Predicting the intensity of losses vs. non-gains and non-losses vs. gains in judging fairness and value: A test of the loss aversion explanation

Three studies examined the predictions that in the context of evaluation of fairness and concessions in negotiations, losses would be perceived as more intensely negative than non-gains, and that non-losses would be perceived as more positive than gains. Extant studies tested only the first of these predictions. These predictions derive from the principle of loss aversion (LA), according to which losses are experienced more intensely than gains of similar objective magnitude. In this view, losses and non-losses are measured against the steep loss part of the value curve, whereas gains and non-gains are measured against the shallow part of the value curve. Our studies replicated extant studies in confirming the first prediction but failed to confirm the second prediction. Specifically, opposite to the prediction of LA, gains were perceived as more intensely positive than non-losses. It seems, therefore, that LA is not a sufficient explanation of why losses are perceived as more averse than gains. Feature positive and regulatory focus effects are discussed as additional potential contributors to the phenomenon.     

Exploring links between polychronicity and well-being from the perspective of person–job fit: Does it matter if you prefer to do only one thing at a time?

This research examined polychronicity, which refers to an individual’s preference for working on many things simultaneously as opposed to one at a time. It was hypothesized that supplies–values fit on this temporal variable is related to well-being. Specifically, it was predicted that deficient and excess polychronicity supplies are associated with poorer well-being, and that well-being is uniformly high along the continuum of polychronicity fit. It was also hypothesized that fit effects are stronger for individuals who place high importance on how their time is allocated than for individuals who place low importance on that dimension. Participants in Study 1, a laboratory experiment, were students (N = 266); participants in Study 2, conducted in a field setting, were employees of Canadian organizations (N = 746). No fit effects were observed in Study 1. Consistent with the hypotheses, however, fit on the dimension of polychronicity was related to job satisfaction, self-efficacy, and psychological strain in Study 2. The role of value importance as a moderator of the relation between supplies–values fit and well-being was not supported.     

Are facilitated mentoring programs beneficial? A randomized experimental field study

Results from a pretest–posttest randomized field experiment study with a control group comparing the impact of high- and low-level-facilitated mentoring programs on new employees’ performance and perceptions about their jobs and organization were reported in this paper. Results indicated increases in job satisfaction, organizational commitment, person-organization fit and performance by participants in both mentoring programs with larger gains made by the high-level-facilitated group. These results suggest that a formal mentoring program can have positive effects on employee’s work-related attitudes, cognition and behavior with significantly greater gains made by formal mentoring programs with higher levels of facilitation.     

不同条件下拟合指数的表现及临界值的选择

在本模拟研究中设计了6种样本容量,6种因子载荷,和4种评分等级,并考察了正态和非正态分布两种情况。采用的错误模型为参数误置（真模型中每个因子各由5个题目来测量,错误模型中则是第一个因子由6个题测量,另两个因子各由4个和5个题来测量,即有一个因子载荷被误置）模型。结果发现（1）样本量、载荷量、评分等级数和分布形态都对GOF的取值确有影响。其中分布形态的影响最大。NNFI、IFI在不同条件下的平均值是最稳定的,其次是CFI、RMSEA和SRMR。它们都算是值得推荐的GOF,尤其是NNFI和IFI。（2）在正态分布中,当样本量≥1000时,根据NNFI、IFI、CFI、RMSEA、SRMR对模型是否拟合做出判断时有很低的两类错误率,在样本量<1000时则不理想。在偏态条件下无论选择哪个GOF两类错误率都很高。（3）采用2指数策略在很多情况下也不能显著降低两类错误率。（4）由于在数据分布非正态,或正态但样本量<1000时是难判断模型是否拟合的。因此我们提出了2界值策略。即为每个GOF确定上下两个界值。低于下界值时可判断模型是不正确的,而高于上界值时则可判断模型是正确的。GOF取值处于上下界值之间时难以判断模型是否拟合,只能说越高拟合的可能性越大。这时就要通过跨样本验证和增加样本量来确定模型是否正确     

