印象管理对组织公民行为的预测作用的实证研究

以188名企业员工及其主管和同事为被试,运用问卷调查法和分层回归分析的统计方法考察了印象管理独立于组织公平感对组织公民行为的预测作用。结果发现：在控制了公平感之后,印象管理能够显著增加大多数主管评价OCB可解释的变异,但与任何同事评价OCB之间不存在显著相关。结论：印象管理对除OCB—S以外的主管评价OCB具有显著的独立预测作用。     

我国老年人的社会支持与服务

鉴于我国老龄化现状,简要地回顾了社会支持的定义与种类,考察了我国传统的孝顺价值观和行为;并着重分析了我国老年人的社会支持与服务,包括老年人的社会支持与幸福感,老年人的家庭支持与照料,老年组织与公共老年服务;以及我国老年人社会支持的城乡差异。     

主动性人格与员工行为的关系：政治技能视角下有中介的调节模型

本研究通过两时点纵向问卷调查,探讨主动性人格与组织公民行为、任务绩效之间的关系,考察主动社会化行为在其中的中介作用,以及政治技能的调节作用。结果表明：（1）主动社会化行为在主动性人格和组织公民行为、任务绩效之间起中介作用;（2）政治技能对主动社会化行为在主动性人格和组织公民行为、任务绩效之间的中介效应起调节作用：当政治技能水平上升,主动性人格通过主动社会化行为对组织公民行为及任务绩效的预测更加明显。     

The Moderating Role of Gender and Gender Role Attitudes on the Link Between Spousal Support and Marital Quality

Researchers who examine the relation of gender role attitudes to division of household labor and marital quality often overlook its relation to emotional spousal support. Moreover, research on gender and marriage often ignores how gender role attitudes may explain the link between spousal support and marital quality. Secondary data analyses on a nationally representative sample of U.S. adults examined the interaction of gender and gender role attitudes on spousal support and marital quality. Emotional spousal support predicted better marital satisfaction and less conflict for traditional women and egalitarian men, whereas both instrumental and emotional spousal support predicted better marital satisfaction for egalitarian women and traditional men. These results suggest that within, as well as between, gender differences are important for understanding the contribution of spousal support to perceived marital quality.     

Reciprocal support provision: personality as a moderator?

In some cases, support provision can be predicted by the history of prior social exchange. Receiving may encourage providing. Moreover, personality dispositions may moderate the degree to which persons reciprocate support. Co‐student dyads (N = 43) facing an exam repeatedly reported their levels of received and provided support. Data revealed both direct and moderated reciprocal support provision. Actors' receipt of emotional support predicted the subsequent change in actors' provision of emotional support, indicating reciprocity. Also, more reciprocal emotional support provision was found in introverted and open individuals, whereas more reciprocal instrumental support provision was observed in introverts and less open individuals. Findings were partially validated when partner‐provided support instead of actor‐received support served as the predictor of later support provision. Copyright © 2006 John Wiley & Sons, Ltd.     

《周易》之组织心理思想初探

《周易》中蕴涵着丰富的管理心理思想。文章主要从《周易》的权变观、生命周期观和《周易》对组织文化建设的启示来挖掘其组织心理思想。在论述生命周期观时,对屯卦的创业管理思想和革卦的组织变革思想进行了具体论述。从刚柔并济、居安思危和义利合一三个方面论述了《周易》对组织文化建设的启示。     

Perceived discrimination and well‐being: a victim study of different immigrant groups

In this study, we compared perceived discrimination and its influence on psychological stress symptoms, and general health status in a nation‐wide probability sample of immigrants in Finland (N = 3595, 42% males, 58% females). The study represents an expansion of a previous work (Liebkind, K., & Jasinskaja‐Lahti, I. (2000a). Journal of Community & Applied Social Psychology, 10, 1–16) by drawing on a representative sample of the adult immigrant population (age group 18–65), and by assessing not only perceived ethnic discrimination but also experiences of racist crimes. The results obtained regarding group differences in perceived discrimination were consistent with previous studies, with results from attitude surveys indicating the hierarchy among the host population regarding preferred immigrant groups, and with our predictions based on the length of residence, cultural distance and visibility of the different immigrant groups studied. Perceived racism and discrimination, especially everyday racism, was highly predictive of the psychological well‐being and general health status of the immigrants. The differences between grouping are discussed in the light of additional factors potentially mediating and moderating the effects of perceived discrimination on well‐being and general health. Copyright © 2006 John Wiley & Sons, Ltd.     

Family Factors Predicting Categories of Suicide Risk

We compared family risk and protective factors among potential high school dropouts with and without suicide-risk behaviors (SRB) and examined the extent to which these factors predict categories of SRB. Subjects were randomly selected from among potential dropouts in 14 high schools. Based upon suicide-risk status, 1,083 potential high school dropouts were defined as belonging to one of four groups; 573 non-suicide risk, 242 low suicide risk, 137 moderate suicide risk and 131 high suicide risk. Results showed significant group differences in all youth self-reported family risk and protective factors. Increased levels of suicide risk were associated with perceived conflict with parents, unmet family goals, and family depression; decreased levels of risk were associated with perceived parental involvement and family support for school. Perceived conflict with parents, family depression, family support satisfaction, and availability of family support for school were the strongest predictors of adolescent SRB. Our findings suggest that suicide vulnerable youth differ from their non-suicidal peers along the dimensions of family risk and protective factors.     

Passive Students in Junior High School: The Associations with Shyness, Perceived Competence and Social Support

Relationships between passivity in school and shyness, perceived competencies and social support were assessed in a sample of 501 pupils (241 girls and 240 boys) in grades 8, 9 and 10 from two secondary schools in a city in the southern part of Norway. The analyses revealed a positive significant association between passivity in school and shyness. Findings also showed significant negative associations between passivity in school and scores of perceived social competence. Support from school peers, teachers and parents were also negatively associated with passivity. In addition the interaction between gender and perceived social competence yielded a significant association with school passivity.     

Employees’ mood, perceptions of fairness, and organizational citizenship behavior

Previous research findings concerning employees’ perceptions of fairness and positive mood as predictors of organizational citizenship behavior (OCB) have been equivocal. Explanations for this inconsistency may be related to the varying types of manipulation techniques adopted and samples tested. To address these issues, the present study adopted the mood and fairness manipulation techniques of Bachrach and Jex (2000, Journal of Applied Psychology, 30(3), 641–663) to investigate their effect on OCB amongst a sample of 138 employees from five large service organizations. The findings revealed that employees’ perceptions of fairness affected their likelihood to perform organizational citizenship behaviors. One implication of this finding is that employees’ perceptions of fairness may have a more enduring effect, in comparison to their mood, on increasing their extra role work behaviors. However, a close evaluation of the mood manipulation technique suggests that further research is needed before any firm conclusions can be made on the relative effect of empolyees’ perceived fairness and positive mood on OCB.