个性化工作协议对员工主动性职业行为和创造力的影响

个性化工作协议是员工和组织通过谈判协商, 自愿达成的非标准化工作协议。基于自我决定理论, 本文探讨了个性化工作协议对员工主动性职业行为和创造力的影响机制及其边界条件。通过分析230对“员工-主管”匹配数据, 本研究发现：个性化工作协议增强了员工基本心理需求满足(能力需求、自主需求和关系需求), 促进了主动性职业行为和创造力, 其中能力需求满足中介了个性化工作协议对主动性职业行为和创造力的影响; 此外, 较高水平的工作负荷不仅增强了个性化工作协议对员工能力需求/自主需求满足的促进作用, 也增强了个性化工作协议通过提升能力需求满足, 进而提升员工主动性职业行为和创造力的中介效应。     

药物性肝损伤的发病机制

药物性肝损伤（DILI）可分为直接肝毒性和特异质性肝损伤（IDILI）.IDILI发生率较低,个体发病存在易感因素,在动物模型中很难复制.同时,IDILI缺乏可靠的临床诊断标准,使其发病机制的研究受到限制.近年来关于IDILI的发病机制,主要在遗传易感性、代谢途径、宿主免疫、线粒体毒性和胆道损伤等方面取得进展,各种发病机制的深入研究和相互关系的阐明,或将揭示IDILI的真正致病机制.     

Selective,but Only if It Is Free: Children Trust Inaccurate Individuals More when Alternative Sources Are Costly

The present research examines the effect of the costliness of an information source on children's selective learning. In three experiments (total N = 112), 4‐ to 7‐year‐olds were given the opportunity to acquire and endorse information from one of two sources. One source, a computer, was described as always accurate; the other source, a puppet, had a history of either accuracy or inaccuracy. For some children, learning from the computer required giving away stickers. The costliness of the computer clue reduced children's use of this source across all experiments, but its effect on children's use of the puppet varied based on the puppet's accuracy and the type of information learned. Children's trust in the puppet was above chance regardless of the cost of the computer when they were learning generalizable semantic information and the puppet had a history of accuracy. When the puppet was inaccurate or when children learned episodic information, the costliness of the computer significantly increased children's trust in the puppet. Hence, attaching a cost to a preferred knowledge source reduces children's selectivity and increases their trust in sources that they would not otherwise see as desirable. Copyright © 2013 John Wiley & Sons, Ltd.     

Idiosyncratic deals and organizational commitment

This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these deals, but employees with feelings of low self-worth will feel particularly obligated to reciprocate positively for special treatment. Data were collected from 375 managers at two points in time. As predicted, the relationship between idiosyncratic deals and affective organizational commitment was stronger for those managers who had low core self-evaluations. While the two-way interaction effect between idiosyncratic deals and age was not significant, we did find modest evidence for a three-way interaction effect. As predicted, the strongest relationship between idiosyncratic deals and organizational commitment occurred for older workers who had low core self-evaluations.