Work-role psychosocial flourishing: Its mediation role on workplace bullying and employee turnover intention

The study investigated the work-role of psychosocial flourishing attributes in countering workplace bullying behaviour and turnover intention. Data on participants’ perceptions of workplace bullying behaviour, turnover intentions, and psychosocial flourishing were collected from n = 373 employees in various South African organisations. Simple mediation modelling was utilised to determine psychosocial flourishing effects on workplace bullying - turnover intention. The results showed strong perceptions of workplace bullying to be related to high turnover intention with psychosocial flourishing partially explaining lower levels of turnover intent from strong perceptions of workplace bullying. Work-role psychological flourishing might be beneficial to workplace health and psychological safety as well as for reducing unwanted turnover.     

拖延行为的干预:计划行为理论和实施意向的影响

本研究以计划行为理论为理论框架,通过实验操纵实施意向,采用日记法进行为期5天的纵向追踪,考察计划行为理论的4个核心变量和实施意向如何影响拖延行为的程度及其动态过程。134名大学生在前一周末共列举了接下来5个工作日内拟完成的668项学习相关任务,随后每天报告当天的任务完成情况。多层线性模型分析结果表明:(1)行为意向中介态度和行为控制感对拖延程度的影响,主观规范影响拖延程度的直接效应显著,但经由行为意向的间接效应不显著;(2)形成实施意向能显著降低拖延程度;(3)行为控制感和实施意向加速任务完成进程,行为控制感越强,或形成实施意向,均显著加快任务完成速度。研究结果对于如何进行拖延行为的干预有一定启示和借鉴。     

No need for an intention to deceive? Challenging the traditional definition of lying

According to the traditional definition of lying, somebody lies if he or she makes a believed-false statement with the intention to deceive. The traditional definition has recently been challenged by non-deceptionists who use bald-faced lies to underpin their view that the intention to deceive is no necessary condition for lying. We conducted two experiments to test whether their assertions are true. First, we presented one of five scenarios that consisted of three different kinds of lies (consistent bald-faced lies, conflicting bald-faced lies, and indifferent lies). Then we asked participants to judge whether the scenario at hand was a lie, whether the speaker intended to deceive somebody, and how they would judge the behavior in terms of morality. As expected, our results indicate that the intention to deceive is not a necessary condition for lying. Participants rated indifferent lies to be lies and judged that no intention to deceive was involved in these cases. In addition, all bald-faced lies were evaluated as lies. However, participants widely ascribed an intention to deceive to bald-faced lies, which thus might not apply as counterexamples against the traditional definition of lying. Besides, lies are judged as morally wrong regardless of an intention to deceive.     

A PRAGMATIC CRITIQUE OF PLURALISM IN TEXT INTERPRETATION

Abstract: I take a pragmatic approach to what interpreters do when they interpret and argue that critical pluralists have focused almost exclusively on one aspect of interpretation: the fact that it is an event taking place in a historical and cultural milieu that influences the many ways interpreters approach a given text. However, there is also in interpretation a pragmatic aspect: the fact that it is an act performed by individuals who, through the utterance of their statements, implicitly make claims, for example, regarding the truth of their interpretation. In the first part I explain what critical pluralists overlook and the consequences of such oversight. In the second part I indicate how the validity of interpretation can be assessed.     

人造物概念的表征：功能、意图和目的论的解释

以概念结构研究从“相似”到“解释”的理论转向为背景,评述人造物领域的“意图-历史论”（Bloom, 1996）,提出人造物概念结构中自上而下的约束是来自“使用目的”而不是“设计意图”。分析近期报告的大量实验,最后提出人造物概念表征的“基于使用的目的论”的解释模式和人造物归类的双重目标模型。     

对未来思考的思考

未来思考是前瞻性思考,旨在解决人生发展任务。人类的未来思考有多种类型。从是否具有现实性上来看,可以把未来思考分为两种主要形式：期望和幻想。幻想抑制动机和行为,但是,如果对幻想和不利现实因素进行心理对照,幻想就可以转变成执行性意图,这是因为心理对照过程能够产生美好未来和当前现实的同时通达。我们还探讨了习惯于不同自我监控思维模式的人对待时间、失败的人格差异,并提出了进一步的研究方向。     

个人与组织价值观匹配对员工工作投入、组织支持感的影响

采用问卷调查法,考察个人与组织价值观匹配和员工的工作满意度、工作投入、组织支持感以及离职意向之间的关系。对33家生产型企业798名员工进行了问卷调查,通过对数据的统计分析,结果表明：个人与组织价值观匹配对员工的工作满意度、工作投入和组织支持感具有显著的正向预测作用,对员工的离职意向具有显著的负向预测作用。     

高校毕业生求职行为的影响机制研究

基于计划-行为理论,考察了836名高校毕业生求职行为的预测因素及其影响机制。层次回归和结构方程分析表明,控制了城乡和政治面貌的效应后,求职自我效能、求职期望、情绪控制、人格外倾和主观支持是影响求职行为的有效因素,其中求职自我效能、情绪控制、人格外倾和主观支持分别正向预测求职行为,而求职期望则负向预测求职行为;求职意向在求职期望和求职行为、情绪控制和求职行为、主观支持和求职行为之间的中介效果均显著,在求职自我效能和求职行为以及人格外倾和求职行为之间的中介效果不显著。     

Investigating joint attention mechanisms through spoken human-robot interaction

Referential gaze during situated language production and comprehension is tightly coupled with the unfolding speech stream ( [Griffin, 2001] , [Meyer et al., 1998] and [Tanenhaus et al., 1995] ). In a shared environment, utterance comprehension may further be facilitated when the listener can exploit the speaker’s focus of (visual) attention to anticipate, ground, and disambiguate spoken references. To investigate the dynamics of such gaze-following and its influence on utterance comprehension in a controlled manner, we use a human–robot interaction setting. Specifically, we hypothesize that referential gaze is interpreted as a cue to the speaker’s referential intentions which facilitates or disrupts reference resolution. Moreover, the use of a dynamic and yet extremely controlled gaze cue enables us to shed light on the simultaneous and incremental integration of the unfolding speech and gaze movement.We report evidence from two eye-tracking experiments in which participants saw videos of a robot looking at and describing objects in a scene. The results reveal a quantified benefit-disruption spectrum of gaze on utterance comprehension and, further, show that gaze is used, even during the initial movement phase, to restrict the spatial domain of potential referents. These findings more broadly suggest that people treat artificial agents similar to human agents and, thus, validate such a setting for further explorations of joint attention mechanisms.     

企业员工工作伦理、工作满意度和离职意向的关系

目的:考察工作伦理与工作满意度、离职意向的关系。方法:对252名企业员工进行工作伦理问卷调查,并建立结构方程模型考察工作伦理、工作满意度与离职意向的关系。结果:员工的工作伦理能显著预测离职意向(反向),工作满意在工作伦理对离职意向的影响中起着完全中介的作用。结论:企业在招聘员工的过程中要重视员工的工作伦理。