企业员工工作伦理、工作满意度和离职意向的关系

目的:考察工作伦理与工作满意度、离职意向的关系。方法:对252名企业员工进行工作伦理问卷调查,并建立结构方程模型考察工作伦理、工作满意度与离职意向的关系。结果:员工的工作伦理能显著预测离职意向(反向),工作满意在工作伦理对离职意向的影响中起着完全中介的作用。结论:企业在招聘员工的过程中要重视员工的工作伦理。     

冲突情境中青少年的亲社会意图:预期重要他人观点的影响

青少年在特定情境下的亲社会意图受到重要他人的影响,而预期重要他人观点的影响更为明显。本研究借助假设的冲突情境,考查了327名青少年(男生146人,女生181人)对重要他人的观点的预期及其对亲社会意图的影响。结果发现,青少年的亲社会意图与其预期的重要他人观点的偏离程度随着情境的不同而发生变化,在"个人健康—他人健康"、"个人学业—他人学业"、"人际关系—诚实品质"三种冲突情境中,青少年的行为意图分别与预期的父母、教师、同伴的观点偏离度最小。预期重要他人观点对亲社会意图的影响受到青少年对相应观点认可度的调节,在高认可度水平上,预期重要他人观点正向预测亲社会意图;在低认可度水平上,上述预测作用并未显现。该结果表明不同重要他人对青少年的影响是相对独立的,且受到生活事件领域的制约。     

酝酿期有效提示和无效提示的比较

采用中国汉字谜,通过模拟wallas(1926)关于顿悟问题解决的四个阶段,探讨了酝酿期有效提示和无效提示对猜字谜的影响。结果发现：有效提示组被试比无效提示组猜对了更多的靶字谜,反应时也更短;在脑电水平上,酝酿期的有效提示谜比无效提示谜在左前额叶分别于300ms-400ms,400ms-600ms,600ms-800ms内引发了更大的P300-400成分、P400-600成分、P600-800成分。表明有效提示谜比无效提示谜对靶字谜问题的解决有更大促进作用。     

提议者的意图、相对收益与绝对收益对不同年龄回应者公平行为的影响

实验呈现了最后通牒博弈的3种分配情境：匿名者分配情境中, 匿名者提出方案, 且与被试分享资源, 故成熟的回应者需考虑意图、相对收益和绝对收益; 随机数生成器(RNG)分配情境中, 无关的匿名他人与被试分享资源, 故需考虑相对收益与绝对收益; 计算机分配情境中, 因计算机不能带走资源, 故只需考虑绝对收益。实验通过分析3种分配情境下回应者对同一分配方案的拒绝情况, 探讨意图、相对收益、绝对收益对公平行为的影响。结果发现：(1)年幼儿童(4~5岁)倾向于接受绝大多数分配方案; (2)年长儿童(9~11岁)在3种分配情境和多数分配方案上的拒绝率均高于其他组; (3)青少年(16~18岁)在方案2/8上的拒绝次数存在显著差异, 且匿名者分配情境显著多于RNG分配情境, 计算机分配情境显著多于零; 在3/7方案上的拒绝次数存在显著差异, 且计算机分配情境显著多于零; (4)成年人(21~24岁)在1/9和2/8方案上的拒绝次数存在显著差异, 且RNG分配情境显著多于计算机分配情境, 计算机分配情境显著多于零; 在 3/7方案上的拒绝次数具有显著差异, 且匿名者分配情境显著多于RNG分配情境, 计算机分配情境显著多于零。结果表明, (1)年幼儿童很难抵制绝对收益的吸引, 表现最为自利; (2)年长儿童更多考虑了相对收益, 能够抵制绝对收益的吸引, 并开始关注提议者的意图; (3)青少年处于关注提议者意图的重要时期, 主要基于意图与绝对收益进行决策; (4)成人的决策是意图、相对收益、绝对收益共同作用的结果。     

