基于管理者安全管理行动的高风险企业安全氛围改善

随着系统可靠性的提高,高风险企业超过三分之二的事故原因涉及人的因素。员工不安全行为是系统失效的触发因素,潜藏的社会情境因素(如安全氛围)是“常驻的病原体”,因此探索并改善影响安全行为的社会情境因素是有效提升组织安全的关键。在众多的情境因素中,安全氛围对安全绩效的积极影响已得到充分的文献支持,但对如何改善安全氛围的探索却有限。本项目围绕管理者对安全的承诺这一安全氛围的核心维度,基于信号理论提出直接安全管理行动是体现管理者安全承诺的重要途径,并在探索主管和经理关键安全管理行动对团队和组织安全氛围影响的基础上开展相应的干预研究。具体而言,在团队层面,探索改善主管关键安全管理行动对团队安全氛围提升的有效性;在组织和团队两个层面,探索改善经理的关键安全管理行动对同时提升组织和团队安全氛围的有效性。研究结果预期可以在安全管理实践中推广应用。     

Outpatient behavioral management of aggressiveness in adolescents: A response cost paradigm

This study focuses on outpatient behavioral management of oppositional‐defiant teenagers that engage in aggressive behaviors. Sixteen subjects, 13 male and three female, are followed through an alternating treatment, single case design, ABCD: baseline; cognitive therapy coupled with the REST (Real Economy System for Teens) program for parental outpatient behavioral management; combined cognitive, REST, and response cost; and finally REST with response cost to control aggressive behaviors. The response cost was designed to control aggression. Response cost involved the parents identifying seven reinforcers, objects, and activities that are important to the teen. They are rank ordered, with item one being most important and item seven being least important. An aggressive act means the loss of an item for 1 year, beginning with item seven and progressing upward. This study finds that aggressive behaviors do not decrease with cognitive therapy and the REST program. When the more stringent response cost program is implemented in addition to the cognitive and REST techniques, the acts of aggression do respond to treatment. Thus, it is concluded that adding a stringent parent management response cost program offers a tool therapists can use in treating aggressive, oppositional‐defiant teenagers on an outpatient basis without the need for hospitalization. Aggr. Behav. 25:321–330, 1999. © 1999 Wiley‐Liss, Inc.     

Proactive Vitality Management and Creative Work Performance: The Role of Self-Insight and Social Support

Integrating proactivity and creativity literatures, we argue that people can perform more creatively at work when they proactively manage their levels of vitality. Proactive vitality management is defined as individual, goal-oriented behavior aimed at managing physical and mental energy to promote optimal functioning at work. We hypothesize that this process may be facilitated by being aware of one's own state and by support from others. A total of 242 employees participated in a weekly diary study for three consecutive weeks, yielding 610 observations. Results of multilevel analyses show that participants reported more creative work performance during weeks in which they had proactively used vitality management. In addition, in line with our predictions, self-insight and social support for creativity in the workplace acted as cross-level moderators and strengthened the relationship between proactive vitality management and creativity. We conclude that a proactive approach regarding physical and mental energy is an important bottom-up strategy that may foster creativity in work settings.     

Willingness to fake: Examining the impact of competitive climate and hiring situations

Applicants may be willing to fake in job interviews with the aim of creating a positive impression. In two vignette‐based experiments, we examined if a competitive—versus noncompetitive—climate (Study 1) and hiring situation (Study 2) increased participants' willingness to fake. We also examined if Honesty–Humility and Competitive Worldviews moderated the relation between willingness to fake and how competitive participants believed they must be in order to secure the job. Results demonstrated that a competitive climate and hiring situation increased willingness to fake. Honesty–Humility and Competitive Worldviews were related to willingness to fake, but these relations did not change substantially at different levels of perceived need for competitiveness. Overall, results lend some theoretical support to propositions about applicant faking.     

隐性知识的具身机制、转化与管理

隐性知识是知识经济时代的发展关键,在多个学科的知识体系中占有重要位置。由于隐性知识有内隐表征、主观经验和情境性等多种跨层属性,导致管理学、体育学等学科面临隐性知识转化与管理的难题。隐性知识本质上是具身性的,身体经验与情境的互动为个体在知识系统中归纳与形成隐性知识提供了基础。隐性知识的提取与应用机制为组织对隐性知识的转化与管理提供了桥梁,而隐性知识的具身机制是其提取与应用的依据。本文将基于具身认知理论,结合多个学科的研究证据,对不同情境下的隐性知识提取与应用机制进行分析,旨在梳理出隐性知识的具身机制,并针对隐性知识的未来研究、转化与管理提出建议。     

自恋与道德虚伪:权谋术和辩证思维的作用

探讨自恋影响道德虚伪的内在机制和边际条件。通过对200名金融行业员工的问卷调查,发现个体的自恋倾向能正向预测道德虚伪水平,是权谋术而不是印象管理在自恋与道德虚伪之间起中介作用。进一步的分析还发现辩证思维调节着自恋与道德虚伪之间的关系——对辩证思维水平低的人而言,自恋正向影响道德虚伪; 而对辩证思维水平高的人而言,自恋不影响道德虚伪。结果对理解当代中国人自恋人格与道德特性的关系有重要意义。     

向死存在对智慧的影响:观点、机制及评价

向死存在对智慧产生了怎样的影响?三种观点及相关证据回答了这个问题,并提供了解释机制:(1)向死存在助推智慧,使人谦卑、超越、利他、公平和宽容等,其主要解释机制是创伤后成长理论;(2)向死存在阻碍智慧,引起心理不健康、自我服务偏见、内群体偏见、贪婪、物质主义等,其主要解释机制是恐惧管理理论;(3)向死存在是否助推智慧受到如自尊、权力感、自我构念、政治信念、宗教信仰等多种因素的调节。文末评价了过去研究中存在的问题,即概念界定问题、向死存在的心理阶段性问题和文化世界观的内涵问题,并提出了化解之道。