工作使命感:一个正在复苏的研究课题

将工作看成是使命(view work as calling)一直被人类社会文化所倡导。近年来,使命感成为西方学术界的研究热点。西方学者围绕使命感的概念内涵、测量以及对在职人员的主观幸福感、工作态度与行为的影响进行了大量研究。使命感的未来研究议题应当在:探讨使命感的来源;从正面和负面继续探讨使命感的影响效果;考察使命感的前因变量。关于研究方式方法,未来研究应当:强化理论导向、强化纵向和跨层次研究、开展本土化研究。     

组织承诺和亲组织的非伦理行为关系:道德认同的调节作用

亲组织的非伦理行为(unethical pro-organizational behaviors,UPB)指员工为了其所属的组织利益而从事有违伦理的行为。研究探讨了组织承诺与UPB的关系,以及道德认同在其间的调节作用。研究发现,组织承诺与内化道德认同、象征化道德认同对UPB的影响存在三元交互的关系;组织承诺对UPB的影响主要体现在低内化道德认同/高象征化道德认同者中。     

ROC analyses in eyewitness identification research

There has been a recent surge of interest in analyzing the results of eyewitness identification experiments using Receiver Operating Characteristic (ROC) curves. Proponents of this approach have argued not only that ROC analyses are useful but that more traditional approaches are deficient and should not be used. Three arguments might be made for why researchers would prefer ROC approaches over other techniques. The first is that ROC analyses can provide an index of underlying memory discriminability. The second is that ROC analyses provide useful information about the practical utility of identification procedures. The third is that ROC analyses are useful for testing theory. In this article, I critically examine each of these arguments and conclude that recent claims that ROC methods provide the only justifiable method of comparing identification procedures are overstated.     

Affect and Cognition in Party Identification

Despite the centrality of party identification in understandings of political behavior in the United States, there is an unacknowledged disparity between our theories and measurement of the phenomenon. The traditional method of measuring party identification relies on supplying cognitive cues by explicitly asking respondents to "think" about their partisanship. The Michigan theory of party identification, in contrast, assumes that partisanship is primarily affective. Using a survey experiment, we explore the effects of asking respondents to feel rather than think about their party identification. The new questions reveal that the electorate is more Republican than previously thought. Response timers show that respondents take longer to answer the new items, suggesting that they are surveying a wider and deeper array of considerations. These results serve to revive many of our traditional conceptions of how party identity works while also opening the door for new research questions.     

Employer Treatment of Employees During a Community Crisis: The Role of Procedural and Distributive Justice

This study applies organizational justice principles to human resource decisions made during a crisis situation. Three-hundred and sixty-six working individuals of ice storm affected households responded to a telephone survey that included measures of interactional, procedural and distributive justice, organizational commitment and job satisfaction. Confirmatory Factor Analysis suggested collapsing the interactional and procedural justice measures into one measure of procedural treatment. Overall, there was considerable support for the relevance of procedural justice and its interaction with distributive justice in predicting the work attitudes of employee following a disaster. Multiple regression analyses revealed that perceptions of procedural justice most strongly predicted job satisfaction and organizational commitment. Consistent with existing theory, an interaction between distributive and procedural was found to predict job satisfaction. The predicted interaction was not detected for organizational commitment.We would like to acknowledge the capable research assistance of Paula Warnholtz and the financial assistance from the Senate Research Committee at Bishop’s University.     

The Formation of Political Sub-Climates: Predictions from Social Identity,Structuration, and Symbolic Interaction

Merging the climate and politics literatures, this study evaluates whether organizations have a singular, shared political climate or whether sub-climates, “pockets of politics,” exist. Sub-climate formation is investigated by utilizing both political and climate explanations to determine the level of formation. The sample consisted of 891 employees of a retail services firm and the results of the study indicate that political climates do exist and may be best distinguished by defining the employee’s interactional patterns.     

组织中的进谏行为

进谏行为是指以改善环境为目的,以变化为导向,富有建没性的人际问的交流行为。文章系统地介绍了进谏行为的概念,进谏行为对组织的作用以及影响进谏行为的因素。     

中和思想与可持续发展的普遍和谐观

中和思想博大精深,作为中国古人调节人与自然、人与社会、人与他人及自身内部各种矛盾关系的高级哲理,与可持续发展有共同的哲学根据,与可持续发展所揭示的动态平衡与协调发展不谋而合。