员工被上司信任感的形成机制

现有文献显示员工感知到被上司信任在工作场所中非常重要,因为这种感知会带来许多与工作相关的积极产出。虽然我们已经知道被上司信任感是如何发挥作用的,但是对它的形成机制却知之甚少。忽视这一感知的产生机制将会限制其在管理实践中的有效应用,因为被上司信任感只有被成功地激发才能使信任关系得到建立,并由此对员工的行为产生影响。作为一种由个体对信任相关信息加工而得的感知,员工被上司信任感未必等同于上司实际的信任水平。因此,要想通过让员工感知到被信任来进行有效的管理,作为授信方的上司不仅要主动做出信任的行为,更需要考虑如何让员工准确地感受到自己的信任。 基于符号互动理论和社会信息加工理论,本文构建了一个关于员工被上司信任感形成机制的理论模型。根据该模型,上司的授权与培养这两种管理行为被识别为影响员工被上司信任感产生的重要因素;授权与培养对员工被上司信任感影响的有效性依赖于员工的目标导向、上司的可信度以及团队焦虑水平;员工被上司信任感的产生会影响员工的忠诚与敬业奉献,其影响程度受制于上司所面临的管理风险。 通过揭示上司的信任行为如何以及何时能激发员工被上司信任感并由此对员工的工作行为产生影响,本研究在理论和实践上做出了三个主要的贡献。首先,被信任感不是由授信方或被信任方单独一方决定的,而是在二者的互动中形成。虽然过往研究曾检验过领导风格对被上司信任感的影响,但却未从信任互动的角度进行解释。本文识别出了授权和培养这两种可以传达典型信任信息的管理行为,从而在理论上拓展了关于被上司信任感前因的文献,在实践上为上司如何做可以让员工感受到被信任提供了新的思路。其次,尽管被上司信任感的形成有赖于社会信息加工,却鲜有研究对该过程进行过探索。根据信息加工理论,本研究对被上司信任感产生的机理及边界条件发起了新的对话。我们不仅关注信任信息加工的正反效应,还探索了信息相关度（员工目标导向）与可信度（上司可信度）对这一过程的影响。关注员工目标导向有助于识别基于信任的管理行为的有效目标人群,而关注上司可信度进一步明确了上司在相关信息传达中可能产生的积极或消极的两种不同的影响。实践上,这一探究为管理者提供了重要的指导,帮助他们有针对性地、有效地让员工感知到被信任。最后,通过探讨团队焦虑和管理风险这两个团队层面上的消极因素的调节作用,本文丰富了对上下级信任互动情境的理解。实践上,我们为管理者如何在高不确定和充满挑战性的环境中采用信任管理策略提供了启发。     

Manager–salesperson congruence in customer orientation and job outcomes: The bright and dark sides of leadership in aligning values

To create customer-oriented organizations, managers are often asked to promote a values-based vision. Yet, many managers struggle with transferring their values to employees making strategic value changes difficult. Despite this challenge, research has yet to demonstrate how managers effectively align values within the sales force, or the impact alignment has on job outcomes. Therefore, we develop and empirically test a conceptual framework to examine the role of transformational leadership in aligning salesperson customer orientation (CO) values. We find that transformational leadership is a strong mechanism in creating perceived value congruence, yet may have a surprising dark side. Results suggest that transformational managers achieve congruence by raising or, contrary to conventional wisdom, lowering salesperson CO values to meet the perceived values of the manager. Response surface modelling results support the importance of perceived manager values. Customer-oriented salespeople have higher job satisfaction and sales performance when they perceive their manager to also have high CO. When values are misaligned, job satisfaction increases more for low CO salespeople as perceptions of manager CO increase. Exploratory findings show that performance was higher under situations of perfect alignment but also under severe misalignment suggesting that values generate performance under complementary or supplementary conditions.     

Effectiveness of testosterone therapy for masculinizing voice in transgender patients: A meta-analytic review

Background: Testosterone therapy is the predominant treatment for voice masculinization in transgender patients. Although lowering of voice fundamental frequency (f₀) occurs with testosterone therapy, evidence suggests voice and gender identity may not fully align—i.e., voice-gender congruence may not be achieved—with its use.

Aim: This meta-analytic review evaluates the effectiveness of testosterone therapy to masculinize voice in transgender patients.

Methods: Multiple electronic databases were queried (inclusion dates: from database inception up to October 27, 2017) to identify original research on voice masculinization using testosterone therapy. Nineteen articles were included in this meta-analytic review, which followed PRISMA guidelines. In addition to qualitative analyses, random effects proportion meta-analyses were performed on data related to f₀, voice-gender congruence, voice problems, and satisfaction with voice.

Results: A meta-analysis on f₀ data showed after 1 year of testosterone therapy a combined estimate of 21% of participants (95% confidence interval [CI]: 5%–43%; I²: 59.9%) did not achieve cisgender male normative frequencies (f₀ ≤ 131 Hz). Meta-analyses on incomplete voice-gender congruence and voice problems indicated combined estimates of 21% (95% CI: 10%–34%; I²: 0.0%) and 46% (95% CI: 14%–79%; I²: 90.2%), respectively. Regarding incomplete satisfaction with voice, a meta-analysis showed a combined estimate of 16% (95% CI: 7%–28%; I²: 0.0%).

