Deadly combinations: how leadership contexts undermine the activation and enactment of followers’ high core self-evaluations in performance

Employees with high core self-evaluations (CSE) generally perform well in their jobs. The enactment of CSE in performance occurs within contexts, and leadership is one form of context that influences the activation and expression of CSE. Drawing on theories of CSE and leader–member exchange (LMX), we characterized the leadership context as the interaction between leader CSE and LMX quality. Examination of 173 followers and their 31 leaders in a manufacturing organization showed a positive association between follower CSE and performance when the context comprised high leader CSE and high LMX. Conversely, leadership contexts comprising high leader CSE and low LMX, or low leader CSE and high LMX, resulted in a negative relationship between follower CSE and performance. We also show that low CSE followers have relatively high performance under some circumstances. Thus, we contribute to understanding how some leadership contexts undermine high CSE followers’ performance and promote low CSE followers’ performance.     

This new science of ours: a more or less systematic history of consciousness and transcendence. Part I

This paper is a search for the origins and nature of human consciousness. This portion, the first part of two, takes up a signal work of Jung and one of Freud, both published in 1911 and both deriving thinking as the first embodiment of higher mental functions. Thinking and consciousness (and subsequently spirit) are elaborated in terms of the nature and vicissitudes of libido. Jung's less well understood theory regarding a quantitative libido is particularly addressed as are his non-Cartesian ways of reasoning. Also addressed is Jung's turning away in the final analysis from a frankly metaphysical and transcendent position as compared to the pre-Socratic philosophers with whom focused thinking began in the western world. Differentiation is made between mechanistic and energetic field dynamics in how reality is viewed.     

Western and Russian Traditions of Big History: A Philosophical Insight

Summary  Big History – an integral conception of the past since the Big Bang until today – is a novel subject of cross-disciplinary interest. The concept was construed in the 1980–1990s simultaneously in different countries, after relevant premises had matured in the sciences and humanities.Various versions and traditions of Big History are considered in the article. Particularly, most of the Western authors emphasize the idea of equilibrium, and thus reduce cosmic, biological, and social evolution to the mass-energy processes; the informational parameter involving all mental and spiritual aspects are seen as epiphenomena of material structures” complication that do not play their own role in evolution. In Russian tradition ascending to A. Bogdanov, E. Bauer, I. Prigogine, and E. Jantsch, sustainable non-equilibrium patterns are used. This implies attention to the pan-material sources and evolution of mental capacities and spiritual culture (as basic anti-entropy instruments) and humans” growing intervention in the material processes on Earth and outside it.The non-equilibrium approach in the context of modern control and self-organization theories, alters the portrayal of the past, and still more dramatically, estimation of the civilization’s potential perspectives.     

家庭支持型主管行为对员工的影响与作用机制：基于元分析的证据

为厘清家庭支持型主管行为对员工的独特影响,并比较不同的作用机制,本研究对包含204个独立样本、340个效应值及91145名员工的164篇文献进行了元分析,结果发现：(1)与一般主管支持行为相比,家庭支持型主管行为对员工的任务绩效、创新行为和生活满意度有更强的积极影响。(2)工作对家庭冲突(资源视角)、领导-成员交换(交换视角)和情感承诺(情感视角)均能解释家庭支持型主管行为对员工的作用机制,并互为补充。具体而言,三者均能中介家庭支持型主管行为对任务绩效的影响;领导-成员交换和情感承诺在家庭支持型主管行为与创新行为间起中介作用;工作对家庭冲突和领导-成员交换则在家庭支持型主管行为影响生活满意度中发挥中介效应。研究结果为家庭支持型主管行为的影响效果提供了可靠结论,也有助于深入理解其作用机制。     

Social exchange relationships and exchange ideologies of employees and supervisors: A three-way interaction toward employee creativity

This study aims to better understand the effects of social exchange relationships between employees and their organizations (perceived organizational support [POS]), and their leaders (leader–member exchange [LMX]) on their creativity. To this end, we investigated how exchange ideologies of employees and supervisors affect the relationship between POS/LMX and employee creativity using a three-way interaction test. Building on the social exchange theory, the results from our sample of 254 leader–employee dyads indicated that the relationship between POS/LMX and employee creativity is significantly more positive for an employee with strong exchange ideology than for an employee with weak exchange ideology. Moreover, POS and LMX had the strongest positive relationships with creativity when both employees and supervisors had higher levels of exchange ideology. The implications of our results and future research directions are discussed.     

Risk-sensitive choice in humans as a function of an earnings budget

Risky choice in 3 adult humans was investigated across procedural manipulations designed to model energy-budget manipulations conducted with nonhumans. Subjects were presented with repeated choices between a fixed and a variable number of points. An energy budget was simulated by use of an earnings budget, defined as the number of points needed within a block of trials for points to be exchanged for money. During positive earnings-budget conditions, exclusive preference for the fixed option met the earnings requirement. During negative earnings-budget conditions, exclusive preference for the certain option did not meet the earnings requirement, but choice for the variable option met the requirement probabilistically. Choice was generally risk averse (the fixed option was preferred) when the earnings budget was positive and risk prone (the variable option was preferred) when the earnings budget was negative. Furthermore, choice was most risk prone during negative earnings-budget conditions in which the earnings requirement was most stringent. Local choice patterns were also frequently consistent with the predictions of a dynamic optimization model, indicating that choice was simultaneously sensitive to short-term choice contingencies, current point earnings, and the earnings requirement. Overall, these results show that the patterns of risky choice generated by energy-budget variables can also be produced by choice contingencies that do not involve immediate survival, and that risky choice in humans may be similar to that shown in nonhumans when choice is studied under analogous experimental conditions.     

组织中的社会交换：由直接到间接

社会交换理论被引用来研究组织中的两种交换：员工与所在组织之间的交换——“感受组织支持”（POS）和员工与直接上司之间的交换——“领导—成员交换”（LMX）。以往的研究侧重于“直接交换”,即：从POS和LMX到员工工作产出的直接回归。该文以员工的组织情感承诺和工作满意感为中介变量,考察POS和LMX对员工工作产出的间接影响。在919份有效问卷的基础上,通过结构方程模型的比较,结果发现：组织情感承诺和工作满意感的确可以在POS和LMX与员工工作产出之间承担全部或部分中介的角色。这说明,员工与组织之间、上司与下属之间的交换只有小部分是“直接交换”,大部分则属于“间接交换”。最后,作者讨论了这些新发现的理论意义和实践意义,并指出了该研究的不足之处。     

无意识活动与静息态脑能量消耗

静息态脑活动的研究关注个体在清醒、静卧、闭眼时脑的活动情况,大量实验证明静息状态下大脑仍进行着持续不断的信息加工活动,并且消耗大量能量。本文在阐述无意识活动特性以及总结静息态脑能量消耗研究的基础上,提出用无意识活动解释静息态脑能量消耗的观点,强调在研究无意识活动的心理意义的同时,还要研究无意识活动的神经机制及其生理表现。