Social identity gratifications of social network sites and their impact on collective action participation

Collective action has been studied by social psychologists for over a century. Social network sites such as Facebook have further extended the ability of individuals to instigate social, political and organizational change, and provide a new context in which to study collective action. Drawing on social identity theory (SIT), self‐categorization theory (SCT) and uses and gratifications theory (UGT), this study explores the role of individuals’ group identification, social identity gratifications (SIG) and Facebook group use intensity on their willingness to participate in collective actions instigated through a Facebook group. Members of a Facebook group representing a cause against management completed an online survey (N = 406). Factor analyses reveal that motivations based on psychological affiliation with the group explained the most variance for Facebook group use. Moreover, compared to Facebook group use intensity, SIG were the stronger mediator between group identification and willingness to participate in collective action. The study demonstrates the utility of blending concepts from SIT, SCT and UGT to explore how socially motivated uses of the media can predict collective actions.     

群体购买情境下冲动性购买影响研究：解释水平视角

本研究基于解释水平理论视角,检验了消费者在群体购买情境中的冲动性购买行为.研究1采用2（解释水平：高vs.低）＆#215;2（自我建构：独立vs.互依）组间因子设计,用来检验解释水平是否调节自我建构类型对冲动性购买的影响;研究2采用2（解释水平：高vs.低）＆#215;2（认知模式：感知vs.模拟）组间因子设计,检验认知模式和解释水平对冲动性购买的联合影响.实验结果表明：群体购买情境下,消费者自我建构类别不同,冲动性购买意愿也不同,且受到解释水平的调节影响;群体购买情境下,消费者对他人认知模式的不同,对自身冲动性购买的影响也不同,解释水平在其中也起到了调节作用.     

The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence

This study investigated the factor structure and factorial group and time invariance of the 17-item and 9-item versions of the Utrecht Work Engagement Scale (UWES; Schaufeli et al. (2002b) Journal of Happiness Studies 3:71–92). Furthermore, the study explored the rank-order stability of work engagement. The data were drawn from five different studies (N = 9,404), including a three-year longitudinal study (n = 2,555), utilizing five divergent occupational samples. Confirmatory factor analysis supported the hypothesized correlated three-factor structure—vigor, dedication, absorption—of both UWES scales. However, while the structure of the UWES-17 did not remain the same across the samples and time, the structure of the UWES-9 remained relatively unchanged. Thus, the UWES-9 has good construct validity and use of the 9-item version can be recommended in future research. Moreover, as hypothesized, Structural Equation Modeling showed high rank-order stabilities for the work engagement factors (between 0.82 and 0.86). Accordingly, work engagement seems to be a highly stable indicator of occupational well-being.     

大学生职业成熟度的干预研究

随着高校就业率逐年滑坡,大学生就业同题日趋严峻.本研究通过自编团体咨询方案,以团体职业咨询的方式对大学生的职业成熟度进行干预.结果显示通过团体职业咨询大学生职业成熟度显著提高,本研究设计的团体职业咨询方案是可行的有效的,经完善可以应用到我国职业指导和咨询的实践当中.     

Group membership,group norms,empathy, and young children's intentions to aggress

This study assessed the effect of ingroup norms and empathy on 6 and 9‐year‐old children's (N=161) attitudes and aggressive intentions toward outgroup members. Prior to an intergroup drawing competition against an outgroup, participants' empathy was measured, and they were randomly assigned to a simulated group with a norm of direct or indirect aggression, or no aggression norm. Results indicated participants' attitudes were less positive toward the outgroup vs. the ingroup, and that both direct and indirect aggressive intentions were displayed toward the outgroup. Most importantly, the ingroup was liked less when it had an aggression norm, and the participants' aggressive intentions were not enhanced by the group aggression norm. Empathy was a significant negative predictor of direct but not indirect aggression intentions. Implications for understanding the instigation and inhibition of children's aggression intentions are discussed. Aggr. Behav. 35:244–258, 2009. © 2009 Wiley‐Liss, Inc.     

