组织类型与员工建言行为的关系探索：基于权力的视角

研究目的是探索中国背景下国有企业、民营企业、外资企业、政府机关四类组织中员工建言行为的差异,及员工个人权力感和权力动机的中介作用。采用问卷法对员工和管理者进行配对取样调查,通过对回收的324份有效问卷进行数据分析。结果表明,员工建言行为在四种组织类型中存在显著性差异,而员工个人权力感和权力动机在其中起到中介作用。此外,研究还发现,权力距离倾向在组织类型和个人权力感之间起到调节作用。最后,研究梳理了组织类型与建言行为的关系模型,并对未来研究做了展望。     

Impact of genetic testing on causal models of heart disease and arthritis: An analogue study

Abstract

An analogue study investigated the impact of genetic testing on perceptions of disease. Using a 2 × 2 design, participants (n = 212) imagined receiving the information that they were at increased risk for either heart disease or arthritis. The type of risk information was either genetic or unspecified. Presentation of genetic risk information resulted in the condition being perceived as less preventable. Causal models of disease where investigated using principal components analysis. When hem disease was the stimulus condition, attributions to genes and chance were positively associated following unspecified risk information, and negatively associated following genetic risk information. When arthritis was the stimulus condition, presentation of genetic risk information was associated with attributions to genes becoming separated from the other attributions. One explanation for this is that providing genetic risk information may decrease perceptions of a sense of randomness or uncertainty in disease causation. The extent to which these effects occur in clinical populations. and their behavioural consequences. needs to be established.     

A Multiphasic Personality Schedule (Minnesota): III. the Measurement of Symptomatic Depression

La Fave's habit lag construct, which specifies conditions under which previously automatized motor responses become disruptive of subsequent performance, was tested. Performance under stress was also examined as a possible factor in the occurrence of habit lag. Following a visual discrimination task, 48 women performed motor responses simultaneously: (a) repeating an invariant lever movement and (b) pushing one of two keys. The habit lag construct was supported, as Ss who had automatized responses produced more errors than nonautomatized Ss. Performance under stress, by calling attention to the risk of habit lag, reduced errors. Habit lag accounts for an intrusive type of error often found in motor performance where negative transfer fails to do so.     

背景信息导航帮助和认知风格对超文本使用的影响

本文考察了背景信息导航帮助(结构背景信息导航帮助、时间背景导航信息帮助和综合背景信息导航帮助)和认知风格(场独立倾向和场依存倾向)对超文本使用过程中导航绩效和学习效果的影响。结果表明：(1)认知风格是研究超文本系统的一个敏感指标：在超文本阅读过程中,场依存倾向的人比场独立倾向的人容易迷失,在某种程度上,学习效果要低于场独立倾向的人;(2)最优路径偏离可以敏感地反映出超文本网络空间中使用者的迷失程度;(3)主观迷失感与导航绩效相比,更能有效地预测超文本环境下的学习效果。     

影响产品体积知觉的形状效应研究

产品包装是现代营销的重要手段之一,也是消费与广告心理学领域的研究热点之一。产品包装的形状、尺寸和体积大小都会影响到消费者的判断、购买决策和消费行为。本文就影响产品体积知觉的高径比效应(elongation),从其概念、形状消费错觉与形重错觉的关系、实际消费中的体积知觉效应,以及注意对形状效应的影响等方面进行了阐述,并作了简要的评论。     

低阶层者的系统合理化水平更高吗?——基于社会认知视角的考察

系统合理化理论曾提出,低阶层者比高阶层者具有更高的系统合理化水平,即更认可社会体系的合理性、更支持当前社会系统。但这一论断一直存在争议。研究引入社会认知视角,考察低阶层与高阶层者系统合理化水平的差异及其机制。两个分研究得到了共同的结果:(1)低阶层者的系统合理化水平显著低于高阶层者;(2)这一差异是通过贫富归因的中介作用实现的,低阶层者系统合理化水平较低是基于其更少地认为社会贫富差距是由个人内部因素所致;(3)这一中介作用会受到个体控制感水平的调节,当控制感较低时,上述中介作用成立;但当控制感较高时,低阶层会弥合与高阶层贫富归因的差异,中介模型不成立。这些结果支持并发展了系统合理化的认知途径解释和阶层社会认知理论这两个立足于社会认知的理论观点,显示了认知因素在此问题中的重要作用,构建了更整合的阶层—归因—合理化的逻辑,并考虑了其边界因素,对于了解低阶层者的社会心态及其形成机制,包括如何改变此状况,均有一定的现实启示意义。     

