调节匹配对期望与绩效关系的影响

以往研究发现了调节定向、调节期望与绩效的关系。本研究基于调节匹配理论,以149名大学生为被试、通过与个体长期调节定向相一致或不一致的任务框架(收获/无收获vs无损失/损失)操作调节匹配性,进一步研究了调节匹配对期望与绩效关系的影响。结果显示,调节匹配会进一步加强以往研究中发现的调节定向对期望和绩效关系的调节模式,不匹配会起到削弱作用。当促进定向占主导的个体完成强调有无收获的任务时,高期望对绩效的促进作用显著高于完成强调有无损失的任务;而当预防定向占主导的个体完成强调有无损失的任务时,低期望对绩效的促进作用显著高于完成强调有无收益的任务。     

Spatial Semantics,Cognition, and Their Interaction: A Comparative Study of Spatial Categorization in English and Korean

This study has two goals. First, we present much‐needed empirical linguistic data and systematic analyses on the spatial semantic systems in English and Korean, two languages that have been extensively compared to date in the debate on spatial language and spatial cognition. We conduct our linguistic investigation comprehensively, encompassing the domains of tight‐ and loose‐fit as well as containment and support relations. The current analysis reveals both cross‐linguistic commonalities and differences: From a common set of spatial features, each language highlights a subset of those features for its principal categorization, and those primary features are importantly different between English and Korean: English speakers categorize events predominantly by containment and support relations (and do so with prepositions), whereas Korean speakers categorize them by tight‐fit and loose‐fit relations (and do so with verbs), with a further distinction of containment and support within the loose‐fit relation. The analysis also shows that the tight‐fit domain is more cross‐linguistically diverse in categorization than is the loose‐fit domain. Second, we test the language data against the nonlinguistic categorization results reported in Choi and Hattrup (2012). The results show a remarkable degree of convergence between the patterns predicted from the current linguistic analysis and those found in C&H's nonlinguistic study and thus provide empirical and strong evidence for an influence of language on nonlinguistic spatial cognition. At the same time, the study reveals areas where the two systems closely interact with each other as well as those where one is independent from the other. Taking both parts of the study together, we identify the specific roles that language and spatial perception/cognition play in spatial categorization.     

A semiparametric approach for item response function estimation to detect item misfit

When scaling data using item response theory, valid statements based on the measurement model are only permissible if the model fits the data. Most item fit statistics used to assess the fit between observed item responses and the item responses predicted by the measurement model show significant weaknesses, such as the dependence of fit statistics on sample size and number of items. In order to assess the size of misfit and to thus use the fit statistic as an effect size, dependencies on properties of the data set are undesirable. The present study describes a new approach and empirically tests it for consistency. We developed an estimator of the distance between the predicted item response functions (IRFs) and the true IRFs by semiparametric adaptation of IRFs. For the semiparametric adaptation, the approach of extended basis functions due to Ramsay and Silverman (2005) is used. The IRF is defined as the sum of a linear term and a more flexible term constructed via basis function expansions. The group lasso method is applied as a regularization of the flexible term, and determines whether all parameters of the basis functions are fixed at zero or freely estimated. Thus, the method serves as a selection criterion for items that should be adjusted semiparametrically. The distance between the predicted and semiparametrically adjusted IRF of misfitting items can then be determined by describing the fitting items by the parametric form of the IRF and the misfitting items by the semiparametric approach. In a simulation study, we demonstrated that the proposed method delivers satisfactory results in large samples (i.e., N ≥ 1,000).     

资质过剩感对个体绩效的作用效果及机制：基于情绪-认知加工系统与文化情境的元分析

近年来, 资质过剩作为一种特殊的个人-环境不匹配现象, 引发了较多学者的关注, 但相关研究结论尚有争议。对包含383项独立研究、945个效应值及575061个研究样本的321篇文献开展元分析：(1)直接效应检验表明, 资质过剩感与消极情绪(愤怒、无聊)显著正相关, 与积极自我概念(自尊、自我效能感)的相关性不显著; 在个体绩效方面, 资质过剩感与消极角色外行为(反生产行为、离职)显著正相关, 与积极角色外行为(创新、组织公民行为等)和任务绩效的相关性不显著。(2) 结构方程模型元分析表明, 资质过剩感能够通过增强消极情绪, 进而增加消极角色外行为、减少积极角色外行为和任务绩效; 能够通过增强积极自我概念, 进而增加积极角色外行为和任务绩效、减少消极角色外行为; (3)集体主义文化倾向在资质过剩感通过情绪-认知加工系统影响个体绩效的过程中发挥调节作用, 在高集体主义文化情境中, 资质过剩感对消极情绪的负向影响较弱, 且能对积极自我概念产生正向影响; 在低集体主义文化情境中, 资质过剩感对消极情绪的负向影响较强, 且能对积极自我概念产生负向影响。(4)资质过剩感与个人-工作匹配相关性较强, 与个人-组织匹配相关性较弱; 与二者相比, 资质过剩感对压力感、离职的预测效果最强。研究结果有助于理解资质过剩感对个体绩效的复杂作用机制和边界条件, 并为组织如何管理资质过剩员工提供参考。     

Are conservatives happier than liberals? Not always and not everywhere

Prior research has shown that conservatives report higher levels of subjective well-being than liberals (happiness gap). We investigate to what extent this phenomenon exists in different time periods within the United States (Study 1, N = 40,000) and in different countries (Study 2, N = 230,000). Consistent with our hypotheses grounded in the “shared reality” and person-culture fit literature, conservatives were happier and more satisfied with their lives than liberals to the extent that the conservative political ideology prevailed in their socio-cultural context, be it a specific time period in the U.S. or a specific country. These results show that the happiness gap between conservatives and liberals is less universal than previously assumed.     

L’appariement personne-organisation au service de la sélection du personnel

In order to address the market and workforce pressures and obligations, many organizations are now turning to person-organization fit (P-O fit) based on value congruence for their recruitment and selection activities. However, the various ways to ensure P-O fit are not very well known. This article presents concrete practices to measure and take into account P-O fit in selection, one of which is testing.     

个人－环境(组织)匹配视角的员工幸福感

个人-环境匹配与员工幸福感的相关研究集中在整体工作满意度、情感幸福感、工作层面满意度、心理幸福感四个方面; 当前的研究不仅关注个人-环境的匹配与员工幸福感的相关, 还重视个人-环境的不匹配及其方向性对员工幸福感的影响; 并通过引入调节变量构建整合的员工幸福感影响因素模型。今后的研究要对相关概念进行清晰界定, 对员工幸福感的研究内容需要超越工作满意度, 要关注个人-环境匹配的不同层面与幸福感的关系, 在方法上要结合组织情境开展动态研究。