新生代工作价值观结构、测量及对绩效影响

采用质化和量化相结合的方法, 运用3批共893份问卷, 探析中国情境下新生代工作价值观的结构、内涵和测量工具, 并检验新生代工作价值观对绩效的影响。结果表明, 新生代工作价值观是一个包含功利导向、内在偏好、人际和谐、创新导向、长期发展的二阶五因子结构, 其量表具有良好的信度和效度, 且对角色内绩效和角色外绩效都呈显著的正向影响效应。文章有利于管理者更全面、深刻地理解新生代员工的工作价值观, 并为构建基于工作价值观的新生代管理体系提供必要的理论基础和技术支持。     

言语产生中的韵律生成

首先描述了韵律生成的相关模型。然后以研究的问题为着眼点,回顾了言语产生中韵律生成的相关研究。发现大多数研究结果都证明,在单词产生过程中,存在一个独立于音段内容的抽象韵律结构,其中包含了词的重音模式和音节数量等信息;在短语和句子产生过程中,韵律结构和停顿模式都不是完全决定于句法结构,而具有相对的独立性;句子韵律产生的最佳单位是韵律词。语言学韵律产生的脑区激活呈左侧化趋势。     

Influence of Generational Status and Financial Stress on Academic and Career Self‐Efficacy

The importance of a college degree is underscored by higher unemployment rates of individuals who have not completed college (Bureau of Labor Statistics, 2014 ). Academic and career self‐efficacy influence students' completion of college, and 1st‐generation college students and those under financial strain may experience decreased self‐efficacy (Wohlgemuth et al., 2007 ). Participants in this study (N = 383) were college students at a 4‐year university. Results from a 2 × 3 multivariate analysis of variance and discriminant function analysis revealed significant differences in academic and career self‐efficacy based on financial stress, but not generational status.     

Creative Metacognitive Feelings as a Source of Information for Creative Self-efficacy,Creativity Potential,Intrapersonal Idea Selection,and Task Enjoyment

Creativity scholars try to untangle the commonalities and differences between creative self-beliefs: creative self-efficacy, creative self-concept, creative metacognition, and creative role identity. While these efforts are already contributing significantly, we would like to suggest that for creative metacognition, we need to go beyond the assessment of confidence beliefs and regulation and include creative metacognitive feelings and intrapersonal idea selection as two additional components. To test the validity of our proposition, this study examined the influence of creative metacognitive feelings on creative self-efficacy, creative potential, accurate intrapersonal idea selection (agreement between individuals’ selection of their most creative idea and two independent judges’ selection of the participants’ best idea), and task enjoyment. To elicit metacognitive feelings, participants were randomly assigned to remember and write down two or six instances in their lives in which they generated novel and useful ideas that helped solve a problem. Participants then completed a questionnaire assessing creative self-efficacy, ease of recall as a proxy of metacognitive feelings, performance on a divergent thinking task, and task enjoyment. Results showed an indirect influence of recalling fewer examples on creative self-efficacy through its influence on metacognitive feelings. Metacognitive feelings then had an indirect influence, through creative self-efficacy, on creative potential and task enjoyment.     

矩阵完成问题的项目生成研究

依据Embretson提出的认知设计系统方法,设计并编制了矩阵完成问题的项目生成系统,实际生成了矩阵完成问题测验。探讨矩阵测验与瑞文测验的关系,以及认知模型对矩阵问题的难度和区分度的预测能力。结果表明所设计的认知模型对矩阵项目的性能参数有一定的预测能力,生成的矩阵测验与瑞文测验有基本相同的心理测量属性。可以使用该系统生成的矩阵项目来测量被试的抽象推理能力。     

诊断认知策略的几何类比推理测验题的特征及其编制研究

该文在新一代测验理论的视角下,以几何类比推理测验为研究对象,以认知策略的诊断为目的,研究更能引发被试的规则构建策略或选项剔除策略的项目的特征。研究结果表明,项目中元素数量是影响被试使用规则构建策略或选项剔除策略的关键因素,元素数量越多时越倾向于用规则构建策略,而元素数量越少时倾向于用选项剔除策略。研究结果可直接用于测验设计,使得测验能更多在某一策略的框假下分析描述被试特征。     

中国儒家传统金融伦理思想初探

本文试图探讨儒家的金融伦理思想。文章认为:儒家由人性自利的基础出发,强调金融合理的自然主义立场;由此进一步导出仁义为本的民本主义;智勇兼重的理性精神;礼让为先的合作精神等主要金融伦理原则。这些原则与诚信原则、互利互惠原则、节俭原则等一起构造了中国古代金融伦理体系。我们应该积极有效地从这些资源中吸取养料,在改造发展的原则下为建设适应社会主义市场经济制度的崭新的金融体系而努力。     

领导者底线心智对团队创新的双刃剑效应

底线心智是一种以获取底线利润结果为中心,而忽略其他一切竞争事项优先权(如企业社会责任、利益相关者权益、员工福利等)的单维思维模式。虽然底线心智可能导致管理者只注重绩效而忽视其他对企业有利的重要事项,甚至采取不道德的手段来实现目标,但研究也表明底线心智能够提高员工工作专注度进而提升绩效。为进一步推进底线心智双刃剑效应的研究,本文构建了领导者底线心智对团队创新双刃剑效应的影响机制模型,指出领导者底线心智一方面抑制了团队风险承担意愿,进而相比于探索式创新更有益于利用式创新;另一方面能够激发团队强迫激情,从而相比于团队创意产生更有利于团队创意实施。本文为深化底线心智领域的研究提供了参考,也为组织和领导者如何更好管理底线心智提供了重要建议。     

增加卫生改革的伦理含金量——兼论卫生改革中的效率与公平

卫生改革需要有包括卫生改革伦理学理念在内的全方位改革理念的联手支撑。伦理含金量缺失或者不足,卫生改革实践就难以取得圆满成功。因此,目前展开的新一轮卫生改革,必须以“效率与公平合理兼顾”为核心准则,在完善政策、规划目标、组织实施等全过程中切实保证卫生改革伦理学理念准确到位和正常运作。     

大学生就业观念中的非理性信念

面对激烈的社会竞争,大学生的就业心态明显不成熟,存在许多非理性信念,严重影响正常的择业和就业,须引起广泛关注和重视。