Courteous service: Its assessment and modification in a human service organization

We evaluated strategies to increase behaviors associated with courteous provision of service by 3 staff members of a human service agency. Training included written instructions, practice, and performance feedback. A lottery procedure was introduced to maintain courteous service after training. The results of a multiple baseline design across the 3 participants showed marked increases in courteous behaviors following training. These effects were maintained at 3-, 5-, and 8-month follow-ups. Consumers' satisfaction with service also increased. These findings suggest that simple training and reinforcement procedures can enhance courtesy afforded those who receive service from public and nonprofit organizations.     

Reflections on segregating and assessing areas of competence

Various complexities that arise in the application of legal and/or clinical criteria to the actual assessment of competence/capacity are discussed, and a particular way of understanding the nature of such criteria is recommended.     

Organizational stress and stress management programs

There is a growing awareness of how stress adversely affects organizational efficiency. The implementation of stress management programs to counteract this problem has been slow. This study examined such programs in companies who claimed that they were active and successful in stress management for their employees. The successful features of these organizational stress management programs are identified, discussed, and a model for organizations is presented.     

Do medical decision analyses' largest gains grow from the smallest trees?

Some decision analysts recommend reserving their models for careful, complete study of complex problems. Others believe simple problem analyses provide the greatest gains. To clarify these issues, I tested: (1) whether simple published analyses compared to complex ones, produced results as non-intuitive; and (2) whether non-intuitiveness represented analytic gain (or equivalently, intuitive loss). Very limited data also examined (3) the gain from adding model intricacy for a given problem vs. selecting more complex problems for analysis. To assess two non-intuitiveness measures, 75 subjects (33 physicians and 42) non-physicians stated their intuitive preferences in 40 (22 published and 18 unpublished) medical dilemmas. For both physicians and non-physicians, simpler models (those with lees than 30 terminal branches in the decision tree) had about one third the non-intuitiveness of more complex ones. Three tests also supported the premise that analyses outperform intuition, therefore that on average the formers' non-intuitiveness reflects less analytic gain. In addition, for different models of the same problem, tree complexity did not correlate with gain. Thus, simpler trees may not generally gain less because they inadequately describe problems. Instead, simpler analyses may represent simpler problems, with more similar intuitive and formal solutions. If so, these findings may help us avoid some costly but unnecessary simple analyses.     

职场排斥对培训行业员工建言行为的影响——有调节的中介作用模型

研究采用问卷法,以安徽、天津的培训机构中的401名在职员工为研究对象,以组织支持感作为中介变量,以积极心理资本作为调节变量,从资源保存理论的视角探讨了职场排斥对员工建言行为的影响。研究结果表明:(1)职场排斥对员工的建言行为具有负向预测作用,职场排斥水平越高,其建言行为水平越低。(2)组织支持感在职场排斥与建言行为之间起中介作用,职场排斥通过组织支持感影响员工的建言行为。(3)组织支持感的中介作用受到积极心理资本的调节,积极心理资本会增强组织支持感的中介作用。     

拖延行为的发展认知机制及神经基础

拖延是指尽管预见到拖延会带来不利后果, 人们仍自愿推迟开始或完成某一计划好的任务。研究表明, 不同文化背景下有15%~20%的成年人存在慢性拖延, 超过70%的学生承认自己存在学业拖延, 部分学生还会形成特质性拖延。严重的拖延不仅影响人们的学业、工作和生活, 甚至还会危害到人们的身心健康。鉴于目前对于拖延产生的核心机制、形成的关键期以及发展认知神经机制还不是很清楚, 本项目拟从拖延的时间决策理论出发, 首先系统探明拖延决策的核心机制, 尤其是远期价值评估、延迟折扣和自我控制能力等在拖延决策过程中的认知加工机制和神经基础; 其次结合行为-环境变量-脑的多模态数据, 从发展角度探究拖延形成的关键期(敏感期)、影响因素以及发展认知神经机制; 最后从行为干预和脑的可塑性角度出发, 试图制定各关键年龄阶段拖延预防与干预的临床方案。本研究的开展对于把握拖延形成的认知机制、神经基础及其发展规律具有重要的科学价值, 对于拖延行为的预防和干预也具有直接的现实意义。     

