Narrowing the Creativity Gap: The Moderating Effects of Perceived Support for Creativity

This article examines the role of 3 types of perceived support for creativity in moderating the relation between creative self-efficacy and self-perceived creativity. The findings suggest significant interaction effects for perceived work-group support and supervisor support, but not for perceived organizational support. This study is among the first to (a) examine the importance of perceived support for creativity in unlocking creative potential and increasing creativity in organizations and (b) use interaction terms in structural equation modeling (SEM) to investigate moderator effects in an applied research setting. These results imply that organizational interventions focused on training supervisors and work-group members to support creativity in the workplace may be more effective than broader and less focused interventions at the organizational level.     

Influencing the salesforce through perceived ethical leadership: the role of salesforce socialization and person–organization fit on salesperson ethics and performance

With today's emphasis on building strong customer relationships in the business-to-business sales environment, appropriate leadership is necessary to instill ethical and provide the proper guidance among employees to ensure ethical decision-making and improve sales performance. This research examines the role of perceived ethical leadership as it relates to both formal and informal marketing control mechanisms (i.e. salesforce socialization) that influence person–organization fit, and how this fit relates to salesperson unethical intent and performance. Results from a study of 408 business-to-business salespeople suggest that perceived ethical leadership both directly, and indirectly via salesforce socialization, affects salesperson ethical values person–organization fit, which in turn affects salesperson performance. Based on these findings, both theoretical and managerial implications are provided, as well as directions for future research.     

Organizational Support,Job Resources,Soldiers’ Motivational Profiles,Work Engagement,and Affect

The authors examined the relationships between soldiers’ motivational profiles and work correlates. Results showed that the profiles differentially related to perceived organizational support and work engagement in both samples, as well as to communication, supervisor support, and positive and negative affect in Sample 2. Specifically, soldiers with the highest autonomous motivation scores displayed the highest levels of perceived organizational support and work engagement. Moreover, the highest levels of autonomous motivation were associated with the highest levels of communication, supervisor support, and positive affect. Finally, soldiers with low to moderate levels of autonomous motivation reported higher levels of negative affect than those characterized by high autonomous motivation scores. Theoretical and practical implications of the findings are discussed.     

Perceived Ability to Cope With Trauma Among U.S. Combat Veterans

The Perceived Ability to Cope With Trauma (PACT) scale measures perceived forward-focused and trauma-focused coping. This measure may also have significant utility measuring positive adaption to life-threatening trauma, such as combat. Our objective was to examine perceived ability to cope with trauma, as measured by the PACT, and the relationships between this perceived ability and clinically pertinent information (anxiety, depression, posttraumatic stress disorder [PTSD]) among U.S. military veterans. Data were provided from 71 combat veterans, consisting of 47 veterans with PTSD and 24 veterans without PTSD who had subthreshold symptoms of the disorder. All veterans completed standardized clinical interviews as well as a battery of well-validated self-report symptom measures. We found that veterans with PTSD had significantly lower PACT scores than veterans without PTSD; those without PTSD self-reported more ability to engage in forward-focused and trauma-focused coping than those with PTSD. Importantly, we also showed relationships between the PACT scores and indices of psychological difficulties as both Forward Focus and Trauma Focus coping scores negatively correlated with PTSD, depression, anxiety, and alexithymia. Finally, the Forward Focus PACT scale improved prediction of PTSD severity over combat exposure alone. The PACT, especially the Forward Focus scale, appears to be a useful measure of perceived positive coping ability with trauma in combat-exposed veterans who report symptoms of traumatic stress, extending the utility of the measure from normative to clinical populations. The importance of adopting forward-focused coping is discussed.     

