社会公正对权威合法性的影响:社会阶层的调节作用

社会层面中的权威合法性研究是国内外学者和管理实践者近来关注的重要问题。而社会公正的两个维度——分配公正和程序公正对权威合法性的交互作用的结果并不一致。本研究基于解释水平理论,提出社会阶层能调节分配公正和程序公正对权威合法性感知的交互作用,并通过实验室研究和情境启动两种方法进行验证。结果发现对低阶层者来说,无论是否程序公正,分配公正能显著提高个体的权威合法性感知;在分配公正和多得不公条件下,程序公正显著降低权威合法性感知。对高阶层者来说,分配公正能显著提高程序公正时的权威合法性感知;程序公正能显著提高分配公正时的权威合法性感知。研究结果启示社会管理者在推行依法治国时应针对不同阶层民众的思维方式采取管理策略。     

Why do residents accept a demanding rule?: Fairness and social benefit as determinants of approval of a recycling system1,2

Abstract: This study examined why people accepted a demanding rule in a recycling system that was newly introduced in Nagoya City. We focused on two social psychological topics: social dilemmas and fairness. While the new system succeeded in reducing waste, it imposed a burden on citizens without providing incentives and sanctions. In a research survey, 1442 responses from a sample of 3000 (48% response rate) were obtained using a stratified sampling method. The results showed that the new recycling system was approved despite the demands placed on citizens, with a preference for more strict rules such as penalties and surveillance for noncompliance. The main determinants of approval of the new recycling system were social benefit and procedural fairness, whereas the main determinant of preference for strict rules was outcome fairness. We argue that (a) social benefit should be emphasized to facilitate cooperative behavior in a social dilemma situation and (b) the government should ensure sufficient discussion with citizens and acknowledgment of their opinions.     

Person perception in the heat of conflict: Negative trait attributions affect procedural preferences and account for situational and cultural differences

Disputes by their nature involve contentious behavior. If one attributes such behavior to underlying personality traits, these attributions can be quite damning. The current research investigated negative trait attributions and their impact on dispute resolution decisions. We hypothesized that judging one's opponent to be low in agreeableness and high in emotionality (e.g. stubborn and volatile) shifts one's preference towards more formal procedures – formal in the sense that a third party judge controls the process and outcome. Drawing on the attribution literature, we hypothesized that two antecedents of these judgments (and consequent preferences) are the perceiver's level of prior information and the perceiver's cultural proclivity to explaining behavior in terms of personal dispositions. Results of an experiment measuring reactions to a hypothetical dispute found that prior information and culture (USA vs Hong Kong) increased trait attributions and preferences for formal procedures. Additionally, expectancy measures showed interaction effects suggesting that disputants dynamically construct expectancies in light of their personality impressions.     

变革型领导对员工绩效和满意度的影响：心理资本的中介作用及程序公平的调节作用

通过对国内一家企业共785位员工及其直接主管的问卷调查, 考察了下属心理资本在变革型领导与下属工作绩效及满意度之间关系的中介作用以及程序公平对该关系的调节作用。研究结果显示：1)下属的心理资本与其工作绩效和满意度正向相关; 2)下属的心理资本部分中介了变革型领导对下属工作绩效及满意度的正向关系; 3) 下属的程序公平调节了变革型领导对下属心理资本的影响。具体而言, 下属的程序公平感越高, 变革型领导与下属心理资本的正向关系越强, 反之越弱; 4) 进一步地, 程序公平调节了下属心理资本对变革型领导－工作绩效和满意度的中介作用, 即：程序公平感越高, 变革型领导通过心理资本对下属的工作绩效和满意度所产生的作用就越强, 反之越弱。最后讨论了该研究的理论意义和应用价值。     

不确定性、情绪对公正判断的影响

本研究以不确定管理模型为理论来源,采用实验法探讨了公正判断中的情绪效应。实验1采用2（两种情绪状态：愉快/愤怒）×4（四种结果：比自己多/一样多/比自己少/不知道）被试间设计。实验2采用2（两种情绪状态：愉快/愤怒）×3（三种程序：有发言权/外显无发言权/无发言权信息）被试间设计。分别考察了分配公正与程序公正判断中的情绪影响。结果发现：不确定性调节了情绪与公平判断之间的关系。当用于公平判断的外部信息不明确时,情绪充当了公平判断的线索。     

THE MEDIATING ROLE OF PROCEDURAL JUSTICE IN RESPONSES TO PROMOTION DECISIONS

This study used structural equations modeling to examine the mediating role of procedural justice in the relationships between promotion decisions and organizational commitment and between promotion decisions and intent to leave the organization. 156 managers and executives in Italian subsidiaries of two large multinational organizations in the chemical industry were surveyed about their career history within the organization and their reactions to promotion decisions over an 8-year period. The results showed that promotion decisions influenced feelings of organizational commitment through perceptions of procedural justice in promotion decision-making processes. The theoretical and practical implications of the study’s findings are discussed.This research was supported by the Italian Ministry of University and Scientific Research (MURST). A previous version of this paper was presented at the 2000 Academy of Management meetings in Toronto and published in the Best Paper Proceedings. We would like to thank Paula Caliguiri, Jason Shaw, M. Susan Taylor, and two anonymous Academy reviewers for their helpful suggestions on prior drafts of this article.     

