领导授权行为的形成机制

领导授权行为通常被视为一种积极的领导行为类型。组织中管理者在授权实施过程中扮演着重要角色, 然而管理者出于维护威权等目的, 不想赋予员工自主权或相应资源的现象大量存在。鉴于此, 越来越多的学者开始探索领导授权行为的影响因素, 但目前研究较为零散, 亟待整合。研究发现：(1)更多的学者强调领导授权行为并非一种稳定的领导风格, 而是领导对不同下属所采取的差异化授权行为; (2)领导授权行为的影响因素可以分为环境因素、领导者因素以及员工因素; (3)领导成员交换理论、信任理论、社会认知理论与授权风险视角是解释领导授权行为形成的重要理论/视角。此外, 基于情境领导理论、CIP领导模型(魅力型-意识形态型-务实型)以及追随理论, 提出了领导授权行为影响因素的未来研究方向。     

Translating Dispositional Resistance to Change to the Culture Level: Developing a Cultural Framework of Change Orientations

A fundamental societal challenge is to balance the desire for growth, development, and progress on the one hand and the need for stability and maintenance of the status quo on the other. To better understand how societies deal with this challenge we employ the personality trait of dispositional resistance to change to conceptualize and empirically establish the concept of cultural change orientation. With data from individuals in 27 countries (N = 6487), we identify three culture‐level change orientation dimensions (routine seeking, affective reactance, and cultural rigidity) and interpret their meaning through their relationships with established cultural frameworks (e.g. GLOBE, Hofstede, Inglehart, and Schwartz). We thus propose a new culture‐level framework and test hypotheses about relationships between change orientation dimensions and national indexes of economic, technological, social, and environmental change. Our findings demonstrate meaningful differential relationships between the three change orientation dimensions and these societal outcomes. Copyright © 2018 European Association of Personality Psychology     

Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

儿童语言和认知（思维）发展的关系

在对幼儿从出生到３岁语言发展追踪研究和有关实验研究结果的基础上,比较、分析儿童语言和认知（思维）发展的各阶段及起作用的因素,探讨语言发展和认知发展的关系,提出以下几点看法：（１）儿童在１岁前（前语言期）的具体思维阶段有认知（有感知、记忆、表象和思维）,但还没有真正的语言。这说明语言不是先于思维,也不是所有的思维都与语言相联系。但是,人类特有的抽象思维却与语言有着密切的联系。（２）认知（思维）发展是语言发展的基础。（３）认知（思维）发展和语言发展的关系是双向的,辩证的,是复杂地交互作用的。（４）应以辩证的唯物主义的观点来看语言和认知（思维）的产生。人类所以有语言,有高度抽象概括的思维,都源于人类的实践活动。     

Psychological Correlates of Perception of Sexual Intent in Women

Abstract

In a sample of 183 men and 186 women, the authors assessed (a) the relative contributions of gender and level of nonverbal social cues to the perception of a female actor's sexual intent during a videotaped social interaction with a man and (b) the association between those variables and personality traits implicated in faulty sexual-information processing. The authors assessed those variables while the participants viewed 1 of 3 film segments depicting a female-male interaction. The authors experimentally manipulated eye contact, touch, physical proximity, and female clothing. At all levels of those nonverbal cues, the men perceived more sexual intent in the female actor than did the women. The perception of the female actor's sexual intent increased as the nonverbal cues in the film segments were magnified: Both actors displayed more eye contact, touch, and physical proximity, and the female actor wore more revealing clothing. Relative to the women, the men demonstrated greater sexual preoccupation and reduced sociosexual effectiveness, variables associated with inferring greater sexual intent in the female actor.     

Contagious flexibility? A study on whether schedule flexibility facilitates work‐life enrichment

Schedule flexibility defines an important generating resource for work-life enrichment; however, our knowledge about how such spillovers take place is limited. This multiple case study examines how workers from different working time contexts with varying levels of schedule flexibility experience work-life interplay. Given the adopted explorative design, it is important to interpret the findings in a tentative light. Nonetheless, the study offers important insight into work-life enrichment that may guide future research in this field. The findings indicate that schedule flexibility may act as a boundary-spanning resource owing to the agency potential it offers workers. Thus, it seemed that flexible schedule opportunities enabled workers to engage more fully in personal life activities, which in turn had a positive influence on their work involvement through positive affect. Such positive role engagements appeared, however, to be greatly determined by workers' boundary management and by time conditions of work and family. In conclusion, the major findings and limitation of the study are discussed against existing research and theory.     

Personality traits associated with problematic and non-problematic massively multiplayer online role playing game use

This research investigated the associations between personality traits and both normal and problematic massively multiplayer online role playing game (MMORPGs) play, as measured by a self report scale. A total of 225 participants completed the online questionnaire, 66 of whom played MMORPGs. Correlational analyses indicated that low levels of functional impulsivity and agreeableness alongside high levels of verbal aggression and video game dependency were associated with greater amount of time spent playing MMORPGs. When comparing problematic and non-problematic MMORPG players directly, problematic players were found to be lower in self regulation, dysfunctional impulsivity and agreeableness, suggesting that these traits may be important in the development and maintenance of problematic MMORPG use.     

‘It's like there are two people in my head’: A phenomenological exploration of anorexia nervosa and its relationship to the self

This study explores the lived experience of anorexia nervosa from the perspective of those who use pro-recovery websites for eating disorders. Fourteen people participated in an online focus group or an e-interview. Data were analysed using interpretative phenomenological analysis. Participants described their disorder as a functional tool for avoiding and coping with negative emotions, changing their identity and obtaining control. A central theme was the experience of an ‘anorexic voice’ with both demonic and friendly qualities. This voice felt like an external entity that criticised individuals and sometimes dominated their sense of self, particularly as anorexia nervosa got worse. Applying dialogical theory suggests a new model of anorexia nervosa, where the anorexic voice is a self-critical position, which disagrees with and attempts to dominate the more rational self. It is suggested that to move on from anorexia nervosa, the individual needs to address his/her anorexic voice and develop a new dominant position that accepts and values his/her sense of self.     

Air Force Commanders' Disciplinary Decisions on Spouse Abuse Cases

ABSTRACT

Inconsistencies exist among Air Force commanders when disciplining spouse abuse offenders, possibly owing to inadequate training, unclear role expectations, conflicting policy statements, or personal biases. This situation may lead to inappropriate decisions, further endangering victims and negatively impacting mission readiness. A sample of 624 Air Force squadron commanders was surveyed to measure how their perceived role and operations tempo affect their disciplinary decisions on two abuse scenarios. The study tested role and decision-theory concepts. Statistical results supported role theory in the predicted direction, and decision theory, but in the opposite direction hypothesized. Implications for theory, practice, and policy development for the military are discussed.