Developing a Conceptual Framework of Employee Well-Being (EWB) by Applying Goal Concepts and Findings from Personality-Social Psychology

This paper reports an attempt to develop a foundation of a theory of employee well-being (EWB) by borrowing concepts and findings from research in personality-social psychology. The proposed conceptual framework has four central principles: The principle of goal selection based on valence, the principle of goal selection based on expectancy, the goal implementation principle, and the goal attainment principle. These principles have corollaries expanding the logic of the proposed theoretical relationships. Specifically, the principle of goal selection based on valence has nine corollaries: Approach versus avoidance goals, goal meaningfulness, high- versus low-level goals, goals related to cultural norms, goals related to deprived needs, goals related to basic versus growth needs, intrinsic versus extrinsic goals, goals producing flow, and autonomy in goal setting. The principle of goal selection based on expectancy has five corollaries: Goal-motive congruence, goal-cultural value congruence, goal-resources congruence, goal conflict, and adapting goals to changes in circumstances. The principle of goal implementation has two corollaries: Goal concreteness and goal commitment. Finally, the goal attainment principle has three corollaries: Recognition of goal attainment, intensity versus frequency of positive feedback, and progress reports.     

Work-Induced Changes in Feelings of Mastery

ABSTRACT

Past theory and research indicate that conditions of work can have lasting effects on job incumbents. R. A. Karasek and T. Theorell (1990) Karasek, R. A. and Theorell, T. 1990. Healthy work: Stress, productivity, and the reconstruction of working life, New York: Basic Books.  [Google Scholar], for example, proposed that workers’ feelings of mastery increase with levels of job demands and job control, and that these effects are mediated by the process of active learning. To test these propositions, 657 school teachers completed scales assessing job demands, control, active learning, and mastery on 2 occasions, 8 months apart. As hypothesized, job control predicted change in mastery, an effect that was mediated by active learning. Job demands had a weaker effect on change in mastery. The demands–mastery relationship was moderated by job control, so that under conditions of high control, but not low control, increasing job demands were associated with gains in mastery. The findings partially support R. A. Karasek and T. Theorell's (1990) predictions regarding the main, interactive, and mediated effects of job conditions on employee mastery.     

组织支持感对工作投入与工作家庭冲突关系的调节作用

在国内外研究的基础上,以207名企业员工为被试,运用问卷调查法和分层回归分析统计方法,考察了工作投入与工作家庭冲突的关系,并考察了组织支持感在工作投入与工作家庭冲突之间的调节作用。结果表明：工作投入对时间冲突和行为冲突都具有显著的负向预测作用。组织支持感在工作投入与行为冲突的关系中起调节作用。     

The mediating role of identity incompatibility in the relationship between perceived discrimination and acculturation preferences in two generations of the ethnic Russian minority in the North Caucasus

Abstract

The present study tested a model in which the perceived incompatibility of ethnic Russian and regional North Caucasian identities mediates the relationship between perceived discrimination and acculturation strategies in two generations of ethnic Russian minority members living in the Kabardino-Balkar Republic, North Caucasus, Russian Federation. Two identities might be perceived incompatible when they represent conflicting sets of norms and values and the two communities may place competing demands on individual commitment and loyalty. We sampled 105 dyads from ethnic Russian families (youth: M = 18 years, SD = 2.35, 48.6% female; parents: M = 43 years, SD = 6.97, 68.6% female). The questionnaire included measures of perceived discrimination, perceived identity incompatibility, and acculturation strategies. The results of multigroup path analysis showed that the perceived identity incompatibility mediated the relationship between perceived discrimination and two strategies, aimed at culture maintenance (integration and separation) in both generations. Identity incompatibility is regarded as a psychological mechanism that explains the impact of perceived discrimination on minority acculturation preferences in a multicultural region.