辱虐管理的应对及预防：正念的自我调节作用

辱虐管理, 作为负性领导的典型代表, 对员工的心理、行为和绩效乃至组织的发展均会产生显著负性影响。因此, 如何有效应对和预防辱虐管理是学者和管理实践者共同关注的课题。基于自我调节理论, 以正念为切入点, 系统考察正念在员工应对辱虐管理负性影响以及预防上司辱虐管理行为发生中的作用。一方面, 采用情境实验、大样本问卷调查和干预实验检验员工正念和正念训练对上司辱虐管理影响员工负性情绪、偏差行为和绩效的调节作用; 另一方面, 采用日志研究考察上司正念对辱虐管理行为的抑制作用, 并进一步通过干预实验来验证上司正念训练不仅可以预防辱虐管理行为的发生, 而且还可以随之改善员工的负性情绪、偏差行为和绩效。预期研究成果将有助于深入理解正念在辱虐管理研究中的作用, 推进辱虐管理应对和预防研究的发展, 同时对组织制定相关的培训计划起到一定参考作用。     

伦理导向人力资源管理实践的跨层次作用机制:基于社会情境与社会认知理论

伦理 ¹( ¹ 与组织管理领域的常规做法一致, 本文将伦理与道德看作同义概念, 交替使用。)危机给企业经营带来巨大挑战, 现有文献较多关注微观视角的伦理行为, 缺乏从中观视角对人力资源管理制度开展研究, 导致在实践上无法形成有效的制度化抓手。人力资源管理实践作为中观视角的企业伦理实践之一, 正是针对伦理问题的有效回应。立足于人力资源管理与企业伦理领域的交叉点, 从三个方面构建伦理导向人力资源管理实践的研究框架:(1)基于社会情境理论探讨伦理导向人力资源管理实践对组织伦理绩效的影响机制; (2)基于社会认知理论探讨伦理导向人力资源管理实践对团队伦理建言的跨层次影响机制; (3)基于社会认知理论探讨伦理导向人力资源管理实践对个体伦理建言的跨层次影响机制。研究将丰富人力资源管理理论, 并为企业有效实施伦理导向人力资源管理实践提供启示与帮助。     

领导–下属心理资本一致性对周边绩效的影响——工作关系与私人关系的中介作用

本文基于相似吸引理论,考察了领导–下属心理资本一致性能否影响双方的工作关系(领导–下属交换,LMX)和私人关系(领导–下属关系,SSG),继而塑造下属的周边绩效。采用多项式回归和响应面分析技术,对164份领导–下属配对数据进行分析,结果表明：领导–下属心理资本越一致,双方的LMX和SSG越高;在一致情形下,与“低–低一致”相比,”高–高一致”时的LMX和SSG更高。领导–下属心理资本一致性通过LMX、SSG影响下属的周边绩效。以上结果能为如何有效利用心理资本管理领导–下属的人际互动、下属周边绩效提供启发。     

Cognitive competencies and aggressive behavior: A developmental study

A number of studies have demonstrated that increased socially related cognitive skills are associated with decreases in aggressive behavior. However, the link between aggression and intelligence or academic skills is less evident. While some research indicates that poor academic performance is related to aggression, it is unclear which components of intellectual ability and performance are critical to the management of aggressive behaviors. In two independent longitudinal studies of elementary school-age children, the relationship among several aspects of cognitive competence and several aspects of aggressive behavior were examined. The results of the first study showed that aggressive behavior observed in kindergarten children was more closely related to academic performance in the first and second grades than to general cognitive ability (IQ). The results of the second study, a comprehensive three-year investigation of upper elementary school-age children, indicated that teachers' assessments of aggression and parents' ratings of cruelty were consistent over time for boys, but not for girls. The intercorrelations among aggression measures within each of the three years also revealed stable sex differences. Boys identified as aggressive in the classroom were more likely to be perceived as aggressive, cruel, and/or delinquent at home, but for girls, there was little correlation between aggression at school and in the home. The analyses relating measures of cognitive functioning to indices of aggressive behavior made clear the importance of discriminating among various facets of these psychological constructs. IQ had a negligible relationship with aggression and a weak inverse relationship to delinquency. An overall index of cognitive functioning was a somewhat more consistent negative correlate of aggression, cruelty, and delinquency, especially for boys. A similar pattern was found for the correlates of academic performance. Academic disability was strongly related to delinquency in boys, and to a lesser degree to aggression in boys. Of the several cognitively related factors that were explored, Low Need Achievement manifested the strongest and most consistent relationships with the different facets of aggression and antisocial behavior, especially in boys. The implications of these results for psychological interventions in the school are discussed.     

