孟子论牛羊之别新解

《孟子·梁惠王》所记载的一个故事中的牛与羊的区别 ,可以用结构主义符号学的方法来思考。在这个故事中 ,齐宣王用“以羊易牛”的策略解决了既不能杀牛又不能废衅钟之礼的两难抉择。从结构主义符号学的角度来看 ,这里的牛羊之别 ,是经验中的有生命的动物牛与语言中的无生命的羊概念之间的区别。齐宣王以羊易牛的实质 ,是用一个没有生命的羊概念替换了一头有生命的动物牛。牛羊之别代表了经验和语言的区别 ,这正是中国传统哲学与西方后现代哲学的根本区别。     

社会阶层信号及其对人际水平社会互动的影响

社会阶层信号是指个体据以感知和判断他人社会阶层的一切线索, 人们通过加工这些微妙的线索便能判断出他人的社会阶层, 而他人的社会阶层在很大程度上决定着人们在人际水平的社会互动行为。以穿着打扮、面部特征和说话特点为例, 说明社会阶层信号对个体判断他人阶层的影响, 在此基础上围绕社会交换、社会公平和社会认同这三个动机视角归纳了社会阶层信号对人际水平社会互动的不同影响。针对社会阶层信号本身, 将来有必要探讨社会阶层信号功能弱化的问题; 由于社会阶层信号与社会阶层这一概念的相关度较高, 未来研究有必要阐述二者的联系与区别; 鉴于目前少有研究考察第三方的社会阶层信号如何影响人际水平社会互动的问题, 探索互动中第三方社会阶层信号的影响及其机制将会是对社会阶层心理学研究的一个重要推进。     

Benefit System Effects on Employees’ Benefit Knowledge,Use, and Organizational Commitment

We identified four attributes of benefit systems thought to influence employee attitudes and behavior: employee participation, system quality, communication quality, and benefit importance. Survey data from 974 employees of a Fortune 500 energy industry firm supported a partially mediated model in which these benefit system features exerted both indirect and direct effects on benefit knowledge and use, as well as on affective and continuance commitment. However, the findings differed across benefit system features and across types of benefits. Specifically, improving organizational communications about benefits appears more useful than increasing employee participation or improving benefit system service quality.     

Perceived organizational support as a mediator between relational exchange and organizational identification

Using cross-level data from 364 supervisor–subordinate dyads, we examined how relational exchange quality, perceived organizational support (POS), and organizational identification interrelate. We found subordinate POS mediates the relationship between leader-member exchange (i.e., LMX) and organizational identification. We also found the relational context matters—namely, the immediate supervisor’s relationship with his or her manager (i.e., leader–leader exchange, LLX). Our findings suggest higher quality LLX creates a spillover of resources and reduces the negative association between lower quality LMX and POS. Our study extends both social exchange and social identity theories. First, we delineate how relational exchange quality associates with one’s identity in the organization—placing POS as an integrative mechanism between exchange and identity. Second, we expand the purview of social exchange theory by including other proximal (and interpersonal) relationships as context for social exchange between the individual and organization. Limitations, future research directions, and practical implications are also discussed.     

如何消除子团队的消极作用——子团队成员交换的作用

本文探究子团队层面的团队构成动态变化, 即子团队成员交换是否有助于消除子团队的消极影响。本文将存在两个平衡的以认同为基础的子团队的团队作为研究对象, 试图通过实验的研究方法来探讨子团队成员交换是否能够消除子团队对团队的消极影响。通过对75组子团队进行实验后发现: (1)相较于无子团队成员交换的团队, 有子团队成员交换的团队其团队信息深化及团队决策质量更佳; (2)团队信息深化在子团队成员交换与团队决策质量关系间呈中介作用。     

Exchange through emoting: An emotional model of leader–member resource exchanges

Despite research suggesting that emotional interactions pervade daily resource exchanges between leaders and members, the leader–member exchange (LMX) literature has predominantly focused on the interplay between general affective experiences and the overall relationship quality. Drawing upon the affect theory of social exchange, we examine why and how discrete exchange imbalance engenders distinct emotions and shapes downstream work behaviors of the members. Results from a preregistered experimental study with 247 participants and an experience sampling study with time-lagged reports from 79 leaders and 145 members show that a positively imbalanced exchange increases members’ subsequent leader-directed helping via gratitude (but not via shame) and that a negatively imbalanced exchange increases members’ subsequent risk-taking via pride (but not via anger). Moreover, the intensity of such effects hinges upon the average level of resource contributions of leader–member dyads. Our research casts light on the role of transient emotions in dynamic resource exchanges between leaders and members and enriches our knowledge of within-dyad fluctuations of social exchanges.     

