组织内信任对任务绩效的影响效应

通过问卷调查,对组织内信任与工作绩效之间的关系进行了研究。研究采用结构方程建模方法,通过建构6个嵌套模型和2个非嵌套模型,将其与假设模型进行比较验证研究假设。结果表明,个体对于直接领导、同事和高层管理者的信任都会对个体的工作绩效产生影响,并且彼此间的效应相互独立,彼此互补。同时,研究也讨论了多种不同信任对个体工作行为产生影响的过程中,个体对不同对象知觉对其行为复杂影响,并发现对高层管理者信任对工作绩效的影响效应部分由对直接领导的信任中介     

论先秦法家的人性理论与领导心理思想

先秦法家对人性认识的基本点是“性本恶”。其思想内容有 :人的需要是推动其行为发展的动力 ,是管理的出发点 ;在追求满足个人欲望的时候 ,人们会违背礼仪和伦常 ;人的欲望是多种多样的 ,而对利益的追求是根本的驱动力和唯一目的 ;人性的善或恶是可以诱导的 ,管理者如何倡导是关键。法家将法、术、势结合起来 ,三位一体 ,形成了法家独有领导心理思想 ,并认为只有善于运用法、术、势的人 ,才可能成为理想的管理者“明君     

A threat-detection advantage in those with autism spectrum disorders

Identifying threatening expressions is a significant social perceptual skill. Individuals with autism spectrum disorders (ASD) are impaired in social interaction, show deficits in face and emotion processing, show amygdala abnormalities and display a disadvantage in the perception of social threat. According to the anger superiority hypothesis, angry faces capture attention faster than happy faces in individuals with a history of typical development [Hansen, C. H., & Hansen, R. D. (1988). Finding the face in the crowd: An anger superiority effect. Journal of Personality and Social Psychology, 54(6), 917–924]. We tested threat detection abilities in ASD using a facial visual search paradigm. Participants were asked to detect an angry or happy face image in an array of distracter faces. A threat-detection advantage was apparent in both groups: participants showed faster and more accurate detection of threatening over friendly faces. Participants with ASD showed similar reaction time, but decreased overall accuracy compared to controls. This provides evidence for less robust, but intact or learned implicit processing of basic emotions in ASD.     

农村留守初中生依恋与应对方式的关系研究

采用青少年父母、同伴依恋问卷和青少年应对方式问卷对方便取样得到的492名农村留守初中生、514名非留守学生进行调查,探讨农村留守初中生依恋和应对方式之间的关系,结果表明:(1)留守初中生父母、同伴依恋显著低于对照组;留守初中生使用问题解决和求助的方式显著低于对照组,而发泄显著高于对照组。(2)留守初中生的依恋与应对方式之间存在显著相关。父母同伴依恋与问题解决和求助正相关,与幻想、忍耐等显著负相关。父母同伴的信任、沟通和疏离与应对方式之间存在显著相关。     

On the belief in God: Towards an understanding of the emotional substrates of compensatory control

We suggest that beliefs in a controlling God originate, at least in part, from the desire to avoid the emotionally uncomfortable experience of perceiving the world as random and chaotic. Forty-seven participants engaged in an anxiety-provoking visualization procedure. For half, the procedure included a manipulation designed to temporarily lower beliefs in personal control. As predicted, it was only among those participants whose sense of personal control was threatened—i.e., participants in need of an alternate means for protecting their belief in a non-random world—that subjective anxiety led to increased subsequent beliefs in the existence of a controlling God. Wide-ranging implications are discussed.     

中国传统文化中的和谐思想对构建和谐世界的启迪

和谐世界理念有着深厚内蕴和巨大张力的重要原因之一就是它蕴含着中国优秀传统文化的“和而不同”、“天人合一”、“天下为公”、“实现大同”等和谐思想。要构建和谐世界,必须继承民族传统文化的精神、借鉴和吸收人类先进文化。     

提高小学四年级学生情绪胜任力的干预研究

基于将情绪、认知和行为发展相整合的理念,试图通过团体干预活动,提高小学生的情绪胜任力。结果表明,6个系列干预活动能够有效提高小学四年级学生的情绪词汇量、情绪识别能力和情绪调节能力。团体内同伴提名和教师访谈显示,干预活动有助于促进学生的积极心境、自我控制能力和亲社会社交能力的发展,有助于减少攻击、同伴拒绝等适应不良行为。     

IT企业员工多层次承诺对离职意向的影响

IT企业的高离职率成为信息技术行业面临的一大难题,本研究运用问卷调查了浙江IT企业员工的多层次承诺(组织承诺、团队承诺和职业承诺)及其离职意向。结果发现,IT企业员工组织承诺是影响离职意向的重要因素;同时IT企业员工的团队承诺和职业承诺是组织承诺影响离职意向的缓冲变量。其中,团队承诺越高,组织承诺对离职意向的影响就越大;而职业承诺越低,组织承诺对离职意向的影响就越大。最后对IT企业的员工的管理提出了建议。     

Value Dissonance and Ethics Failure in Academia: A Causal Connection?

Ethics failure in academia is not new, yet its prevalence, causes, and methods to prevent it remain a matter of debate. The author’s premise is that value dissonance underlies most of the reasons ethics failure occurs. Vignettes are used to illustrate value dissonance at the individual and institutional levels. Suggestions are offered for ways academic institutions can assume greater responsibility as a moral agency to prevent the occurrence of ethics failure.

THE “GHOSTS” OF IRAS PAST AND THE CHANGING CULTURAL CONTEXT OF RELIGION AND SCIENCE

Beginning with our cosmic ancestors and the 1950s ancestors of Institute on Religion in an Age of Science (IRAS, the “Ghosts”), this essay highlights the wider, post‐World War II cultural context, including other science and religion organizations, in which IRAS was formed. It then considers eight challenges from today's context. From the context of science there are (1) the challenge of scale that leads us to question our place in the scheme of things and can lead to a challenge to morale concerning whether we make any difference; (2) the challenge of human variability that leads to the question whether there is a single human moral nature; and (3) the challenge of detailed explanation that leads to the question of what is the task of theology in relation to detailed scientific explanation. From the religion context there are (4) the challenge of objectivity—studying religion without practicing religion; and (5) the challenge of pluralism and the variety of cultural and religious perspectives. From the context of the growing and diverse science‐and‐religion enterprise, considered from the perspective of IRAS developed in the first part of this essay, there are the challenges of (6) apologetics and (7) intellectualization. Finally, from the context of our growing, worldwide consumerist culture that is contributing to the radical alteration of the planetary environment, leading to much suffering, there is (8) the challenge of becoming more motivated to act for the long‐term global good.