青少年时间管理倾向相关因素的研究

本研究探讨时间管理倾向与学生学业成绩、自我价值感和主观幸福感三者的关系,进一步验证个人的时间管理倾向与生活质量的关系。对重庆和成都两地三组1387名大、中学生(重庆312名中学生、339名大学生,成都736名中学生)的问卷调查研究发现：(1)时间监控观对学业成绩具有一定的预测作用,时问价值感和时间效能感是通过时间监控观来影响学业成绩。(2)时间管理倾向各维度与总体、一般和特殊自我价值感之间存在显著的正相关。随着自我价值感抽象程度的降低,时间管理倾向对自我价值感的影响程度也就越大。(3)时间管理倾向各维度与积极情绪之间存在显著正相关,与消极情绪之间存在显著负相关。时间管理的好坏可能是影响主观幸福感的一个重要因素。     

Resistance to yielding and the expectation of cooperative future interaction in negotiation

The expectation of cooperative future interaction (ECFI) encouraged especially high joint benefit (the total of the two bargainers' individual outcomes) when resistance to yielding was high, but especially low joint benefit when resistance to yielding was low. Process data suggest that this finding can be explained as follows: When resistance to yielding is high, ECFI encourages problem solving and reduced contentious behavior; when resistance to yielding is low, ECFI encourages a collapse of aspirations. The results support Filley's (1975) dualconcern model and cast doubt on Deutsch's (1973) blanket assertion that a cooperative process leads to constructive conflict resolution.     

Occupational values,environments, and levels

The Job Attitude Scale was administered to majors and captains and to upper-middle managers and lower-middle managers of industrial organizations. No significant differences in general intrinsic orientation were found between the majors and the upper-middle managers, or between the captains and the lower-middle managers. The majors and the upper-middle managers were significantly more intrinsically oriented than the captains and the lower-middle managers. The results also showed that the military samples were significantly more concerned with advancement, security, status, and family needs-salarywise-than the civilian samples, while the two civilian groups were significantly more concerned with achievement, supervision, and relations with subordinates than the two military groups. The results were discussed in view of job environment and job level.     

A behaviorally-based measure of manifest needs in work settings

This investigation represents an attempt to develop and validate a research instrument (Manifest Needs Questionnaire) capable of measuring the four needs of achievement, affiliation, autonomy, and dominance using behaviorally-based scales. The instrument is designed to measure such needs with specific reference to work settings and with minimal time requirements for completion. Results of both laboratory and field studies among 640 subjects indicate that the instrument exhibits acceptable levels of convergent, discriminant, and predictive validity, as well as reasonably high test-retest reliability and internal consistency. Results are compared to other, lengthier instruments designed to measure similar needs.     

Need for achievement,career mobility,and the Mexican-American college graduate

Need for achievement and career mobility were measured for 111 Mexican-American college graduates. Those with a moderate need for achievement were found to have the highest upward mobility. Those with either a high or low need for achievement had lower mobility. The implications of this finding are discussed.     

Selective exposure to information and cognitive dissonance

Despite numerous attempts, the selective exposure prediction of Festinger's (A theory of cognitive dissonance. Evanston, Ill.: Row, Peterson, 1957) theory of cognitive dissonance has not been consistently demonstrated. In previous studies, this failure can be attributed to design deficiencies, and other related problems. The present study manipulated dissonance by having subjects write a counterattitudinal essay under conditions of high or low choice. Information in the form of pamphlets and discussion groups was offered to the subjects such that they could choose information that was consonant and dissonant with the decision to write the essay. The information was offered either before or after an attitude measure on the essay topic, as the attitude measure could also be a source of dissonance reduction. The results indicate that the high choice manipulation yielded greater attitude change than the low-choice manipulation. High-choice subjects desired consonant information more and dissonant information less than did low-choice subjects. This effect was found for both measures of information desire (pamphlets and discussion groups). Low-choice subjects who received the attitude questionnaire before the information measures wanted information more than if offered the information before the attitude questionnaire, implying a sensitizing effect produced by the attitude questionnaire for the low-choice subjects. The various effects are discussed as providing support for predictions from Festinger's dissonance theory.     

Inquiry method effects on performance in a simulated business environment

The dialectical inquiry (DI) and devil's advocate (DA) techniques have been offered as two options for providing information to the decision maker. Several prior studies have not resolved the relative advantages between these two “inquiry methods.” This paper reports two studies that involve a business simulation task and an inquiry method manipulation. In the first study with student subjects as decision makers, the DA advice was more useful than the DI advice in a situation wherein plant and work force expansions were frequent. In the second study with experienced managers, very few expansion decisions were made, and the nature of DA or DI advice made no significant difference. Instead, a recommendation to engage in a high profit margin, low volume strategy proved useful in some conditions.     

Disentangling behavioral intention and behavioral expectation

Social psychologists have extensively researched behavioral intention and its relation to future behavior, usually within the framework of M. Fishbein and I. Ajzen's (1975, Belief, attitude, intention and behavior: An introduction to theory and research, Reading, MA: Addison-Wesley) theory of reasoned action. However, the field has confounded two separate constructs while investigating intention: behavioral intention (BI) and what P. R. Warshaw, B. H. Sheppard, and J. Hartwick (in press, in R. Bagozzi (Ed.), Advances in marketing communication, Greenwich, CT: JAI Press) have coined behavioral expectation (BE), which is the individual's self-prediction of his or her future behavior. In this paper we define both constructs and explain how they differ in terms of the processes by which they are formed, their roles in determining behavior, and their utilities as behavioral predictors. We propose that behavioral expectation is the more accurate overall predictor since many common behaviors are unreasoned (i.e., mindless or habitual) behaviors, goal-type actions, or behaviors where the individual expects his or her intention to change in a foresseable manner. These are all cases where present intention (BI) is not the direct determinant of behavior but where the individual may be capable of appraising whatever additional determinants exist and of including them within his or her behavioral expectation. A study (N = 197) is reported in which student subjects received either a BE (n = 113) or a BI (n = 84) version of a questionnaire pertaining to their performance of 18 common behaviors. Overall, behavioral expectation was the better predictor of self-reported performance.     

青少年时间管理倾向量表的编制

时间管理倾向是个体在运用时间方式上所表现出来的心理和行为特征,具有多维度多层次的心理结构。参照有关文献并结合国内的广泛调查研究,编制出我国青少年时间管理倾向量表。通过对1027名大中学生的探索性因素分析和507名大中学生的验证性因素分析,结果表明时间管理倾向问卷由时间价值感(社会取向和个人取向的时间价值感)、时间监控观(设置目标、计划、优先级、时间分配和反馈性)和时间效能感(时间管理效能和时间管理行为效能)三个维度构成。该量表的因素结构清晰,信度和效度较好,可以作为评鉴青少年时间管理倾向的有效工具。     

论《孙子兵法》的战略思想对张瑞敏经营哲学的影响

《孙子兵法》博大精深,其战略思想可以用于企业经营。在这方面,张瑞敏是一个典范,其战略思想深受孙子影响。本文重点探讨孙子的“势胜”、“知胜”和“变胜”思想对张瑞敏经营哲学的影响。张瑞敏的成功证明中国古代文化对现代企业经营具有重要的指导意义。