决策者-建议者系统模型的回顾与前瞻

自从决策者-建议者系统于1995年被提出以来,在决策领域引起了广泛的关注。通过总结决策者-建议者系统的研究范式和过程模型,比较了其与群体决策和团队决策的异同。目前在该系统模型中的主要研究变量涉及信任、建议者信心、专门知识、报酬、任务难度和相似性,已有的理论解释主要包括心理契约理论、态度改变理论、信念修正理论和沉没成本理论。未来的研究应当从变量关系、信任机制、建议提出和任务类型的角度进行专题探讨,并应当开展跨文化研究。     

Black–White mean differences in job satisfaction: A meta-analysis

Studies examining Black–White mean differences in job satisfaction have provided little clarity regarding whether there are meaningful differences between the two racial/ethnic groups on this job attitude. The present study sought to reconcile prior inconsistent findings via a meta-analytic synthesis of this literature (N = 753,791; K = 63 independent samples from 55 studies) and examined whether moderators explained the observed variability in effects. Using Hedges and Vevea's (1998) random-effects meta-analytic approach, we found that, on average, White workers were slightly more satisfied with their jobs than Black workers (g_corrected = .09; 95% credibility interval = −.21 to .39) and this effect was larger in more nationally representative samples (g_corrected = .24). The substantial true variability around this effect suggests the presence of moderators and the need for caution in interpreting the overall effect as it likely does not generalize across all work settings. Data collection year, geographic location within the U.S., job sector, and measure type were not found to moderate Black–White mean differences in job satisfaction. However, job complexity and sample demographic composition did significantly moderate this relationship. Our results show that the magnitude and direction of Black–White mean differences in job satisfaction are influenced by the context.     

扩展群际接触:观点、机制与展望

扩展群际接触效应指的是如果个体得知内群体成员与外群体成员之间具有友谊关系,可以有效减少个体对外群体的偏见,改善对外群体的态度。群际焦虑、知觉到的内群体/外群体准则、将他人纳入自我、自我表露在扩展群际接触效应中起到中介作用,群体准则的知觉差异性、社会意识态度、内群成员的关系紧密性、与外群体的直接接触程度等在扩展群际接触效应中起到调节作用。未来研究需要关注扩展群际接触效应的动机,比较不同类型群体的扩展群际接触效应,探讨扩展群际接触效应更为长远的社会后果,整合间接群际接触的积极效应。     

影响群体道歉有效性的因素

影响群体道歉有效性的因素是多方面的。对侵犯群体而言, 有效的群体道歉需要在言语表达中包含承认错误、承担责任、表达懊悔、做出承诺等内容, 需要讲究群体道歉的行为策略, 同时还应该关注道歉的内部动机对语言表达与行为方式的影响。对受害群体来讲, 侵犯群体道歉的有效性在于道歉本身缓解了其愤怒情绪, 满足了其自尊和期望等心理需求, 同时还要受到他们对道歉真诚性知觉程度的影响。除此之外, 群体道歉还会受到群际关系质量、冲突程度、文化信念等外部因素的影响。在今后的研究中, 应该继续尝试整合群体道歉的过程机制, 丰富群体道歉有效性的考察指标, 发挥道歉在社会生活领域中的积极作用。     

名利博弈中的舍利取义行为

名利博弈是在名与利不可兼得的情境下对名利进行取舍的决策。在名利博弈中, 人们往往表现出舍利取义的行为倾向。竞争性利他理论主张舍利取义是一种吸引他人对自己“投资”的获利策略。名利博弈的博弈对象具有的身份信息会对博弈者舍利取义的行为倾向产生影响。身份中所蕴涵的以能力为代表的客观回应潜力限定了获取名声可带来利益的上限, 以社会距离为代表的主观回应潜力反映着个体主观认为他人向自己提供利益的可能。两者共同影响着名利博弈中舍利取义的产生, 成为名利博弈倾向的核心影响因素。未来研究应从博弈对象的主、客观回应潜力出发, 关注详细身份、具体身份、模糊身份等三个层面, 进一步验证名利博弈影响因素的普遍性, 为名利博弈内部机制的建构与验证提供更为坚实的实证依据。