Can I leave my hat on? A cross-level study of multiple team membership role separation

This article conceptualizes role separation in multiple team membership (MTM) (i.e., the extent to which a multiteamer's role within a focal team is different from his/her role in another team) as a key predictor of individual and team outcomes. Existing literature on MTM focuses primarily on the total number of concurrent teams that an individual contributes to, and thus largely ignores the potential diversity that may characterize MTM. In Study 1, we develop and validate a measure of MTM role separation that reflects differences in (a) expected work results; (b) team collaboration; (c) leader expectations; and (d) client and/or customer characteristics. In Study 2, we use field data to examine the cross-level implications of MTM role separation. As expected, we find that MTM role separation is positively related to a multiteamer's role ambiguity within a focal team and, by extension, harms the performance of the entire focal team. This indirect relationship is not observed when a focal team's teamwork quality (TWQ) is high. We discuss how these findings advance our understanding of the multifaceted and multi-level nature of MTM and help multiteamers, team leaders, and organizations deal with MTM's challenges.     

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。     

变革型领导的中介变量：一个整合的视角

目前文献中对于变革型领导作用机制的研究较为丰富,但缺乏对中介变量的系统归纳和梳理。变革型领导的影响路径可以从（1）心理认知的重新定位;（2）对社会关系的重新评价;（3）对工作环境的重新诠释三个方面来归纳。未来关于变革型领导作用机制的研究应从多层级研究、跨文化研究等方面展开     

Guidelines for Counsellors Working with People of African Ancestry in a Sport Context

The objective this article is to describe five practice guidelines for counsellors working with people of African ancestry in a sport context. The practice guidelines pertain to counsellor training, counsellor perspectives, counsellor services, counsellor ethics and counsellor research. These practice guidelines can assist counsellors working with people of African ancestry in a sport context to focus on both personal development through sport and performance enhancement in sport. This will enable athletes not just to view sport in terms of their win-lose record, but to also strive for excellence in sport by becoming better people. In becoming better people athletes can contribute to building up Africa and her people.     

Did COVID-19 really change our well-being? It's up to meaning in life: Evidence from two longitudinal studies

Since the outbreak of COVID-19, copious studies have explored whether and how COVID-19 has changed individuals' well-being. However, research has revealed mixed and inconsistent findings on this topic, with some suggesting that the pandemic hampered well-being, and others showing non-significant or even opposite patterns. Yet, little is known about what psychological factors could explain such discrepancies. The present study aims to fill this gap by proposing meaning in life (MIL) as a key moderator of the changes in well-being following the pandemic. Two studies reported here (total N = 19,828), which took within-person longitudinal approaches comparing subjective well-being (SWB; hedonic well-being) and psychological well-being (PWB; eudaimonic well-being) before and during COVID-19 (Study 1: 2018, 2019 vs. 2020, 2021; Study 2: 2019 vs. 2021), provided empirical evidence supporting our theoretical claims. Specifically, we found significant moderative effects of MIL in both studies, such that individuals who held a higher MIL amidst COVID-19 experienced an increase in SWB as well as PWB. In stark contrast, the two indicators of well-being declined over time among those who possessed a lower MIL during the pandemic. Overall, our results suggest that MIL serves as one of the significant moderators of the changes in well-being following COVID-19, which may address the previous conflicting findings in this field.     

The Development of Early Attachment Behaviours

The normative development of attachment behaviours and the changing relationship between the level of activation of the attachment system and the intensity of subsequent attachment behaviours were studied longitudinally from 3 to 12 months of age. The study was based on Bowlby's notion about increasing goal directedness of the attachment system. The sample consisted of two groups of children, 33 children born with cleft lip and palate and 34 children without this congenital anomaly. To circumvent the age-limited applicability of the Strange Situation procedure, a new observational instrument was developed, the so-called Induced Stress at Home procedure. It appeared that the ISH procedure is a valid alternative to induce and measure the attachment behaviours proximity seeking, contact maintenance and avoidance. Using the multilevel model for longitudinal data, it was shown that attachment behaviours are not very stable across age. An elaborated model revealed that the relationship between activation of the attachment system and subsequent contact maintenance and resistant behaviour become less strong with age. No differences between children with and without cleft lip and palate were found.     

成为自己的掌舵者：个体自我领导的多层次驱动机制

在信息化、数字化、智能化的新经济背景下,自我领导对组织和个人都有更为积极的价值。然而,已有的自我领导概念与研究局限于控制理论,实证考察多限于单一层次,且未能充分揭示自我领导的驱动机制。首先拓展自我领导的概念内涵,并开发新的测量工具。在此基础上,分别构建个体自我领导的跨层次驱动机制和多层次垂滴模型,并尝试探究个体特征、领导因素、组织情境因素和工作特征等对于个体自我领导的影响。由此,有望为自我领导提供更为丰富、准确、更新的内涵与测量,深化个体自我领导形成的驱动机制及边界条件,也有助于组织实践中有效激发自我领导。     

领导-成员交换关系差异化研究评述与展望

领导-成员交换关系差异化是指在一个工作团队中, 团队领导与不同成员的交换关系在质量上的差异性。尽管它是领导-成员交换理论的核心内容, 但相比领导-成员交换关系质量, 关系差异化直到最近几年才得到学术界的关注。已有的研究表明它对个体和团队产出具有重要影响。本文从概念、研究起源、测量、影响因素、影响效果以及作用机制方面, 对近年来国、内外的理论和实证研究进行了评述, 并在此基础上指出了未来的研究方向。     

农村医疗保障体制构建模式的选择——多层次农村医疗保障制度体系

目前农村医疗保障实行的新型农村合作医疗制度体系,很难保障农村居民的基本医疗卫生服务的需求。提出构建包括卫生防疫与基础保健功能的基础层,新型农村合作医疗制度的主体层,农村医疗救助制度的最低层,商业性医疗保险的补充层的多层次农村医疗保障制度体系,以有效解决农村居民对医疗卫生服务不同层次的需要。