Stability and Change in Emotion-Organization

This investigation is based on the assumption that a person's emotion-organization is a stable, idiosyncratic property of great importance in determining that person's distinctive characteristics. The two main issues are whether a stable emotion-organization can be found in the turmoil of everyday life and whether life events affect this organization. A sequence of 323 daily assessments of an emotion list by a 26-year-old woman justifies the conclusion that stable, meaningful clusters of emotions can be distinguished. Highly emotional events have an enduring effect upon the organization of these clusters.     

Spontaneous Explanations for Work Events Among Individuals in an Occupational Crisis

The way employees in an occupational crisis and other employees explain work events was analyzed. Two hundred and seventeen female participants gave spontaneous attributions for 7 positive and 7 negative hypothetical work events. The results showed that other-blame and a general negative emotional tone of the attributions most powerfully differentiated crisis individuals' attributions from noncrisis individuals' attributions. Future studies are required to determine whether negative attributions lead to occupational crises or whether occupational crises activate employees' tendencies to negative attributions.     

孕期生活事件与妊娠压力：心理健康的中介效应和丈夫支持的调节作用

用问卷调查法对上海市403名单胎、孕周在24～33周的孕妇进行研究,探讨怀孕过程中孕妇经历的生活事件和妊娠压力的关系,以及孕妇的心理健康状况和丈夫支持在其中所起的作用。结果表明：（1）怀孕计划的主效应显著,孕龄的主效应不显著,怀孕计划和孕龄的交互作用显著;妊娠压力在怀孕计划上的主效应显著,意外怀孕的孕妇的妊娠压力显著高于计划怀孕的孕妇的妊娠压力;（2）怀孕过程中孕妇经历的生活事件与妊娠压力呈显著正相关,与孕妇的心理健康呈显著负相关;（3）孕妇的心理健康状况在生活事件和妊娠压力的关系中起部分中介效应,即生活事件部分通过孕妇的心理健康状况影响孕妇的妊娠压力;而丈夫支持则对孕妇心理健康的中介效应起调节作用,当丈夫支持高时,心理健康状况越好的孕妇,其妊娠压力越低,心理健康状况对孕妇妊娠压力预测显著;当丈夫支持低时,心理健康状况对妊娠压力的预测不显著。     

领导者情感的作用机制：一个跨层的整合观点

领导者情感能够影响下属个体绩效和团队整体绩效, 但作用机制尚不清晰。基于情感事件理论和情绪传染理论, 在个体层面上, 领导者情感通过情绪传染和领导者行为两条路径影响下属情感, 进而影响下属绩效和工作态度。其次在团队层面上, 个体情感通过情绪传染和交叉影响形成团队情感基调, 通过影响团队过程, 进而影响团队绩效。最后, 文章提出领导者情感的跨层整合模型, 并对未来研究方向进行讨论。     

时间间隔与未来事件效价：解释水平的中介作用

通过考察解释水平, 诠释时间间隔和未来事件效价的双向关系。结果发现：时间间隔会影响人们对未来事件效价的感知, 高解释水平事件在长时间间隔后发生的感知效价更好, 而低解释水平事件在短时间间隔后发生的感知效价更好(研究1); 同时, 未来事件效价也会反向影响人们对时间间隔的感知, 相对于未来发生的正效价事件, 负效价事件的感知时间间隔更短(研究2)。无论是时间间隔对未来事件感知效价的影响, 还是未来事件效价对感知时间间隔的影响, 解释水平均在其中起到中介作用。     

Selection of Variables in Cluster Analysis: An Empirical Comparison of Eight Procedures

Eight different variable selection techniques for model-based and non-model-based clustering are evaluated across a wide range of cluster structures. It is shown that several methods have difficulties when non-informative variables (i.e., random noise) are included in the model. Furthermore, the distribution of the random noise greatly impacts the performance of nearly all of the variable selection procedures. Overall, a variable selection technique based on a variance-to-range weighting procedure coupled with the largest decreases in within-cluster sums of squares error performed the best. On the other hand, variable selection methods used in conjunction with finite mixture models performed the worst.     

客体工作记忆任务中大脑皮层活动的记忆负荷效应

利用128导事件相关电位技术,采用延迟匹配任务的实验范式,测查了20名正常被试完成不同负荷客体任务时的皮层慢电位（slow cortical potentials,简称sp成分）,实验发现：背侧前额叶在刺激呈现后的700ms到1400ms出现记忆负荷效应,高负荷任务诱发的sp成分显著负于低负荷任务;低负荷任务诱发的sp成分在左前额区（500~1800ms）、左前额-中央区（700~1800ms）、左中央-顶叶区（1000~1400s和1800~4800ms）、右前额区（1800~4800ms）和右前额-中央区（1400~4800ms）显著负于高负荷任务,出现记忆负荷效应,但这种负荷效应在左右大脑半球所反映的心理意义可能不同     

高级职业经理人胜任特质评定探索

为了方便企业甄选所需要的高级管理人才,本文就“高级职业经理人胜任特质评定量表”的编制过程及其量表的结构分析做一报告。该量表分为认知基质、组织协调、领导力、个性倾向和自我调节五个纬度和一个测谎的分量表。本研究立足于中国本土文化,采用小组中心访谈和多种统计分析技术对中国的高级职业经理人的胜任特质进行测评,结果显示总量表和各纬度上的项目具有较高的同质性信度和结构效度,具有较好的鉴别力。