Building an active citizenry: the role of neighborhood problems, readiness, and capacity for change

Community-building initiatives strive to involve residents as the drivers of the change process, involving them in an array of activities including collective action efforts. Recent evaluations of many of these initiatives, however, suggest that developing the levels of resident involvement needed in such efforts is challenging. This study examines the neighborhood conditions that are related to whether and how much residents become involved in individual activism and collective action efforts. A random-digit-dial phone survey of 460 residents in 7 distressed neighborhoods suggested that while demographic variables were relatively unimportant, resident perceptions of neighborhood readiness (i.e., hope for the future and collective efficacy) and capacity for change (i.e., social ties and neighborhood leadership), and the level of neighborhood problems were strongly related to whether and how much residents were involved in individual and collective action efforts. Moreover, different elements of these neighborhood conditions were more or less important depending on the type and level of resident involvement. For example, while perceptions of neighborhood problems was the strongest predictor of whether an individual became involved at all, perceived strength of neighborhood leadership was the strongest predictor of an individual's level of activity. The implications of these findings for practitioners and scientists are discussed.     

Social Influence on Political Judgments: The Case of Presidential Debates

Four experiments investigated the extent to which judgments of candidate performance in presidential debates could be influenced by the mere knowledge of others' reactions. In Experiments 1 and 2 participants watched an intact version of a debate or an edited version in which either "soundbite" one-liners or the audience reaction to those soundbites were removed. In Experiment 3 participants saw what was supposedly the reaction of their fellow participants on screen during the debate. Participants in Experiment 4 were exposed to the reactions of live confederates as they watched the last debate of an active presidential campaign. In all studies, audience reactions produced large shifts in participants' judgments of performance. The results illustrate the power of social context to strongly influence individuals' judgments of even large amounts of relevant, important information, and they support the categorization of presidential debates as ambiguous stimuli, fertile ground for informational social influence.     

领导-部属交换（LMX）的回顾与展望

领导-部属交换理论从领导和部属的对偶关系中考察领导行为及其对下属的绩效、组织承诺等结果变量的影响。文章回顾了领导-部属交换的文献,对于它的概念、理论基础、结构、测量工具等进行了综合介绍,对不同测量工具的各自的特点以及它们之间的关系做了分析,接着总结了影响领导-部属关系的影响因素和结果变量以及与变革型领导的关系,最后提出未来研究应该加强从领导部属交换的发展阶段以及从部属或领导的角度来分析领导-部属交换理论     

跨文化领导模式在跨国创业不同阶段的效能转化研究

以管理心理学的领导理论为基础,采用访谈、问卷调查和统计分析等方法,探讨三种跨文化领导模式在跨国创业不同发展阶段的效能转化。主要结论有:(1)变革型领导模式、创业型领导模式和交易型领导模式在跨国创业不同阶段的作用效能存在显著差异;(2)交易型领导模式的效能在跨国创业的成长阶段相对最大,成熟阶段相对最小;(3)创业型领导模式的效能在跨国创业的扩张阶段相对最大,成熟阶段相对最小;(4)变革型领导模式的效能在跨国创业的成熟阶段相对最大,成长阶段相对最小。     

工作压力反应及其与领导方式的关系研究

本研究通过对537位工作者的调查,探讨工作压力反应的类型及其与领导方式的关系,结果显示:工作压力反应存在四种类型,分别是积极压力反应类型、高压力反应类型、低压力反应类型以及消极压力反应类型。直接领导的不同领导方式与个体不同的工作压力反应类型存在关联。混合式领导方式下的个体积极压力反应最高,消极压力反应最低。变革型领导和交易型领导下的个体积极压力反应和消极压力反应无显著差异。     

The Effect of Intra- and Intergroup Leadership on Group Goal Attainment in a North-South Gaming Simulation

