视觉与听觉情绪信息关系判断中的交互作用

通过要求被试判断同时呈现的视听信息情绪效价的关系,考察视听情绪信息整合加工特点。实验一中词汇效价与韵律效价不冲突,实验二中词汇效价与韵律效价冲突。两个实验一致发现当面孔表情为积极时,被试对视听通道情绪信息关系判断更准确;实验二还发现,当面孔表情为消极时,相对于韵律线索,被试根据语义线索对视听信息关系判断更迅速。上述结果说明视听信息在同时呈现时,视觉信息可能先行加工,并影响到随后有关视听关系的加工。     

工作压力对建设型和防御型建言的差异影响

以往研究普遍从建言行为的建设性意图特征出发, 探讨其关键前因、产生机制和情境因素, 但却较少关注建言行为的工具性目的。基于资源保存理论, 本研究构建了有调节的中介模型以探讨工作压力影响员工建设型建言和防御型建言的作用机制和边界条件。通过对某建筑企业386名员工进行两阶段调查, 结果表明：工作压力与防御型建言存在正向相关关系, 与建设型建言存在负向相关关系, 自我损耗在其中起中介作用; 另外, 领导开明性正向调节自我损耗和建设型建言的负向相关关系, 并正向调节工作压力通过自我损耗影响建设型建言的间接效应。     

Forensic voice discrimination by lay listeners: The effect of speech type and background noise on performance

In forensic settings, lay (nonexpert) listeners may be required to compare voice samples for identity. In two experiments we investigated the effect of background noise and variations in speaking style on performance. In each trial, participants heard two recordings, responded whether the voices belonged to the same person, and provided a confidence rating. In Experiment 1, the first recording featured read speech and the second featured read or spontaneous speech. Both recordings were presented in quiet, or with background noise. Accuracy was highest when recordings featured the same speaking style. In Experiment 2, background noise either occurred in the first or second recording. Accuracy was higher when it occurred in the second. The overall results reveal that both speaking style and background noise can disrupt accuracy. Although there is a relationship between confidence and accuracy in all conditions, it is variable. The forensic implications of these findings are discussed.     

东西方文化的人性观差异及其对道德认知的影响

人性观,即认为人性究竟是本善的还是本恶的,不仅是哲学思辨的焦点,也是日常生活中形成的一种常人理论(lay theory)。对于东西方文化传统的检视表明,西方文化占主导地位的是性恶论人性观,东方文化占主导地位的则是性善论人性观。研究通过实证数据支持了这一结论,发现中国被试相对于美国被试,对于人性的主观评定更倾向于性善的一端(研究1)。这种人性观差异导致中国被试在道德方面,尤其是规范性道德(行善)方面,对人提出了更高的要求(研究1),并且这种因果关系得到了启动实验的支持(研究2)。这些研究结果有助于人们更好地理解文化如何塑造了人们对于人性和道德的看法。     

Is employee narcissism always toxic? – The role of narcissistic admiration,rivalry and leaders’ implicit followership theories for employee voice

Organizational researchers are increasingly interested in investigating the influence of narcissism on the workplace. Drawing on self-determination theory and recent research that distinguishes two dimensions of narcissism and their different underlying motivational dynamics, we hypothesized that employee empowerment and, in turn, voice are differentially influenced by the two narcissism facets admiration and rivalry. In particular, we expected that employees’ narcissistic admiration is positively related to voice via empowerment, whereas rivalry is negatively related to voice via empowerment. Moreover, we investigated leaders’ implicit followership theories (IFTs) as moderator of the relationships between narcissistic rivalry and narcissistic admiration with empowerment. We argue that a leader’s positive IFTs buffer the negative effect of narcissistic rivalry and foster the positive effect of narcissistic admiration on empowerment, and in turn voice (i.e., first-stage moderated mediations). We found support for most of our predictions in a multi-wave field study using data from 268 leader–employee dyads. Theoretical and practical implications are explored.     

Covert processing of faces in prosopagnosia is restricted to facial expressions: evidence from cross-modal bias

We present a single case study of a brain-damaged patient, AD, suffering from visual face and object agnosia, with impaired visual perception and preserved mental imagery. She is severely impaired in all aspects of overt recognition of faces as well as in covert recognition of familiar faces. She shows a complete loss of processing facial expressions in recognition as well as in matching tasks. Nevertheless, when presented with a task where face and voice expressions were presented concurrently, there was a clear impact of face expressions on her ratings of the voice. The cross-modal paradigm used here and validated previously with normal subjects (de Gelder & Vroomen, 1995, 2000), appears as a useful tool in investigating spared covert face processing in a neuropsychological perspective, especially with prosopagnosic patients. These findings are discussed against the background of different models of the covert recognition of face expressions.     

辱虐管理对建言影响的曲线效应：价值观和性别的调节作用

现有研究主要探究领导风格对员工行为影响的直线效应,而对两者之间的曲线关系研究不足。基于激活理论,实证检验了辱虐管理与员工建言行为的曲线关系。研究结果表明辱虐管理对员工建言行为具有倒U型的影响,即上级主管辱虐不足或过度都不利于员工建言行为,只有适度的辱虐才能最有效地激发员工建言,性别调节了上述关系。这一研究发现表明适度的辱虐管理能够给组织带来积极效果,深化了人们对辱虐管理与员工建言关系的认识。     

Good Workers and Crooked Bosses: The Effect of Voice Suppression by Supervisors on Employees’ Populist Attitudes and Voting

This study is the first to explore the effect of political socialization in the workplace on populist attitudes. We investigate the effect of workplace voice suppression on employees' populist attitudes and voting. We expect employees who were suppressed by supervisors to hold more populist attitudes and to be more likely to vote for a populist party than employees who were not. We argue that some employees experience voice suppression by supervisors as stressful, so splitting is likely to be employed as a defense mechanism. Splitting is achieved through cognitive distinction and antagonism between “the good workers” and “the crooked bosses.” Such a split mental framework can generalize into a worldview that contrasts “the pure people” and “the corrupt elite,” a core characteristic of populism. We predict that the extent to which suppression triggers splitting and consequentially incites populist attitudes and voting depends on employees' acceptance of power distance. We test our hypotheses using SEM on survey data from 2990 members of the Dutch labor force. Our results show that experiences of voice suppression are positively related to populist attitudes and populist voting. As expected, this effect is stronger for employees who are less accepting of power distance.