Sleep, watchkeeping and accidents: a content analysis of incident at sea reports

The unique profession of seafaring involves rest and sleep in a 24-h-a-day work environment that usually involves time-zone crossings, noise, heat, cold and motion. Sleep under such conditions is often difficult to obtain, and sleeping and sleep loss are often related to fatigue and contributory to accidents. This study aims to determine how accident investigators report sleep in Incident at Sea Reports and subsequently analyse the relationships between sleep, fatigue and accidents in these reports.The full text of 44 Incident at Sea Reports was coded and analysed using NUDIST software. This sample included collisions and groundings reported since 1991, where significant human factors contributed to the incident. The Incident at Sea Reports were electronically searched for reference to sleep and content was indexed against parameters such as fatigue behaviours, time of day and contributing personnel. Incident at Sea Reports incorporate three levels of reference to sleep, analysis of which may associate sleeping and sleepiness with accident causation. The highest level of reference unequivocally associates either being asleep, or being sleep deprived with accidents, but not always with fatigue. At an intermediate level, reference to the conflicting pressures of work and sleep on board fishing boats and ships suggests a work environment that is not conducive to obtaining sufficient sleep, and accident investigators are usually unable to link the watchkeeping environment with fatigue as a contributing factor. At the lowest level of association, reference is made to the integrated nature of sleeping and work on board.     

爆发怒与潜在怒及其在认知操作中的功能

研究旨在证明;实验1.实验室人工诱发婴儿被试愤怒情绪被划分为爆发怒与潜在怒两种愤怒表现形式,它们在婴儿进行的“迂回”作业操作中显示了不同的功能作用：爆发怒被试的操作效果显著优于潜在怒被试。实验２．以实验１同样的方法诱发婴儿被试愤怒情况下,在另一项“寻找”作业中验证了爆发怒与潜在怒两种愤怒形式确实具有不同的功能作用,实验２以心率水平测量作为验证指标。     

组织中绩效压力的双刃剑效应

市场经济的复杂多变给组织生存与发展带来诸多挑战,组织往往对员工提出高的绩效要求,绩效压力已成为普遍现象。现有研究大多关注绩效压力的消极效应,存在忽视其积极结果及理论视角较窄等不足。因此,系统、全面地认识绩效压力的双刃剑效应,有助于组织充分发挥绩效压力的积极效应及阻遏其消极效应。通过系统地回顾和梳理相关研究,在将绩效压力影响效果的研究分为积极、消极和二者并存的曲线效应三个类别后,引入压力认知评价理论、资源保存理论等理论厘清研究背后的解释机制。最后,基于以上梳理分析,未来研究应进一步拓展组织中绩效压力的双刃剑效应及其边界条件,从而更全面地认识组织中绩效压力所产生的影响。     

领导风格与员工创新绩效关系的元分析：基于自我决定视角

领导对员工创新起到重要作用。什么样的领导风格与员工创新相关更高?实际研究中存在一定争议。为了回答这个问题,基于自我决定理论,我们提出一个理论框架,来解释不同领导风格与员工创新相关系数的差异。我们使用元分析汇集432篇独立的实证研究的证据(中文研究229篇,英文研究203篇,样本总量达161599),来检验我们的假设。研究发现：(1)交易型领导、伦理型领导、变革型领导、服务型领导、领导-成员交换、授权型领导、包容型领导及真实型领导与员工创新绩效之间均存在显著的正相关,且相关递增;(2)个人主义、绩效评价方式、数据收集时间点、领导风格测量方式、创新测量方式以及发表语言部分调节领导风格和员工创新绩效的关系。研究结果符合理论预测,研究促进自我决定理论的发展。更为重要的是,研究结论为管理者提供重要的实践意义,即使用合适的领导风格进而促进员工创新。     

领悟社会支持与中小学教师工作绩效：有调节的中介模型

基于社会支持的缓冲器模型和自我调节理论,本研究探讨了领悟社会支持对中小学教师工作绩效的作用机理。通过对510名中小学教师的调查与分析,结果表明：领悟社会支持与中小学教师工作绩效呈显著正相关;心理授权在领悟社会支持与工作绩效间起中介作用;未来工作自我清晰度调节了心理授权在领悟社会支持与工作绩效之间的中介作用。较之低未来工作自我清晰度的教师,中介效应在高未来工作自我清晰度教师中更显著。