conditions relevant to the living context of our planet. Key to this new paradigm is the emphasis on lifelong learning and empathy-oriented education—both critical ingredients to the transformative role of education for individual and collective thrivability. This article explores the parameters of this role and the indicators that point to its emerging presence in a variety of education contexts, both formal and informal as well as virtual and face-to-face.     

团队领导组织公民行为的有效性：以双维认同为中介的多层次模型检验

本研究旨在考察团队领导组织公民行为对团队员工角色内绩效的影响及其以团队员工的共享团队认同和领导认同为中介的作用机制。采用团队领导—团队员工匹配问卷的调查方法,使用29个团队的样本数据对相应的多层次模型进行检验。结果显示：团队领导组织公民行为对团队员工角色内绩效有显著的正向影响;团队员工的共享团队认同和领导认同分别和同时在团队领导组织公民行为与团队员工角色内绩效之间起到完全的跨层次中介作用。     

团队文化多样性对团队创新的影响及作用机制

随着经济全球化和跨国企业的迅速发展, 越来越多的企业中开始出现具有多样性文化背景的团队。企业管理者期待具有不同文化背景的员工能在团队工作中贡献新的观点和视角, 从而促进团队创新。因此, 探讨团队文化多样性与团队创新之间的影响关系已成为近年来学术界和企业界共同关注的焦点问题。所以, 采用社会分类-信息加工的理论视角, 首先厘清团队文化多样性的理论框架, 并进一步检验团队文化多样性与团队创新之间的影响关系及内在机制; 并且, 分别从团队内部和团队外部因素出发, 探讨团队文化多样性与团队创新影响关系中的边界条件。在实践上, 研究结论也将为企业有效管理跨文化团队, 推动企业创新提供一定的理论指导。     

Daily motivation of volunteers in healthcare organizations: relating team inclusion and intrinsic motivation using self-determination theory

The work of volunteers is indispensable for the well functioning of healthcare organizations, and for maintaining the quality of care in times of austerity. As feelings of intrinsic motivation stimulate volunteer well-being and their long-term engagement, we study how team inclusion relates to volunteers’ intrinsic motivation during their activities. We hypothesize that volunteers’ perceptions of inclusion are positively related to intrinsic motivation, via the satisfaction of their basic needs for autonomy, competence, and relatedness. To test our hypothesis, we conducted a daily-diary study, obtaining a final sample of 43 volunteers and 204 completed diaries. Multilevel path analyses showed that team inclusion was positively related to volunteers’ intrinsic motivation during their activities. Subsequent mediation analyses revealed that competence and relatedness need satisfaction mediated this relationship. Thus, when volunteers feel part of the team with which they complete their activities, they experience intrinsic motivation because feeling included stimulates their feelings of being competent and being related to others.     

Team situation awareness within the context of human-autonomy teaming

Effective team communication, a fundamental part of team coordination, is crucial for both effective Team Situation Awareness (TSA) and team performance. In this study, we looked at the role that team interaction (i.e., more specifically team verbal behaviors) played in TSA and team performance in order to better understand Human-Autonomy Teaming (HAT). We first analyzed team verbal behaviors (i.e., pushing and pulling information) across conditions of human-autonomy teams and human-human teams, and then analyzed their relationship with TSA and team performance via Growth Curve Modelling (GCM). Good teamwork involves anticipating the needs of teammates and that means pushing information before it is requested. Therefore, if things are going well, there should be little need for pulling information. In this study’s task, participants were instructed to push information to others, and over time master the specific timing of information sharing to the intended recipient. Findings indicate that pushing information was positively associated with TSA and team performance, and human-autonomy teams had lower levels of both pushing and pulling information than all-human teams. Through this study, we have learned that anticipation of other team member behaviors and information requirements in human-autonomy teams are important for effective TSA and team performance. In order to make HAT more effective in terms of teamwork, we need to develop mechanisms to enhance pushing information within HAT.     

The perception of team engagement reduces stress induced situation awareness overconfidence and risk-taking

Much research has examined how stress restricts objective Situation Awareness (SA). Little research, however, has focused on SA overconfidence, the notion that an individual may grasp a situation when in fact they do not. Even less SA research has examined the motivational and emotional states of individuals operating in teams in stressful environments. Expanding on recent data suggesting that stress creates SA overconfidence, not simply SA loss, the present experiment manipulated stress levels and the perception of team engagement, which is thought to be a positive motivational state of task-related well-being. Teams of Soldiers were tested in a virtual combat scenario testing shared risk-taking, objective (i.e., collaborative ability to answer SA probes), and subjective SA. Results indicated that the mere perception of above average team engagement reduced stress induced SA overconfidence and risk-taking of teams. These results suggest simple, virtually costless strategies for improving elements of SA that may impact the behavior of teams and potentially improve their decision-making.     

员工社会身份差异对职场欺负感知的影响:团队认同的中介作用

以社会认同理论为基础,通过对制造业22个团队的331名员工进行问卷调查,探讨一线员工在团队内的社会身份差异(性别差异和地域差异)对其职场欺负感知的影响,以及团队认同在这一影响中的中介作用。结果表明,员工的社会身份差异对其职场欺负感知的五个维度均有显著性影响,团队认同在社会身份差异对权利剥夺型欺负的影响中未起到中介作用;而在性别差异对社会排斥型欺负的影响中,团队认同起到完全中介作用。。     

医学创新之大忌:急功近利

急功近利是医学创新中的一种不良现象,给我国医学科学的发展带来了十分严重的后果.急功近利背离了正确的科学功利观,是对医学创新功利关系的严重错位.     

创新促进烧伤医学的发展

勇于探索和创新,则事业有成;因循守旧,则停滞不前.持续50余年的烧伤治疗创新大潮极大地推进了中国与欧美等国的烧伤医学向前发展.     

Berufsgruppen- und methodenintegrierende Teamarbeit in der stationären psychodynamischen Psychotherapie

Zusammenfassung Die über 50-jährige Entwicklung der stationären psychodynamischen Psychotherapie ist ein Prozess von der Anwendung ambulanter psychoanalytischer Verfahren auf der Station zu einem eigenständigen multiprofessionellen, multimethodalen Therapieverfahren. Die Rahmenbedingungen der Organisation Krankenhaus und das jeweilige psychoanalytische Verständnis des Leiters der Abteilung zur Nutzung des multipersonellen Therapiefelds prägte die psychodynamischen Konzeptionen. Die Entwicklung führte zu einer Formulierung einer Komplexbehandlung für stationäre Psychotherapie im Prozedurenkatalog der DRGs. Ein Herzstück der integrativen stationären psychodynamischen Therapie ist das multiprofessionelle Team. An 2 Beispielen von therapeutischen Funktionen des multiprofessionellen Teams wird die gemeinsame Aufgabenstellung des Teams dargestellt. Darüber hinaus werden Regeln aus gruppenanalytischer Sicht für die Leitung eines solchen multiprofessionellen Teams vorgeschlagen.