The perceptions of social context (PoSC): Introducing the PoSC scale

IntroductionThe Perception of Social Context refers to the perceptions that workers have of (1) the immediate supervisor, (2) the colleagues, and (3) top management of their organization.ObjectiveThe purpose of the present paper is to introduce the Perceptions of Social Context (PoSC) scale, an instrument for assessing workers’ perception of their social context.MethodWe used three studies (N total = 960) to test the internal, external, convergent, and predictive validity of the PoSC, as well as its reliability.ResultsIn Study 1, the hypothesized three-factor structure was empirically tested and supported by means of exploratory structural equation modeling. Study 2 provided further support for the factorial structure of the scale and evidence for its convergent and external validity in relation to important organizational variables. Study 3 provided evidence for the predictive validity with respect to job satisfaction and performance.ConclusionEstablished validity allows the PoSC scale to be used to specifically detect behaviors enacted by key social constituents and thus to plan specific and therefore more effective interventions.     

Asymmetries between victims' and transgressors' perspectives following interpersonal transgressions

When interpersonal transgressions occur, the involved parties try to understand what occurred and how justice should be restored. However, research has documented that victims and transgressors often diverge in their accounts of what transpired. In this paper, I review and summarize empirical research on victims' and transgressors' asymmetric perceptions of interpersonal transgressions and the different justice‐restoring responses each party subsequently desires. By conceptualizing transgressions in terms of the social roles of victim and transgressor, I contend that justice responses can be thought of as attempts to correct inequitable distributions of material and symbolic resources. This social exchange perspective enables us to understand each party's motives and how various justice responses might satisfy them. I argue that because of these asymmetric perspectives, reconciliation is difficult, and conflict is liable to be perpetuated rather than resolved.     

Do 5% changes around maximal lactate steady state lead to swimming biophysical modifications?

Our purpose was to examine the swimming biophysical responses at velocities (v) of 97.5, 100 and 102.5% of the maximal lactate steady state (MLSS). Ten elite female swimmers performed three-to-five 30-min constant tests at imposed paces to determine 97.5, 100 and 102.5%MLSS v. Gas exchange, blood lactate concentration ([La-]), stroke rate (SR) and v were determined during each test. The v values at 97.5, 100 and 102.5%MLSS were 1.21 ± 0.07, 1.24 ± 0.07 and 1.27 ± 0.07 m.s⁻¹, respectively. Oxygen uptake (V̇O₂) and Pulmonary ventilation (V̇E) increased as function of v. SR and stroke length (v/SR = SL) increased as a function of v. All measured variables were constant as a function of time at 97.5%MLSS and 100%MLSS. At 102.5%MLSS SR increased (3.5%) and stroke length (SL) decreased (3.5%) as a function of time. While V̇O₂ was constant at 102.5%MLSS, [La-] and V̇E increased as a function of time, suggesting hyperventilation, at v’s of 97.5%MLSS and 100%MLSS swimmers completed the 30 min swim in spite of decreased SL and increased SR. However, the decrease in SL and increased SF were accompanied by increased [La-] and V̇E and resulted in the inability of most swimmers to complete the 30 min swim presumably due to fatigue at 102.5%MLSS.     

Magnitudes of score differences produced within sessions in a cooperative exchange procedure

Interest centered on maximal score differences produced within sessions during two-party exchange. Subjects chose between earning money independently or through potentially higher-paying exchange. In the exchange option, only one person could produce points for the other on a trial. Because each exchange response (“give”) required the giver to forego earning points independently, the larger the score difference produced (i.e., the further ahead in earnings the other person was put), the greater the reduction in the giver's earnings if the other person did not reciprocate. Results showed that scores were usually equal at the end of each session, and that subjects maintained close equality of scores throughout each session. When a response-cost contingency that punished the alternation of giving was introduced, however, large within-session score differences developed. These large differences continued to be produced after the response-cost contingency was removed. Finally, when subjects were told that the session could end at any moment, score differences were sharply reduced, indicating that production of score differences remained under the control of discriminative stimuli associated with the likelihood of reciprocation. The study suggests that with appropriate procedures, an experimental analysis of behavioral phenomena associated with the concept of “trust” may be possible.