先秦礼文化凸显的道德生活

先秦礼文化是中国传统文化的重要组成部分,它以制度化的形式存在于先秦社会的方方面面,包括先秦礼俗、礼制、礼学和礼教等主要内容。先秦礼文化的核心是伦理道德,它通过一定的仪式来确立协调天(神)人关系、家庭关系、政治关系以及社会交往等伦理关系的道德规范,以此维护现存社会的稳定和秩序。具体而言,包括以敬神为核心的宗教伦理、以人与自然和谐为主要内容的环境伦理、以孝亲为核心的家庭伦理、以忠君为核心的政治伦理、以尚德尚齿为核心的社会伦理等内容。     

Gender and work-family conflict: testing the rational model and the gender role expectations model in the Spanish cultural context

Gutek, Searle, and Klepa (1991) proposed two models to explain the gender differences in work-family conflict: the rational model and the gender role expectations model. Both models have mostly been tested on American and Canadian samples, and have obtained partial support. Given the cultural differences between North American countries and Spain, we should question whether the two models are equally applicable to Spanish society or whether one of them captures Spanish men and women's experience of work-family conflict better than the other. So, the aim of this study is to test which of the models better explains the gender differences in work-family conflict in the Spanish cultural context (or if, indeed, the two models apply equally well). Given the typical cultural dimensions of Spanish society, we expected to find greater support for the gender role expectations model than for the rational model. However, the results obtained in this study indicated that, while the rational model can explain the gender differences that were found, the gender role expectations model cannot capture Spanish people's work-family conflict experiences. The results are interpreted in terms of cultural dimensions characteristic of the Spanish context.     

The influence of the perception of a familial climate on job performance: mediation of loyalty to supervisors and moderation of filial behaviour

With a collectivist cultural perspective, we examined the positive effects of employees' perceptions of a familial climate on loyalty to supervisors, the mediation of loyalty between perception of a familial climate and job performance, and the moderation of employees' filial behaviour on the relationship between perception of a familial climate and loyalty. The participants consisted of 247 supervisor-and-subordinate dyads in Taiwan. The results supported our hypotheses. Through the mechanisms of family behaviour transference, social identification and supervisor-subordinate exchange, perception of an organizational familial climate enhanced loyalty to supervisors. Furthermore, loyalty to supervisors mediated the relationship between perception of a familial climate and job performance. Filial behaviour moderated the relationship between perception of a familial climate and loyalty; thus, the relationship of perception of a familial climate and loyalty was stronger for employees with low levels of filial behaviour and weaker for employees with high levels of filial behaviour. These findings are discussed in terms of their theoretical and practical implications for future research and management practices.     

The sources of bullying–psychological work environment and organizational climate

Abstract

The aim of this study was to identify the work-related risks of bullying in the psychological work environment and the organizational climate. Also the role of some individual and personality characteristics in becoming a victim of bullying were investigated. Altogether 949 municipal employees answered a mailed questionnaire; 10.1% of them felt themselves bullied. Especially some features in the functioning of the work unit, e.g. poor information flow, an authoritative way of settling differences of opinion, lack of mutual conversations about the tasks and goals of the work unit, and insufficient possibilities to influence matters concerning oneself can all promote bullying. Both the victims and the observers of bullying perceived deficiencies in these aspects at their workplace. Gender and age did not explain bullying. The victims of bullying felt that envy, a weak superior, competition for tasks or advancement, and competition for the supervisor's favour and approval were the most common reasons for bullying.     

Gender differences in applying social cognitive career theory in engineering students

This study tested Social Cognitive Career Theory (SCCT) in predicting engineering interest and major choice goals among male and female college students. Participants were 579 sophomore engineering students who completed measures of self-efficacy beliefs, outcome expectations, interests, goals and social supports and barriers. Findings confirmed that the SCCT model produced a good fit to the data across gender. The findings also corroborated that women have less self-efficacy beliefs and interest than men. However, there are no statistically significant differences in measures relating to outcome expectations and goals. Moreover, women are more likely to perceive support, especially from peers and family, while men are more likely to perceive family barriers than women. For other supports and barriers there are no gender differences. Implications for future research and practice are discussed.     

