Low ranks make the difference: How achievement goals and ranking information affect cooperation intentions

This investigation tested the joint effect of achievement goals and ranking information on information exchange intentions with a commensurate exchange partner. Results showed that individuals with performance goals were less inclined to cooperate with an exchange partner when they had low or high ranks, relative to when they had intermediate ranks. In contrast, mastery goal individuals showed weaker cooperation intentions when their ranks were higher. Moreover, participants’ reciprocity orientation was found to mediate this interaction effect of achievement goals and ranking information. These findings suggest that mastery goals are more beneficial for exchange relationships than performance goals in terms of stronger reciprocity orientation and cooperation intentions, but only among low-ranked individuals.     

THE EFFECTS OF PARENT‐IMPLEMENTED PECS TRAINING ON IMPROVISATION OF MANDS BY CHILDREN WITH AUTISM

The present study examined the extent to which mothers were able to train their children, 2 boys with autism, to exchange novel pictures to request items using the picture exchange communication system (PECS). Generalization probes assessing each child's ability to mand for untrained items were conducted throughout conditions. Using a multiple baseline design, results demonstrated that both children improvised by using alternative symbols when the corresponding symbol was unavailable across all symbol categories (colors, shapes, and functions) and that parents can teach their children to use novel pictorial response forms.     

Juggling Parent Care and Employment Responsibilities: The Dilemmas of Adult Daughter Caregivers in the Workforce

We review findings from our programmatic research on adult daughters who are simultaneously involved in the roles of employee and care provider to an impaired parent. Two opposing theoretical perspectives on the health effects of occupying these two roles are described, and empirical findings that bear on each perspective are presented. Our review reveals that, consistent with the competing demands perspective, parent care and employment often conflict with one another. Consistent with the energy expansion perspective, however, there is evidence that holding these two roles can be beneficial for the health of adult daughters.     

孟子论牛羊之别新解

《孟子·梁惠王》所记载的一个故事中的牛与羊的区别 ,可以用结构主义符号学的方法来思考。在这个故事中 ,齐宣王用“以羊易牛”的策略解决了既不能杀牛又不能废衅钟之礼的两难抉择。从结构主义符号学的角度来看 ,这里的牛羊之别 ,是经验中的有生命的动物牛与语言中的无生命的羊概念之间的区别。齐宣王以羊易牛的实质 ,是用一个没有生命的羊概念替换了一头有生命的动物牛。牛羊之别代表了经验和语言的区别 ,这正是中国传统哲学与西方后现代哲学的根本区别。     

中国组织情境下的领导有效性：对变革型领导、领导-部属交换和破坏型领导的元分析

以91项实证研究(92个独立样本, 33517名员工)为对象, 综合使用元分析、相对权重分析和结构方程技术, 考察了中国组织情境下领导方式的有效性问题。研究者从导向(行为-关系)和性质(积极-消极)两个方面, 选择了变革型、领导-部属交换和破坏型3种领导方式; 从产出类型(态度-行为)方面, 选择了下属工作满意度、情感承诺、留职意愿、任务绩效和组织公民行为5种有效性指标。结果表明：(1)变革型领导和领导-部属交换与员工积极性态度和行为正相关, 破坏型领导与员工积极性态度和行为负相关。(2)三种领导方式的有效性有所不同：在对下属态度的影响上, 领导-部属交换作用最强, 变革型领导次之, 破坏型领导最弱; 在对下属行为的影响上, 破坏型领导作用最强, 领导-部属交换次之, 变革型领导最弱。(3)关系导向领导方式在行为导向领导方式与下属反应关系中起部分中介作用, 即除了直接影响, 变革型和破坏型领导还通过提高和降低领导-部属交换质量影响下属态度和行为。     

社会阶层信号及其对人际水平社会互动的影响

社会阶层信号是指个体据以感知和判断他人社会阶层的一切线索, 人们通过加工这些微妙的线索便能判断出他人的社会阶层, 而他人的社会阶层在很大程度上决定着人们在人际水平的社会互动行为。以穿着打扮、面部特征和说话特点为例, 说明社会阶层信号对个体判断他人阶层的影响, 在此基础上围绕社会交换、社会公平和社会认同这三个动机视角归纳了社会阶层信号对人际水平社会互动的不同影响。针对社会阶层信号本身, 将来有必要探讨社会阶层信号功能弱化的问题; 由于社会阶层信号与社会阶层这一概念的相关度较高, 未来研究有必要阐述二者的联系与区别; 鉴于目前少有研究考察第三方的社会阶层信号如何影响人际水平社会互动的问题, 探索互动中第三方社会阶层信号的影响及其机制将会是对社会阶层心理学研究的一个重要推进。     

MICHEL DE M'UZAN AND ORIGINS OF IDENTITY

Michel de M'Uzan describes a way to think about identity in which two distinct sources of our sense of identity must be considered. His innovation is the concept of the vital‐identital, which he suggests is equally foundational with the sense of identity derived from the early human environment. The term endogenous identity is used to unify under one heading the ideas that de M'Uzan employs to build his concept of vital‐identital. The author summarizes de M'Uzan's earlier work, elaborates on his more recent ideas, and illustrates the use of de M'Uzan's ideas with a cultural and a clinical example.     

Job insecurity and discretionary behaviors: Social exchange perspective versus group value model

This study examines the relationship between job insecurity and discretionary behaviors, that is, organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB), with the purpose to extend knowledge on the theoretical explanations for these outcomes. Considering the employment relationship with the organization, two different perspectives are suggested and compared in a multiple mediator model, in order to understand the reasons for discretionary behaviors. We draw upon social exchange theory as the basis of psychological contract perceptions and we rely on the group value model to explain organizational justice evaluations. A total of 570 blue‐collar workers in Italy participated in our survey. The results show that job insecurity is indirectly related to OCB and CWB through psychological contract breach and organizational injustice. Both mediational mechanisms have equivalent strength in explaining the relationships, namely, they are complementary processes in accounting for both behaviors. These findings suggest that employees’ behaviors in job insecure contexts are driven not only by concerns related to the exchange of resources with the organization, but also by evaluations about their value as important members of the group.     

A New Paradigm of Life and Consciousness

The facts of life, like facts of physical nature, are not subject to material premises applicable to physical nature. Like matter, life is a universal field of forces interacting, reacting, and seeking equilibrium, but the forces involved are vital energies of sensation, impulse, feeling, emotion, will, and aspiration characteristic of conscious or subconscious living beings. Universal principles govern the consequences of these interactions, although the appropriate methods for study differ. They explain the correspondence between inner subjective, psychological forces, and external results and are the basis for the capacity of conscious individuals to make life respond by their inner intentions.     

从社会交换的角度看组织认同的来源及效益

从社会交换的角度探讨了组织认同的来源及效益。采用结构方程建模的方法,通过对398名企业个体的问卷调查所获取的数据进行分析,结果表明：（1）POS对组织认同和留职意愿有着直接的显著影响;同时,它通过组织认同的中介作用对个体的留职意愿、同事间利他行为、个人主动性、人际和谐和保护公司资源会产生间接的影响;（2）LMX对组织认同和留职意愿没有直接的显著影响;但它对同事间利他行为、个人主动性、人际和谐和保护公司资源有着直接的显著影响