Psychological Contracts and Their Implications for Job Outcomes: A Social Exchange View

This article explores the relationship between on the 1 hand psychological contract fulfilment and affective commitment and on the other hand, normative commitment and job satisfaction. We hypothesized that the perceived supervisor support (PSS) and the perceived organizational support (POS) mediate the relationship between the fulfilment of the psychological contract, commitment and job satisfaction. The sample consists in 337 soldiers in training. In order to test our model, we used 3 measures of psychological contract fulfilment (economic, socioemotional and developmental), PSS and POS measures as well as attitudes. Results show that the developmental psychological contract is related to affective and normative organizational commitment and job satisfaction whereas socioemotional fulfilment is unrelated to affective commitment. Psychological contract fulfilment has a greater impact on normative commitment than affective commitment. Results show also that only PSS plays a mediating role in psychological contract processes. Several implications emerge from this study. First, in a military context, it is important to strengthen the developmental psychological contract. Second, it is essential for organizations to place greater emphasis on encouraging supervisors to establish healthy working relationships with newcomers.     

大学生的冒险性与创业意向的关系：感知的创业文化的调节作用

为探讨大学生的冒险性、感知的创业文化与创业意向之间的关系,采用Kogan-Wallach困境选择问卷(CDQ)、感知的创业文化问卷和大学生创业意向量表调查了996名大一至大四年级学生。结果表明:男大学生的创业目标意向和创业执行意向水平均显著高于女大学生;冒险性、感知的创业文化能够直接正向预测大学生的创业目标意向;感知的创业文化能够调节冒险性与创业目标意向之间的关系,具体来讲,对于感知的创业文化水平较高的大学生,冒险性能够积极预测创业目标意向,而对于感知的创业文化水平较低的大学生,冒险性与创业目标意向之间不存在联系。     

胰岛素抵抗与麻醉安全性关系研究进展

有创诊断和治疗,引起疼痛、精神紧张、恶心、呕吐等不适或痛苦,甚至发生休克及死亡.为减少患者的不适和痛苦,提高依从性和耐受力,保障诊治的顺利进行,用麻醉方法使患者的痛觉或(和)知觉暂时的消失.当今有创诊断和治疗在现代医疗和科学实验中已经被广泛地应用,麻醉安全性事件的发生率与日俱增.胰岛素抵抗(insulin resistance,IR)患者对麻醉的耐受性差,其药代动力学特点也与非IR患者有所不同,对IR患者实施安全麻醉一直是麻醉医生所关注的课题.     

风险社会中公众政治信任的形成机制及影响

风险社会中如何提升公众的政治信任成为焦点。以政治信任形成的终生学习理论为基础,将理性选择理论和社会文化理论相整合,探讨影响政治信任形成的因素,以及政治信任对政治合作的影响。对291名被试进行问卷调查,层次回归结果发现：政治信任在政治透明度感知、宽容度感知和政治合作之间发挥正向中介作用;在负面认知固化程度和政治合作之间发挥负向中介作用;政治氛围感知在政治信任和政治合作行为之间起调节作用。最后,对该结果形成的原因与在现实生活中的应用进行讨论,并对未来研究的发展方向进行展望。     

城市农民新生活适应策略的结构特征：歧视知觉的预测作用

基于Berry等人提出的“移民适应理论”,考察了城市农民（失地农民和农民工）城市适应策略的结构特征及其与歧视知觉的关系.311名失地农民和461名农民工受邀填写城市适应策略问卷和歧视知觉问卷.结果发现：①中国城市农民（失地农民与农民工）对城市生活的适应策略主要由“分离策略”、“同化策略”、“角色认同混乱”和“混合策略”四种形态构成.②歧视知觉对城市农民的城市适应策略具有广泛而普遍的预测效力,歧视知觉水平越高,越倾向于选择分离、同化策略或陷入角色认同混乱;歧视知觉负向预测混合策略.③歧视知觉对城市农民的城市适应策略的预测方向和性质在一定程度上受其性别和受教育程度的调节.     

互动公平开启女性管理者责任心之门：“双承诺”视角

采用问卷调查法,以国内十二家企业520名在职女性管理者为研究对象,运用层级回归分析方法,探讨了互动公平对管理者责任心的影响及其内在作用机制。结果表明：互动公平通过组织支持感的完全中介效应影响管理者责任心;职业承诺和组织承诺在互动公平与管理者责任心的关系中,分别起到了调节作用;当两者进入同一个调节模型时,组织承诺的调节作用掩盖了职业承诺的作用。文章最后讨论了本研究的理论价值和实践启示。