组织社会化视角下员工组织公民行为动态变化趋势及其形成机制

日益复杂多变的市场竞争环境对组织的灵活性和适应性都提出了更高的要求, 员工的组织公民行为在这一背景下显得尤为重要, 因它能有效提高组织在不确定环境下的生存能力和核心竞争力、提升组织的绩效水平。虽然已有大量研究关注员工的组织公民行为, 但研究者多采用相对静态的研究范式, 而忽视了组织公民行为的长期动态变化趋势。基于组织社会化视角, 本研究重点关注新员工和工作变更员工组织公民行为的长期动态变化趋势、探索影响组织公民行为动态变化趋势的内在机制和边界条件, 以期为培养和激发员工持续性高水平的组织公民行为提供可参考的理论依据。     

受害者视角下职场不文明行为对组织公民行为影响的双路径机制

本文基于资源保存理论,探讨职场不文明行为对组织公民行为的影响机制及作用边界。通过问卷调查315份员工和领导的配对样本数据,结果表明：职场不文明行为负向预测组织公民行为,情绪耗竭、组织自尊中介了职场不文明行为与组织公民行为间的关系;心理韧性调节了情绪耗竭、组织自尊在二者间的中介作用。     

A citation network analysis of career mentoring across disciplines: A roadmap for mentoring research in sport

ObjectiveGiven our limited understanding of mentoring in sport, reviewing research from other disciplines has the potential to advance knowledge in this context. Therefore, the purpose of this study was to synthesize and evaluate the mentoring literature across disciplines in order to bridge existing knowledge and to situate the mentoring in sport literature.DesignA citation network analysis.MethodA comprehensive literature search was conducted to locate influential career mentoring articles, books, and book chapters across all disciplines. Subsequently, this body of literature was evaluated using citation network to (a) identify the major career mentoring disciplines, (b) locate the most influential career mentoring texts, (c) evaluate the transfer of knowledge across disciplines, and (d) situate and evaluate the mentoring in sport literature.ResultsThe literature search resulted in a mentoring network of 1,819 texts and 10,951 citation links. Five major mentoring disciplines emerged: academic medicine, industrial and organizational psychology, education, nursing, and psychology. The industrial and organizational psychology and academic medicine disciplines were the most substantial mentoring disciplines. Further, the findings suggest the literature is relatively disconnected within and across disciplines. In regard to sport, the mentoring research represented 1.47% of the full-network (29 texts and 50 citation relations) and is interwoven into the industrial and organizational psychology literature.ConclusionGiven the limited sport texts uncovered in the citation network analysis, sport scholars can stand to benefit from the wealth of existing career mentoring literature in other disciplines. Accordingly, the identification of seminal career mentoring disciplines and texts serves to provide sport mentoring scholars with a roadmap to further promote the advancement and dissemination of mentoring knowledge and research.     

味觉对判断与决策的影响及其机制

味觉作为人类生存必不可少的感觉之一, 早已超越“舌尖”的直接感受, 潜在地影响了个体对人际关系及伦理道德的知觉与判断, 改变着个体对冒险与消费等行为的决策。情绪中介假说、具身隐喻假说、进化假说以及社会建构假说从不同视角试图阐明味觉对判断与决策的影响机制。当前研究存在味觉感受存在个体差异、味觉测量难以保证效度、味觉实验缺乏统一研究范式等问题, 未来可继续进行味觉隐喻的验证并将其应用于感官营销、心理治疗等领域, 从生理、心理及社会等多个层面出发, 全方位探讨味觉对判断、决策的影响及其机制。