如何激发员工绿色行为?绿色变革型领导与绿色人力资源管理实践的作用

鉴于当今环境问题的严峻性, 如何激发绿色行为逐渐成为社会各界关注的一个话题。本研究从绿色变革型领导和绿色人力资源管理实践两大绿色管理利器入手, 探究两者能否共同激发员工绿色行为。基于以往文献, 本研究提出两组竞争性假设：基于线索一致理论, 认为绿色变革型领导与绿色人力资源管理实践正向交互影响员工绿色行为; 此外, 基于领导替代理论, 认为绿色变革型领导与绿色人力资源管理实践负向交互影响员工绿色行为。研究1a (N = 91)和研究1b (N = 220)采用实验法, 发现绿色变革型领导与绿色人力资源管理实践发挥协同作用, 正向交互预测员工绿色行为。研究2采用问卷法, 搜集了三时点上下级配对数据(N = 173), 不仅再次支持了研究1的发现, 还进一步揭示环保目标清晰度的中介作用。以上结果支持了线索一致性理论在绿色管理领域的适用性, 并启示企业在绿色管理过程中可以软硬兼施, 联合运用绿色变革型领导和绿色人力资源管理实践两大策略。     

群组成员行动目标的一致性对群体实体性的影响:动作形式一致性的调节作用

群体被视为一个有机整体的特性被称为群体实体性。研究从行为的行动目标和动作形式两个特征维度出发,探讨了行动目标一致性和动作形式一致性如何共同作用于群体实体性。结果发现,在不同群体规模下,群体成员具有一致目标的群体实体性均高于不一致条件,但只有当行为发生在群体情景且符合合理性原则时,动作形式一致性对该影响关系才起到调节作用。该结果表明,只有当行为发生在群体情景且符合合理性原则时,行动目标和动作形式才联合作用于群体实体性。     

Younger drivers executive functioning and the relationship with experiencing signs of sleepiness

Young drivers are more likely to continue driving when experiencing signs of sleepiness and are over-represented in sleep-related crashes. Adolescence and early adulthood are characterised by comparatively poor executive functioning, and while previous research has demonstrated a link between poor executive functions and several risky driving behaviours, the relationship with sleepy driving is not well understood. Accordingly, the first aim of the current study was to examine the association between executive functions and experiencing the signs of driver sleepiness in a sample of young adult drivers. Additionally, young drivers who have less experience with driving while sleepy, may attribute less importance to the signs of sleepiness as an indicator of underlying sleepiness level. To test this assumption (aim two), the impact of experiencing signs of sleepiness on perceptions of the importance of those signs was examined. Participants included 118 young adults aged between 17 and 25 years, who completed an online survey measuring experiences with the signs of sleepiness while driving, executive functions, and demographic characteristics. This sample of young adults reported having considerable experience with several signs of sleepiness (i.e., yawning, mind wandering, and difficulty keeping eyes while driving). A linear regression analysis found that the demographic variables of age and hours driven per week, as well as the executive function constructs of organization, strategic planning, and impulse control were associated with experiencing signs or sleepiness. Moreover, having experienced more signs of sleepiness was associated with an increased likelihood in rating those signs as important indicators of sleepiness. The current findings suggest both that several high-level cognitive processes as well as levels of experience with driving when experiencing signs of sleepiness contribute to young peoples’ sleepy driving.     

生涯规划清晰度对大学生学习参与的影响:有调节的中介模型

考察生涯规划清晰度对大学生学习参与的影响机制。采用生涯规划量表、学习过程问卷、团队学习氛围量表和学习参与量表对728名大学生进行调查。结果发现:(1)生涯规划清晰度对学习参与具有显著正向影响;(2)学习动机在生涯规划清晰度与大学生学习参与间起部分中介作用;(3)同伴学习氛围在中介模型的后半段路径中起调节作用。这一结论有助于理解生涯规划清晰度对学习参与的作用机制,对提升大学生学习参与水平具有一定的启发意义。     

目标概念的辨析及其对决策的影响

目标对决策的影响过程包含了明晰目标的决策过程和在目标的动机作用下完成后续决策任务的过程。目标是个体期望实现的多个未来结果相互之间竞争动机作用的结果。依据对未来结果的渴望性和可行性等特征的认知, 个体抉择出某个未来结果作为自己的目标, 使其具有了动机作用。在明晰目标的过程中, 解释水平、自我控制的人格特质和成功经验都会产生重要影响。在明确了目标以后, 目标通过改变个体对有利于目标实现的决策备择方案的态度和选择性注意来影响个体的决策。未来研究可以从目标的意识程度对决策负面结果的影响, 对决策的心理过程进行直接测量等角度来探讨目标对决策的影响。     

复杂目标实现过程中进展感知与努力的因果关系：基于潜在差分模型的分析

长期、多任务复杂目标实现过程中,个体如何依据过往进展来调节未来努力付诸程度,一直是工业与组织心理学中有争议的话题之一。本研究以创业活动作为研究背景,以PESD数据库中215名创业者为研究对象,构建潜在差分模型对连续5年的创业进展感知与创业努力的客观数据进行分析。结果显示,进展感知和努力间呈现互动式因果关系：前一期努力程度能够预测下一期进展感知的增加,但前一期进展感知却使得下一期努力程度减弱。     

工作连通行为的双刃剑效应：多重任务倾向的调节作用

随着移动通信工具飞速发展,“全天候保持工作连通”的新时代已到来。在此背景下,工作连通行为对员工工作与生活的影响受到广泛关注。基于工作要求-资源模型,通过258份三时点的领导-员工配对数据探究工作连通行为的双刃剑效应。路径分析结果表明,工作连通行为一方面会通过工作目标进展进而影响员工工作绩效(积极路径),另一方面又会通过工作负荷进而导致工作-家庭冲突(消极路径)。多重任务趋向在上述两条路径过程中发挥调节作用,对于高多重任务趋向的员工, 积极路径的效果被强化,而消极路径的效果被削弱。     

Working adults’ well‐being: An online self‐help goal‐based intervention

An online self‐help goal‐setting and planning (GAP) intervention to improve working adults’ well‐being was tested using a longitudinal, randomized crossover design. The study sought to (1) test the effectiveness of the intervention relative to wait‐list controls; and (2) test the stability of effects over a 3‐month follow‐up period. Participants were recruited from the UK Civil Service and were randomized to either a GAP intervention or a wait‐list control condition. Wait‐list participants then crossed‐over to receive GAP. Relative to wait‐list controls (N = 149), GAP participants (N = 158) reported significantly higher levels of positive affect (PA) and flourishing, but similar levels of negative affect (NA) and life satisfaction immediately after the intervention. Longitudinal data were analysed for the whole sample (N = 307). Compared to the start of the intervention, participants reported an increase in PA and flourishing directly after the intervention and 3 months later. NA and life satisfaction showed no change by the end of the intervention, but had improved by 3‐month follow‐up. Completing more modules predicted post‐intervention improvements in well‐being, accounting for pre‐intervention well‐being levels. The online self‐help format allowed the intervention to be offered with minimal therapeutic support, enabling convenient access by a large group of employees. The study provides an example of a successful adaptation of a clinically proven well‐being intervention to make it accessible to working adults.

Practitioner points

• Well‐being interventions proven in clinical settings can be effectively adapted for use in workplace settings with only minor alterations.
• Brief, online self‐help interventions can improve working adults’ well‐being.
• Goal‐based interventions can improve working adults’ well‐being when focused towards goals that are aligned with personal values and have been chosen by the individual.