A mixed-method approach to post-retirement career planning

In times of rising longevity and shortage of skilled workers, post-retirement work has become increasingly prevalent in many countries. However, not much is known about the expectations and facilitating factors associated with work-related activities after retirement. In two studies we draw on the social cognitive career theory and investigated the role of outcome expectations and facilitating factors in post-retirement career planning. First, we interviewed 22 older employees and subject matter experts in a German aerospace company to learn more about expectations of post-retirement work and its facilitating factors to build a theoretical model. Second, to test our theoretical model, 212 employees of the same company aged 50 to 65 completed a web-based survey. Results showed that outcome expectations and the facilitating factors identified in the interview study were significantly related to post-retirement career intention. Further, the facilitating factor social approval moderated the relationship between outcome expectations and post-retirement career intention. We discuss implications of our findings in terms of how they inform retirement counselors, organizations, and society to help increase engagement in work-related activities after retirement.     

Shameful secrets and shame-prone dispositions: How outcome expectations mediate the relation between shame and disclosure

Shame may be a deterrent to disclosing secrets to a counselor, and shame-proneness may be associated with generalized tendencies to avoid disclosure of distress. If so, the mechanism explaining these relations might be the expected outcomes about disclosure. College students in the United States (N?=?312) thought of a shameful secret of theirs, and they rated the degree of shame they felt about the secret, their willingness to disclose the secret to a potential counselor, and their expected support from a potential counselor (i.e. outcome expectation). Participants also completed dispositional measures of shame-proneness, generalized outcome expectations about disclosure, and disclosure tendencies. Mediation analyses revealed that participants’ experiences of shame regarding their secrets predicted lower anticipated support from the counselor which predicted lower willingness to disclose the secret. This effect largely replicated at the dispositional level, such that anticipated risks of disclosure mediated the relationship between shame-proneness and disclosure tendencies. These findings suggest that counselor efforts to promote healthy client disclosure could target the client’s outcome expectations about disclosure rather than the client’s degree of shame.     

咨询期望与人格特质的相关性及对临床心理干预的启示

本研究探析了人格因素与咨询期望的相关性及对临床工作的启示.通过方便抽样选取样本348人,用心理咨询预期简表、卡特尔16项人格因子问卷进行调查.咨询期望在性别之间无差异,心理咨询中的个人承诺与聪慧性、稳定性等人格因子呈正相关;与怀疑性、忧虑性等呈负相关.对咨询师专业性的期待与乐群性、稳定性等人格因子呈正相关;与怀疑性、忧虑性等呈负相关.人格中的有恒性、聪慧性等对个人承诺有正向影响,而忧虑性、怀疑性对其有负向影响.有恒性、乐群性对专业性期待有正向影响,而忧虑性则产生负向影响.在临床心理咨询中要想达到理想效果,需要依据来访者的人格特点,评估并适时调整咨询期望.     

“平分秋色”与“三足鼎立”:适应功能视角下拒绝敏感性的新结构取向

拒绝敏感性是个体对拒绝信息的焦虑预期、准备性知觉和过度反应的倾向。以往研究多以单因素的视角考察整体拒绝敏感性,但近年来其结构取向出现了转变趋势,研究者开始从适应功能的视角分别关注其二因素(即焦虑预期、愤怒预期)与三因素结构(即焦虑成分、愤怒成分和拒绝预期),且发现不同结构取向对个体的适应功能具有不同影响,焦虑预期与内化行为问题有关,愤怒预期与外化行为问题有关,而拒绝预期作为认知成分也需要加以重视。未来亟需从性别差异、行为及神经科学证据、本土化研究、年龄差异、针对性干预措施五方面对不同结构进一步深入探索。     

家长教育期望对学业倦怠的影响:家长投入的中介及家庭功能的调节

本研究以北京市2921名中小学生及其家长为调查对象,考察了家长教育期望对其子女学业倦怠的影响,以及家长投入的中介作用和家庭功能的调节作用。结果发现：（1）在控制年级、性别后,家长教育期望依然负向预测子女的学业倦怠;（2）家长投入在家长教育期望与学业倦怠之间起部分中介作用,即教育期望能够通过提升家长投入,进而降低子女的学业倦怠水平;（3）家庭功能在家长投入与学业倦怠的关系中起到调节作用,只有家庭功能良好时,家长投入才能显著降低子女的学业倦怠水平。这一结果对于家长如何科学有效地促进子女的学业发展具有启示意义。