Creating Passion: An Internet Love Story

This is an account of an Internet romance—a kind of contemporary fable which is only a recent version of an old story: ancient myths and modern ones attest to the illusional nature of love and the beloved. This paper comments on the way the contemporary medium, the Internet, can be a kind of narcissistic particle accelerator—magnifying the power of otherwise weak and tiny impulses, supporting invention, inviting acting out, flattering grandiosity, and lending itself to collisions with the particulate impulses of others. The paper addresses the lovers' joint narrative in general—the way lovers become co-authors of a story of the occasion of and the reason for their passion. It comments on the selfobject function this narrative serves: bringing self-definition, cohesion and vitality to the experience of self for each of the partners.     

Person-environment fit,job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour

This study sought to determine the possible indirect effect of person-environment (PE) fit on intentions to leave via job satisfaction and the moderating effect of leader empowering behaviour on job satisfaction and intentions to leave the work organisation. Participants were 398 employees working for a retail company in Gauteng Province, South Africa (females = 68.6 %, blacks = 58 %; managerial = 5.8 %; age range = under 20 to 60 years +). They completed the Perceived Fit Scale, Job Satisfaction Scale, Turnover Intentions Scale, and the Leader Empowering Behaviour Questionnaire. Statistical mediation analysis (of PE on JS and IL), and moderation analysis (of LEB on JS and IL) were conducted. Results indicated that PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderated the relationship between job satisfaction and intentions to leave. Low PE fit leads to job dissatisfaction and intentions to leave, therefore leaders should instil a sense of empowerment in employees to alleviate the impact of poor fit.     

John Nash's Postdelusional Period: A Case of Transformed Narcissism

This article concludes the psychoanalytic study of mathematical genius John Nash begun in previous articles (Capps 2003a, 2003b) by focusing on his recovery from paranoid schizophrenia after more than a decade of being under control of his delusions. I develop the idea that Nash was a highly narcissistic personality, the primary focus of which was his beautiful mind, in the years preceding his mental breakdown. I attribute his recovery primarily to the transformation of his narcissistic personality and support this attribution by means of Heinz Kohut's identification of five major expressions of transformed narcissism in his classic essay on the forms and transformations of narcissism.     

Acting,feeling and thinking: psychoanalytic psychotherapy with Tracey

This paper consists of a case study and commentary which formed a part of the inaugural lecture in a series entitled ‘Working with Psychosomatic Issues’*. The audience consisted of psychoanalytic, body psychotherapy and integrative practitioners. The presentation was divided into three parts, (1) an outline of philosophical themes that inform perspectives on health, illness and psychosomatic phenomena, (2) the case study reproduced below and (3) a summary of Winnicott's work (1960, 1966, 1988) on ‘the indwelling of the psyche in the soma’. The case study describes work with a young woman who harms herself through self-hitting and, in addition, expresses other physical manifestations of psychological distress. The core approach of the practitioner is psychoanalytic. The work is informed also by postmodern sensibilities and phenomenological themes.     

领导倾听内涵及其多层次效应

面对错综复杂和快速变化的商业环境, 组织要想做出快速响应, 领导者的有效倾听显得非常重要。通过文献综述发现, 现有研究尚未对领导倾听的概念形成统一界定, 且理论视角和研究层次较为单一, 这不利于我们深入理解领导倾听的内涵及其多层次效应。事实上, 作为一种领导行为, 领导倾听不仅会对领导者自身产生影响, 而且会给团队及其下属带来影响。因此, 本研究基于二元互动情境, 从沟通信息和支持员工两方面对领导倾听的内涵进行探索性研究, 并从领导力效能的评价对象(领导者、团队、员工)出发, 结合多层次、多理论、多研究方法的全景研究范式逐步揭示领导倾听对不同对象的不同效应、黑箱机制及边界条件。本研究不仅开拓了倾听研究的新思路和新视角, 而且为企业增强领导倾听的积极效能提供了管理启示。     

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     

授权型领导对员工反馈寻求行为的影响机制：领导差异化授权两阶段的调节作用

从员工直接感知的角度编制领导差异化授权问卷,并通过构建两阶段有调节的中介模型探讨了授权型领导对反馈寻求行为的影响机制与领导差异化授权在其中的调节作用。对388份问卷数据分析后发现：（1）授权型领导正向预测员工的领导认同与反馈寻求行为;（2）领导认同在授权型领导与反馈寻求行为中起中介作用;（3）领导差异化授权调节授权型领导通过领导认同对反馈寻求行为的中介作用,即调节了中介过程的第一段（授权型领导−领导认同）与第二段（领导认同−反馈寻求行为）。研究结果揭示了授权型领导影响反馈寻求行为的中介与调节效应,可为管理实践中促进反馈寻求行为提供科学参考。