组织政治知觉对乡村教师离职意向的影响:组织公平和组织认同的中介作用

以353名乡村中小学教师为样本,采用结构方程模型等统计方法,分析了组织政治知觉对乡村教师离职意向的影响,以及组织公平和组织认同的中介作用。结果表明：（1）组织政治知觉与乡村教师离职意向之间存在显著正相关,组织政治知觉与组织公平之间存在显著负相关;组织公平与组织认同之间存在显著正相关;组织认同与乡村教师离职意向之间存在显著负相关。（2）组织公平和组织认同在组织政治知觉对乡村教师离职意向的影响中起双重中介作用。     

文本加工中情境模型建构的五个维度

情境模型理论是当代西方文本阅读加工的一个重要理论。该文通过详细介绍情境模型建构的空间、时间、因果、主人公、意图五大维度,以助于对情境模型理论整体理解。通过总结可知,目前国内外关于情境模型建构中的空间、因果和主人公三个维度的研究成果较多,研究范式也较为成熟,时间和意图维度则研究成果较少     

Both your intention and mine are reflected in the kinematics of my reach-to-grasp movement

The aim of the present study is to ascertain whether in a social context the kinematic parameters are influenced by the stance of the participants. In particular, we consider two basic modes of social cognition, namely cooperation and competition. Na?ve subjects were asked either to cooperate or to compete with a partner (a professional female actor), whose attitude could be either congruent or incongruent with the task instructions. Thus, on congruent conditions, subjects cooperated or competed with a partner showing a congruent cooperative or competitive attitude. On incongruent trials, the partner assumed an attitude that was manifestly in contrast with the instruction: competitive for the cooperative task, cooperative for the competitive task. We hypothesized that this mismatch between partner's attitude and instruction would produce a sort of unexpected social situation, affecting the kinematics of reach-to-grasp movement performed by the agents. If cooperative and competitive kinematic patterns are sensitive to the partner's attitude, then we should expect that an incongruent attitude have the potency to determine a reversal in kinematic patterning. Results revealed that for the incongruent trials the specific kinematic patterns for cooperation and competition found for the congruent conditions where modified according to the incongruent attitude assumed by the model actor. We suggest that this 'attitude' contagion is part of a sophisticated system that allows us to infer about the intention to act in a social context.     

Socially oriented values and reciprocity norm predict organizational commitment

The current research concerns the predictors and organizational outcomes of normative commitment in Chinese companies. In Study 1, using a semi-structured interview, we identified internalization of socially oriented value and reciprocity norm as two possible predictors of normative commitment. Survey results confirm the factorial independence of these two predictors. Study 2 examined the predictive relationship of these predictors with employee job satisfaction, turnover intention, in-role performance, and organizational citizenship behaviour (OCB). The results showed that value internalization predicts higher job satisfaction and weaker turnover intentions via normative commitment, whereas reciprocity predicts higher job satisfaction, weaker turnover intention, and more frequent display of OCB via normative commitment. These findings are discussed in terms of their implications for future research and management practices.     

影响大学生参与网上招聘意向的因素模型

该研究基于“计划行为理论”探索了影响大学生参与网上招聘意向的因素模型。研究结果证实了创建的模型对大学生参与网上招聘意向的预测和解释效力:(1)态度、针对网上招聘的特殊互联网自我效能感以及知觉到的对行为实施与否的控制力对大学生参与网上招聘的意向有显著的直接正向影响;(2)人际规范和知觉到的有用性对态度有显著的正向影响,知觉到的危险性对态度有显著的负向影响;(3)一般互联网自我效能感(ISE)对针对网上招聘的特殊ISE有显著的正向影响,对大学生参与网上招聘意向并没有直接的影响,而是通过针对网上招聘的特殊ISE这一中介变量产生间接影响。     

Some comments on the distinction between intention and intentionality

The topic of intention has recently received attention from behavior analysts (Hineline, 2003; Neuman, 2004). From a behavior-analytic perspective, it is important to identify the circumstances in which people utter such terms, and to identify the potential circumstances that maintain such utterances. It follows that from a behavior-analytic perspective, the focus is primarily on those who observe behavior and attribute intentions to that behavior. However, there has not been a distinction between intention and intentionality. The current analysis stresses the distinction between the two terms, both from a traditional point of view (psychologist and layperson) and from a behavior-analytic point of view. From a behavior analyst's perspective, the distinction is important because observers may be responding to distinct functional relations when they attribute intention or intentionality to behavior.