This research investigated the role of leadership functions in a context of intergroup negotiation by using a simulation game of inter-regional conflict and cooperation (SIRC²). As a part of their social psychology course, 151 undergraduate students participated. It was hypothesized that there are four leadership factors in an intergroup context: in-group performance, in-group maintenance, out-group negotiation performance, and out-group relation maintenance. According to a factor analysis, however, the functions of in-group performance and out-group performance merged into the same category and could not be differentiated independently. Moreover, this research provided evidence that opportunities for intergroup communication and the amount of resources available to each group can facilitate these leadership functions. This study also found links between leadership functions and group outcomes. In a group with members who were homogeneous and facing common survival problems, the in-group/out-group performance function facilitated the achievement of the group goal. On the other hand, in a group with members with different roles, and who were self-sufficient for survival, the in-group maintenance function facilitated the achievement of the group goal. Moreover, in the intergroup context, the out-group relationship maintenance function was also important for group goal attainment. These results were interpreted using the path–goal theory and Fiedler's contingency theory.     

The communality-bonus effect for male transformational leaders – leadership style,gender, and promotability

Women have made considerable inroads into the workforce but remain underrepresented in leadership positions. Even though studies show that men and women hardly differ in their leadership behaviours, we argue that male and female leaders are evaluated differentially contingent on the gender-congruence of their leadership style. Drawing arguments from expectancy violation theory, we investigate evaluations of men and women who show transformational leadership (a style consisting of communal behaviours in line with stereotypes about women) and autocratic leadership (a style consisting of agentic behaviours in line with stereotypes about men). We employed a three-study research design combining two experimental studies and a two-wave field study with business leaders (overall N = 344). Overall transformational leadership resulted in higher evaluations of promotability due to higher perceptions of leaders’ communality and leadership effectiveness. Importantly, these effects were stronger for men, and men showing transformational leadership were evaluated to be more promotable than women. This implies a communality-bonus effect for male transformational leaders. There was no difference in promotability evaluations for women versus men showing autocratic leadership. This effect was mediated by agency and effectiveness perceptions for women but not for men. Implications are discussed.     

Manager psychopathy,trait activation,and job performance: a multi-source study

Individuals high in psychopathy are often portrayed as more likely to display antisocial behaviour in the workplace and to demonstrate lower job performance. Current research on the impact of trait psychopathy in the workplace is characterized by divergent findings of moderate versus weak effects. We aim to address two potential causes for these discrepant results: mono-source bias and the failure to consider the situational factors that can activate psychopathy. In addition, we used the triarchic model of psychopathy, which incorporates the meanness dimension, a conceptualization of predatory orientation. Our multi-source design disconfirmed concerns that the effects of psychopathy are merely based on mono-source bias. More specifically, we found that the predatory orientation of managers high in psychopathy and especially high in the trait of meanness was behaviourally activated by high levels of ascendency prospects and prospects for income increases. High psychopathy, mediated by consideration towards subordinates and moderated by high ascendency prospects and high prospects for income increases, was associated with low supervisory job performance ratings. Implications and limitations of our findings and directions for future research are discussed.     

Authentic leadership,followership, and psychological capital as antecedents of work engagement

The present study investigated authentic leadership, psychological capital, and followership behaviour influences on work engagement of employees. Respondents were 901 South African employees within the healthcare industry organisation (n = 647) and mining industry (n = 254). The employees completed questionnaires on authentic leadership, psychological capital, and followership behaviour, and work engagement. Results following structural equation modelling and mediation analysis suggest work engagement to be explained by the psychological capital of the employee rather than by authentic leadership qualities. Improving employee psychological capital has the potential to enhance the levels of work engagement of employees.     

亲组织非伦理行为对员工职业发展的影响：一个跨层的被调节中介

亲组织非伦理行为（UPB）作为一种非利己型的非伦理行为正逐渐受到学界的关注,当前研究大多围绕UPB的前因和形成机制展开,但缺乏对UPB结果变量的探讨。本研究通过对92名主管与399名员工的数据进行跨层次分析,探讨UPB对职业发展的影响机制。研究发现：UPB显著正向影响职业发展,上下级关系在UPB与职业发展之间起着部分中介作用,伦理型领导负向调节上下级关系对UPB与职业发展关系间的中介作用。