关系型人力资源管理实践对受益人利他行为的影响：基于道德补偿的视角

关系型人力资源管理实践在众多组织和机构中十分普遍,其对社会、组织及个人的负面影响也备受学者们关注,但以往研究却忽视了关系型人力资源管理实践的另一面。本文从道德补偿视角探究关系型人力资源管理实践对关系受益人利他行为的积极影响,通过4个实验研究设计对研究假设进行了验证。结果发现,关系型人力资源管理实践会促使关系受益人出于弥补而做出利他行为,关系受益人的道德自我形象和内疚情绪中介了关系型人力资源管理实践与利他行为之间的关系(研究1和2),且关系受益人与非受益同事的关系亲密度正向调节上述链式中介效应(研究3)。相比于低水平的关系亲密度,高水平关系亲密度下关系型人力资源管理实践通过道德自我形象和内疚影响利他行为的间接效应更强。本文有助于拓展关系实践的研究视角,且为企业管理者平衡关系型HRM实践的消极影响提供建议。     

‘Who would take whose name?’ Accounts of naming practices in same‐sex relationships

The practice of a woman assuming her husband's last name upon marriage is a deeply embedded norm in some countries. Whether or not individual heterosexual couples reproduce or resist this practice, it provides a context for making decisions about marital names. No conventions, other than heteronormative ones, govern naming practices in same‐sex relationships and families, but very little is known about name changing in these contexts. This paper reports an exploratory qualitative study of the ways in which 30 lesbians and gay men in committed relationships made meaning of name changing and keeping. Only one participant reported changing her last name, some considered name changing a future possibility, but most had no plans to change their name. The lack of conventions regarding naming in same‐sex families created a dilemma for some participants—who would take whose name? Many participants did not want to entirely give up their name, thus a hyphenated last name was the most popular option for those contemplating a name change. Accounts of name changing centred on doing/being family. This was also a theme in accounts of name keeping, along with maintaining a continuity of personal and professional identity, avoiding hassle, complications and confusion and resisting heteronormativity. The findings are discussed in relation to other research on naming in same‐sex families and research on heterosexual marital naming practices. Copyright © 2008 John Wiley & Sons, Ltd.     

Phenomenology of Phenomenology

I explore some interpretations of the practice of international market reliance that forms the focus of Aaron James' book, and I wonder how our actual practices help to settle what we should go on to do now.     

The Disproportionality Dilemma: Patterns of Teacher Referrals to School Counselors for Disruptive Behavior

Disproportionality plagues schools nationwide in special education placement, dropout, discipline referral, suspension, and expulsion rates. This study examined predictors of teacher referrals to school counselors for disruptive behavior in a sample of students selected from the Educational Longitudinal Study 2002 (National Center for Education Statistics, n.d.). Findings demonstrated that students’ race predicted English teacher referrals; students’ gender, previous disciplinary infractions, and teachers’ postsecondary expectations for students predicted English and math teacher referrals. Implications for practice, policy, and research are discussed.     

Doing bad through being selective in doing good: the role of within-unit variability in ethical leadership

Although it is commonly assumed that perceptions of equity at work have a significant impact on employee absenteeism, our understanding of the equity–absence relationship is limited in that (1) little is known about equity concepts other than procedural and distributive justice; and (2) for the most part, research has overlooked variables likely to mediate and moderate the impact of equity on absenteeism. Drawing from the effort–reward imbalance model (ERI; Siegrist, 1996), our study advances past research by investigating the association between status inconsistency (a situation in which there is a mismatch between, for example, a person's education and his/her income) and absenteeism, and the variables likely to account for this association. Results from a sample of 416 customer-care employees show that stress mediates the relationship between status inconsistency and absenteeism, and that HRM practices attenuate this relationship. Moderated mediation analyses further reveal that HRM practices moderate the indirect effect of status inconsistency on absenteeism via stress.     

Perceived Child Rearing Practices as Predictors of University Students' Satisfaction with their Sexual Relationships

The aim of this study was to determine the effects that perceived child-rearing practices have on the sexually intimate relationship satisfaction of a sample of 130 male (n=62) and female (n=68) fourth year South African university students. Participants completed the Parenting Bonding Instrument (Parker, Tupling, & Brown, 1979), Stevens Relationship Questionnaire (Stevens & Stevens, 1994) and the Sexual Knowledge Questionnaire (Louw, 2000) to measure perceived parent-child attachment, respondents' sexually intimate relationships and level of sex education. Hierarchical regression analysis was conducted to investigate the influence of perceived child rearing practices on sexually intimate relationship satisfaction. The results suggest that parent-child attachment explained a significant percentage of the variance in intimate relationship in young adulthood.     

Child Abuse and Neglect: Counseling and Healing Practices with People of African Ancestry

Communities worldwide condemn child abuse and agree that any form of harm should be mitigated by culturally sensitive methods. In African settings such methods are underrepresented in the literature. This article sought to identify and highlight the healing practices that counselors should consider when dealing with abused children of African descent. It further, proposes prevention that should be prioritized since most African communities are living in precarious circumstances which could expose children to further abuse. The article recommends that counselors in African settings need to adopt holistic approaches such as involving parents, community and other relevant institution when dealing with survivors of abuse, rather than to work in isolation. In addition, the legislation that protects children and the traditional support system needs to be strengthened and aligned to international conventions as inconsistencies could undermine their effectiveness and hamper the implementation of anti-child abuse policies.     

Maternal conceptions of the parenting role and mother–child collaborative behaviours in at-risk context

This study investigated to what extent mothers' conceptions of the parenting role drive mother–child collaborative behaviour as well as expert ratings on maternal practices. It also investigated whether there is any direct link between mother and child behaviours and expert ratings. Self-report measures for maternal conceptions and observed mother–child behaviours in the shopping task were obtained from a sample of 75 at-risk mothers with a child 8 to 12 years old. Social workers reported on mothers' negligent, coercive and resilient practices. Structural equation models showed that high power conception had a negative influence on mother and child's collaborative efforts, whereas reciprocity and parental support conceptions had a positive influence. Reciprocity, low power and parental support schemas consistently predicted experts' view on maternal practices. However, only mother's passivity predicted negatively expert ratings on resilient practice, indicating that expert views were mostly derived from mothers' reflections on their parenting role. Results suggested ways for improving experts' assessment of parental capacities and the use of intervention programmes to promote mothers' positive conceptions and actions.     

The moral of the story: The importance of applying an ethics lens to the teaching of positive psychology

In a short-time positive psychology has progressed into a scientific and multidisciplinary field of enquiry. It is now necessary for positive psychology to develop clear practice standards which will be collectively endorsed and upheld by members and those undergoing training in positive psychology. Teachers of positive psychology are in a prime position to disseminate ethical knowledge. Moreover, the objectives of ethics and positive psychology are closely aligned in their focus on achieving optimal outcomes; hence, the pairing of the two is ideal. Consequently, it would be ironic if positive psychology did not explicitly embrace ethical standards in guiding those training for a future in positive psychology. As a professional entity, positive psychology needs to provide more direction and encouragement for teachers, students, scholars and practitioners of positive psychology, and in time, this should be codified and discussed in positive psychology university degrees to promote consistency among its future members.