组织文化、组织文化吻合度与员工的组织公民行为

以中国普通员工为被试,考察了组织文化、组织文化吻合度与员工组织公民行为(OCB)之间的关系.结果发现: (1)不同年龄、不同类型企业员工的OCB存在显著差异,但在性别、教育水平方面没有差异; (2)不同取向的组织文化对员工不同层面的OCB具有不同的预测作用.具体而言.组织文化对社会层面OCB的预测作用较强;就单一取向的组织文化来看,人本与创新取向的组织文化对OCB的预测作用最强; (3)在组织文化影响员工组织公民行为时,组织文化吻合度具有一定的调节作用,这种调节作用在人本与创新取向以及规范与安定取向的组织文化影响OCB时表现更加明显.     

国别属性重要吗？代言人与广告效果关系研究的新视角

随着全球市场的形成, 一些中国企业开始选取外国明星作为产品的代言人, 目的是希望借外籍代言人提升品牌的吸引力, 获得消费者的喜爱与购买。与此同时, 一些跨国企业也开始使用中国明星为其产品代言, 以期通过“本土化”加强消费者对品牌的认同, 从而最终接受这一品牌。然而, 这种做法是否令消费者认可和接受, 其广告效果到底如何还是未知数。从目前来看, 这一作法既缺乏理论论证也缺乏实践的检验。根据代言人匹配假说, 作者认为代言人国别属性与产品国别色彩的一致性对广告效果也具有重要的影响。通过3(中、外、无国别特色产品)×2(功能性产品、享乐性产品)×2(中、外代言人)的实验设计, 验证了代言人与产品国别一致性作为调节变量对代言人特征与广告效果关系具有正向的影响, 即当代言人国别属性与产品国别色彩一致时, 广告效果明显优于不一致的情形。对于中国特色产品, 中国代言人的广告效果更好, 而对于外国文化色彩以及无国别色彩的产品, 外国代言人的广告效果要明显高于中国代言人。     

边界弹性与工作-家庭冲突、增益的关系：基于人?环境匹配的视角

本研究从人?环境匹配理论的视角探讨工作和家庭边界弹性能力和边界弹性意愿对个体工作?家庭冲突和工作?家庭增益的交互影响。通过问卷法共获得494份有效数据, 基于多项式回归分析和反应曲面分析的结果表明：工作弹性能力与工作弹性意愿的匹配对工作→家庭冲突有显著的负向效应, 对工作→家庭增益无显著影响; 家庭弹性能力与家庭弹性意愿的匹配对家庭→工作冲突、家庭→工作增益有显著的负向效应。     

决策过程中的调节匹配效应及其机制

以大学生为被试,运用实验法探讨了决策过程中调节定向与信息搜索模式之间的匹配效应及其机制。结果显示：(1) 促进定向组被试决策时更偏好基于属性的信息搜索模式,而预防定向组被试决策时更偏好基于选项的信息搜索模式;(2)当两种调节定向组被试分别使用各自所偏好的信息搜索模式制定决策时,达成了调节匹配,相比调节不匹配,这种匹配使被试对其所做选择给出了更积极的评价,即出现了调节匹配效应;(3)加工流畅性可以部分地解释这种调节匹配效应。     

Vocational choice: A decision making perspective

We propose a model of vocational choice that can be used for analyzing and guiding the decision processes underlying career and job choices. Our model is based on research in behavioral decision making (BDM), in particular the choice goals framework developed by Bettman, Luce, and Payne (1998). The basic model involves two major processes. First, the selection of a decision strategy according to four choice goals: maximizing decision accuracy, minimizing cognitive effort, minimizing negative emotion, and maximizing justifiability of the decision. Second, the construction of situation-specific preferences, which can reflect irrelevant task and context factors such as the evaluation mode. This basic model is extended to account for social influences and the long decision time typical of most career and job decisions. We review research on vocational choice in light of this model, discuss normative implications for counseling, and outline a research agenda for studying vocational choice from a behavioral decision making perspective.