资源的交换价值和工资性质对其分配公平感的影响

如何公平合理地分配有限的资源是每一个组织都要面对的基本问题。在组织资源分配中存在一个有趣的现象, 即平均分配金钱往往会比平均分配特定商品让人感到更不公平。前人研究认为, 这是因金钱较之特定的商品具有更多交换价值导致的。3个实验对这一重要的心理现象进行了重新研究发现, 不仅交换价值影响资源分配的公平感, 而且资源的工资性质对其分配的公平感也有重要影响。这一发现丰富了Adams的公平理论, 同时也为组织更好地分配资源提供重要参考。     

奖励的价值导向对绩效反馈效果的影响

本研究探讨了奖励形式启动的价值框架效应在调节绩效反馈对绩效提升与行为塑造的效果中发挥的作用。对231名大学生的问卷调查结果表明,采用金钱奖励时,接受个人绩效反馈的个体效能感更高,也有更好的绩效和合作行为表现;采用荣誉奖励时,集体绩效反馈的效果更好。即奖励形式与绩效反馈的匹配会提高组织成员绩效,增加其合作行为。基于该结果,建议管理者关注奖励体系中的价值信息与组织的管理方式相匹配,以推进组织的可持续发展。     

Marital commitment,money and marriage preparation: What changes after the wedding?

This paper explores conceptions of commitment and styles of money management in heterosexual couples at two points in time: Just before the wedding (T1) and about a year later (T2). It also examines the potential effects of using FOCCUS as a form of marriage preparation (MP). Forty‐two couples were recruited at T1 and randomly allocated to either A MP group and a group that would not be offered any marriage preparation ‐ the Non‐Marriage Preparation group (NMP). Individual, in‐depth, semi‐structured interviews were carried out at T1 and T2, recorded and fully transcribed. A thematic analysis (TA) yielded three themes or levels of commitment which were used to categorize couples at T1 and T2. Their money management styles were defined based on Pahl's ( 1989 ) typology. The results showed that conceptions of commitment had developed slightly overall by T2, and had been enhanced in the MP group. At T2, a more elaborated conception of commitment was associated with a greater tendency to treat money as a collective resource. Copyright © 2010 John Wiley & Sons, Ltd.     

行为决策中作为价值的时间:基于与金钱的比较

传统经济学家认为,时间就是金钱,而近年来的一些研究却发现了与之不同的结论。后续的研究者主要从损失和受益时的风险偏好和决策依据、沉没成本效应、心理账户和禀赋效应这四个方面对时间和金钱进行比较,但是这方面的研究还处于起步阶段,还有许多问题需要在以后的研究中深入探讨。未来的研究应对时间是否存在损失规避和敏感性递减、时间的沉没成本效应和时间的禀赋效应的形成机制等问题进行探讨。     

物质主义价值观、金钱态度与薪酬满意度的关系研究

运用问卷调查法探讨了物质主义价值观、金钱态度与薪酬满意度的关系。对329名社会人员（男149,女178）的调查结果表明：（1）物质主义价值观、金钱态度对薪酬满意度具有显著的预测作用;（2）金钱态度在物质主义价值观与薪酬满意度之间起调节作用。     

RESPONSE ACQUISITION BY HUMANS WITH DELAYED REINFORCEMENT

The present experiment examined whether a response class was acquired by humans with delayed reinforcement. Eight white circles were presented on a computer touch screen. If the undergraduates touched two of the eight circles in a specified sequence (i.e., touching first the upper‐left circle then the bottom‐left circle), then the touches initiated an unsignaled resetting delay culminating in point delivery. Participants experienced one of three different delays (0 s, 10 s, or 30 s). Rates of the target two‐response sequence were higher with delayed reinforcement than with no reinforcement. Terminal rates of the target sequence decreased and postreinforcement pauses increased as a function of delay duration. Other undergraduates exposed to yoked schedules of response‐independent point deliveries failed to acquire the sequence. The results demonstrate that a response class was acquired with delayed reinforcement, extending the generality of this phenomenon found with nonhuman animals to humans.     

INSTRUCTIONS,FEEDBACK, PRAISE,BONUS PAYMENTS,AND TEACHER BEHAVIOR1

The study was conducted within a training and demonstration center for teachers from several different school districts. The teachers staffing the center were employees of the host school district who volunteered to serve in the center. Unfortunately, these volunteers did not always use the program materials appropriately and therefore did not always provide clear models for visiting teachers. In particular, four of the volunteer teachers did not always instruct their students from the appropriate reading text, even when encouraged to do so by the principal of the school in which the center was located. Various procedures were employed to alter this situation. The experimenter, (associate director of the training and demonstration center) provided instructions, feedback, and praise regarding use of the appropriate reading text. These procedures had clear effects with only one teacher. Then, merit or bonus payments were provided for teachers who used the appropriate reading text for criterion periods of time; a procedure that was very effective with all four teachers. The problem worked on in this study is typical of those faced by workers in public institutions where change cannot be brought about by the researcher's authority. All teachers in the present study had the necessary skills to demonstrate accurately the prescribed program procedures, but they did not always do so until the bonus payment was used. Although the bonus payment procedure might be inappropriate in some school situations, the procedure could easily be adjusted to accommodate the established practices of many schools. For example, establishment of explicit performance criterion and use of in-service stipends for meeting criterion performance during school hours, rather than attendance at meetings after school, might well be comparably effective.     

Multiple effects of performance-contingent pay for wait-persons

The owners of three restaurants requested help with the pay of waitpersons who were paid by the hour. The waitpersons asked for raises which the owners said they could not afford. This research changed the method of compensating waitpersons by making their pay contingent on dollars of food sold. Increased productivity and increased earnings per hour of work for all of the waitpersons followed the beginning of the performance-contingent pay. Most of the waitpersons also earned increased take-home pay when the performance-contingent pay began. There was little improvement in labor costs per dollar of food sold, a measure of benefit to the owners. The fact that benefits to workers occurred without benefits to owners is contrary to common views about the effects of performance-contingent pay.     

Can third-party observers detect the emotional rewards of generous spending?

Can others detect the emotional consequences of our personal choices? Here, we investigate whether third-party observers can detect the emotional benefits of two factors shown to influence self-reported happiness: the speed with which people make decisions and the generosity of spending choices. Participants were randomly assigned to purchase a goody bag either for themselves or for a sick child, and to choose the contents of this goody bag either as quickly as possible, or by taking as much time as needed. Then, participants reported their current emotional state and were rated for happiness by a research assistant blind to their spending condition. Analyses revealed that purchasing a gift for someone else not only improved participants’ self-reported mood, but that observers could detect these affective differences as well. Observers also rated participants who made their spending decision more quickly as happier, although participants did not report these emotional differences.     

WOMEN'S SOCIALIZATION AND THE PREVALENCE OF DEPRESSION

No abstract available for this article.