Discussion: We found that not all transgender patients using testosterone therapy to masculinize voice should expect f₀ lowering to cisgender male normative frequencies after 1 year. The vocal transition may involve voice problems for many patients, and some might not achieve voice-gender congruence without additional, voice-specific intervention. Given these findings, a voice evaluation should occur prior to initiating testosterone therapy and involve counseling on expectations for voice. Transgender patients who pursue voice masculinization may need management from laryngology and speech and language therapy to improve voice-gender congruence, mitigate voice problems, and increase satisfaction with voice.     

Disparate roads to certainty processing strategy choices under need for closure

This paper describes a programme of research addressing an intriguing inconsistency in research findings about cognitive processes under a high need for cognitive closure (NFC). While early studies demonstrated that individuals who seek closure opt for closed-minded cognitive strategies, a growing body of research has identified a number of circumstances in which individuals who are high in NFC engage in effortful, open-minded information processing to an even greater extent than their low NFC counterparts. This has posed the challenge of delineating the circumstances under which people motivated to reduce uncertainty (i.e., attain closure) engage in effortful and open-minded cognition from those situations in which they rely on simplistic, low-effort strategies. This also calls for theoretical advancement in NFC theory. We discuss our proposed solution to this puzzle and the implications of this model for real-world social phenomena.     

Temperament,coping, and involuntary stress responses in preadolescent children: the moderating role of achievement goal orientation

Background and objectives: Developmental theorists posit that temperament contributes to preadolescent’s stress response styles. Findings from empirical studies, however, have yielded mixed results, thus indicating a need to consider moderators of this relation. Utilizing an analytic framework guided by resiliency theory [Zimmerman, M. A. (2013). Resiliency theory: A strengths-based approach to research and practice for adolescent health. Health Education &; Behavior, 40, 381–383], this study examined achievement goal orientation as a moderator of the relation between temperament and stress response styles.

Methods: 96 preadolescent–parent dyads (M_age?=?10.30 years, range?=?9–12 years) participated in the study. Preadolescents reported on their achievement goal orientation, coping and involuntary stress responses (ISRs) styles and a parent reported on children’s temperament.

Results: Multiple regressions revealed that effortful control positively predicted preadolescent’s predominant use of engagement coping and negatively predicted predominance of ISRs, but only for children with a predominant mastery goal orientation. For preadolescents with a predominant performance goal orientation, effortful control negatively predicted the predominant use of engagement coping and positively predicted predominance of ISRs. Negative affectivity and its interaction with goal orientation did not predict coping or ISR styles.

Conclusions: Findings suggest that a predominant mastery goal orientation may function as a promotive factor by enhancing the contribution of effortful control to engagement coping styles and buffering against unmanaged reactivity.     

从归因疗法到内隐理念：德韦克的心理学理论体系及影响

为更好地理解美国当代著名心理学家卡罗尔·德韦克(Carol S. Dweck)的心理学理论体系,对其学术成果进行了系统的整理与分析,发现可按时间维度将其理论划分为四个相继形成的主题：(1)习得性无助和归因的关系主题;(2)成就目标理论主题;(3)内隐智力理念主题;(4)内隐理念主题。这些主题促进了归因、智力、动机、人格等心理学理论的发展,已经被广泛地应用于健康、教育、人际关系及管理等实践领域,对学界与社会产生了深刻的影响。     

服务型领导对员工建言行为的影响:领导-成员交换和学习目标取向的作用

通过对191名员工及其领导的配对问卷调查,探讨了服务型领导对员工建言行为的作用机制。结果发现:(1)服务型领导对员工建言行为有积极影响;(2)服务型领导通过领导-成员交换的中介效应影响员工建言行为;(3)员工的学习目标取向对领导-成员交换与建言行为之间的关系具有调节效应,即员工的学习目标取向越强,领导-成员交换对建言行为的影响越大;(4)学习目标取向调节了领导-成员交换对服务型领导-建言行为的中介作用。     

Vocational Personality Traits in Counselor Education and School Psychology Students

We assessed the vocational personality of 104 graduate students in school counseling, mental health counseling, and school psychology programs using Holland's ( 1997 ) theory of personality and career choice. The correlational findings confirmed the importance of vocational personality traits in relation to the academic performance of graduate students. Among the Self‐Directed Search–Revised vocational personality types, the Investigative type emerged as a consistent predictor of performance on all sections of the Graduate Record Examination. The participants from 3 graduate programs predominantly identified Social as their primary vocational personality type, with variability in the secondary and tertiary code positions. The student group with the highest degree of congruence, defined as the degree of fit between one's personality and the environment, had the highest graduate grade point average, indicating the relationship between the degree of congruence and achievement. Theoretical and practical implications of the findings are discussed.