Mentalization, insightfulness, and therapeutic action The importance of mental organization

Continuing debates over the relative importance of the role of interpretation leading to insight versus the relationship with the analyst as contributing to structural change are based on traditional defi nitions of insight as gaining knowledge of unconscious content. This defi nition inevitably privileges verbal interpretation as self‐knowledge becomes equated with understanding the contents of the mind. It is suggested that a way out of this debate is to redefi ne insight as a process, one that is called insightfulness. This term builds on concepts such as mentalization, or theory of mind, and suggests that patients present with diffi culties being able to fully mentalize. Awareness of repudiated content will usually accompany the attainment of insightfulness. But the point of insightfulness is to regain access to inhibited or repudiated mentalization, not to specifi c content, per se. Emphasizing the process of insightfulness integrates the importance of the relationship with the analyst with the facilitation of insightfulness. A variety of interventions help patients gain the capacity to refl ect upon and become aware of the intricate workings of their minds, of which verbal interpretation is only one. For example, often it seems less important to focus on a particular confl ict than to show interest in our patients’ minds. Furthermore, analysands develop insightfulness by becoming interested in and observing our minds in action. Because the mind originates in bodily experience, mental functioning will always fl uctuate between action modes of experiencing and expressing and verbal, symbolic modes. The analyst's role becomes making the patient aware of regressions to action modes, understanding the reasons for doing so, and subordinating this tendency to the verbal, symbolic mode. All mental functions work better and facilitate greater self‐regulation when they work in abstract, symbolic ways. Psychopathology can be understood as failing to develop or losing the symbolic level of organization, either in circumscribed areas or more ubiquitously. And mutative action occurs through helping our patients attain or regain the symbolic level in regard to all mental functions. Such work is best accomplished in the transference. The concept of transference of defense is expanded to all mental structure, so that transference is seen as the interpersonalization of mental structure. That is, patients transfer their mental structure, including their various levels of mentalizing, into the analytic interaction. The analyst observes all levels of the patient's mental functioning and intervenes to raise them to a symbolic one. At times, this will require action interpretations, allowing oneself to be pulled into an enactment with the patient that is then reprocessed at a verbal, symbolic level. Such actions are not corrective emotional experiences but are interpretations and confrontations of the patient's transferred mental organization at a level affectively and cognitively consistent with the level of communication. Nonetheless, the goal becomes raising the communication to a symbolic level as being able to refl ect symbolically on all aspects of one's mind with a minimum of restriction is the greatest guarantee of mental health.     

质性比较专家与新手的物理学知识结构

通过质性比较方法,本实验刻画了专家与新手在物理学欧姆定律上的知识差异,并发现,与新手相比,专家的知识结构有如下特点:(1)精致化,即拥有更多公式且生成了新公式,表示他们在知识之间形成了更多联系;(2)限制化,即添加更多恒定条件于知识中,从而产生更为明确的行动。此外,本实验在方法学上为细致描述和解释专长的实质提供了可能。     

组织公平文献综述及未来的研究方向

文章的主要目的在于回顾组织公平自其产生至今的主要文献,并介绍Colquitt(2001)的组织公平四因素结构(即分配公平、程序公平、人际公平和信息公平)[1]。文章还讨论了组织公平的工具性和非工具性模型。最后,文章介绍了组织公平今后的几个研究方向。     

分配公正、程序公正、互动公正影响效果的差异

以大学生奖学金评比为例,探讨了组织公正各维度影响效果的差异。以661名大学生为被试,采用2×2×2的完全随机设计,以情境故事法（scenarios）呈现刺激,研究了奖学金评比中分配公正、程序公正、互动公正对大学生学习投入、班级荣誉感、班级归属感、与辅导员的关系的影响。结果表明,组织公正三个维度与效果变量之间存在清晰的对应影响关系：分配公正主要影响具体、以个人为参照的效果变量;程序公正主要影响与组织有关的效果变量;互动公正主要影响与上司有关的效果变量。