从征求到反应：建言行为链中的管理者角色

在建言行为发生链中, 管理者扮演着征求者和反应者的不同角色。在管理实践中, 管理者却罕于从员工处征求建言, 或未能对员工建言做出有效反应。在学术界, 目前有关管理者征求建言、纳谏和建言/建言者评估的研究日益丰富, 但不成系统。为解决这些实践和理论上的不足, 提出并整合建言行为链框架; 并基于输入-过程-输出模型, 从管理者角色入手, 系统分析和归纳管理者征求建言、采纳建言、评估建言(者)的前提和结果, 以诠释管理者在员工建言行为链中发挥的作用及其机制, 并为管理者更好履行建言管理职能提供实践参考。     

How organizational cultures shape social cognition for newcomer voices

Drawing on cue consensus theory and status characteristics theory, we argue that the consensus between newcomer voice (challenging vs. supportive) and organizational culture (individualistic vs. collectivistic) leads to observers' social cognition of warmth or competence. Based on two survey studies and two experiment studies, we found that individualistic organizational culture strengthens the positive relationship between challenging voice and perceived competence and that voice constructiveness mediates this moderating effect. We also found that collectivistic organizational culture strengthens the positive relationship between supportive voice and perceived warmth, and prosocial motivation mediates this moderating effect. Focusing on consistent cues between voice and organizational culture, our research contributes to the voice literature, answering when and how both newcomer challenging voice and supportive voice can lead to perceived warmth and competence. Our results offer both theoretical implications and practical insights for employees and organizations.     

When proactivity produces a power struggle: how supervisors’ power motivation affects their support for employees’ promotive voice

Previous research informs us about facilitators of employees’ promotive voice. Yet little is known about what determines whether a specific idea for constructive change brought up by an employee will be approved or rejected by a supervisor. Drawing on interactionist theories of motivation and personality, we propose that a supervisor will be least likely to support an idea when it threatens the supervisor’s power motive, and when it is perceived to serve the employee’s own striving for power. The prosocial versus egoistic intentions attributed to the idea presenter are proposed to mediate the latter effect. We conducted three scenario-based studies in which supervisors evaluated fictitious ideas voiced by employees that – if implemented – would have power-related consequences for them as a supervisor. Results show that the higher a supervisors’ explicit power motive was, the less likely they were to support a power-threatening idea (Study 1, N = 60). Moreover, idea support was less likely when this idea was proposed by an employee that was described as high (rather than low) on power motivation (Study 2, N = 79); attributed prosocial intentions mediated this effect. Study 3 (N = 260) replicates these results.     

Spatial location and emotion modulate voice perception

ABSTRACT

How do we perceive voices coming from different spatial locations, and how is this affected by emotion? The current study probed the interplay between space and emotion during voice perception. Thirty participants listened to nonverbal vocalizations coming from different locations around the head (left vs. right; front vs. back), and differing in valence (neutral, positive [amusement] or negative [anger]). They were instructed to identify the location of the vocalizations (Experiment 1) and to evaluate their emotional qualities (Experiment 2). Emotion-space interactions were observed, but only in Experiment 1: emotional vocalizations were better localised than neutral ones when they were presented from the back and the right side. In Experiment 2, emotion recognition accuracy was increased for positive vs. negative and neutral vocalizations, and perceived arousal was increased for emotional vs. neutral vocalizations, but this was independent of spatial location. These findings indicate that emotional salience affects how we perceive the spatial location of voices. They additionally suggest that the interaction between spatial (“where”) and emotional (“what”) properties of the voice differs as a function of task.     

Exploring the meaning of participation in a community art project: A case study on the Seeming project

In Australia, community art has drawn significant research attention in regard to its potential as a community development strategy. Despite the fact that researchers have presented evidence for the positive developmental outcomes of participation in community art projects, a gap remains in understanding how and why people's participation in a community art project can lead to those positive outcomes. This research explored the meaning of participation in a community art project from the vantage point of the people who experience it. Ten participants were interviewed about their participation in a community art project (The Seeming) held in Bendigo, Australia. Following thematic analyses we identified three themes of how participants viewed their participation in a community arts project. These themes included giving voice to the silenced, creation of social connections and challenging and reproducing stereotypes. Participation means coming together and the findings highlight the potential of community arts projects for promoting the creation of new relationships and new stories about community. However, there are also problematic stories about self and others that were not deconstructed. It is argued that the settings in which different groups join can be meaningfully extended if there is an explicit concern with consciousness raising and deconstruction of normative stories. Copyright © 2010 John Wiley & Sons, Ltd.     

The developing role of prosody in novel word interpretation

This study examined whether children use prosodic correlates to word meaning when interpreting novel words. For example, do children infer that a word spoken in a deep, slow, loud voice refers to something larger than a word spoken in a high, fast, quiet voice? Participants were 4- and 5-year-olds who viewed picture pairs that varied along a single dimension (e.g., big vs. small flower) and heard a recorded voice asking them, for example, “Can you get the blicket one?” spoken with either meaningful or neutral prosody. The 4-year-olds failed to map prosodic cues to their corresponding meaning, whereas the 5-year-olds succeeded (Experiment 1). However, 4-year-olds successfully mapped prosodic cues to word meaning following a training phase that reinforced children’s attention to prosodic information (Experiment 2). These studies constitute the first empirical demonstration that young children are able to use prosody-to-meaning correlates as a cue to novel word interpretation.     

Small Shoes, Big Steps! Empowering Children as Active Researchers

The concept of children as researchers has gained credence in response to changing perspectives on their status in society, recognition of their role as consumers and increased attention to children’s rights. While this has led to greater involvement of children as participant and co-researchers, research led by children—research they design, carry out and disseminate themselves with adult support rather than adult management—is still relatively rare. Children designing and leading their own research opens up new protagonist frontiers. Children are party to the subculture of childhood which gives them a unique “insider” perspective critical to our understanding of their worlds. Child-to-child enquiry generates different data from adult-to-child enquiry because children observe with different eyes, ask different questions and communicate in fundamentally different ways. This paper explores some of the issues in empowering children as active researchers and draws on theory relating to participation, empowerment, voice and emancipation. Its primary focus is to celebrate and value children’s own research and includes the full text of an original research study by an 11-year-old girl.     

员工建言行为的结果及其调节机制

该文从个体层面和群体层面对员工建言行为结果的研究进行综述。个体层面建言结果大致可以分为五个方面：员工绩效、工作态度、人际关系、建言采纳和后续建言行为; 群体层面的结果主要包括群体绩效、群体创新和群体离职。无论是在个体层面还是在群体层面, 建言对其结果的影响研究结论都不尽一致。个体层面研究结论的不一致可能是受建言特点(类型和策略)、建言者身份、建言对象反应、建言情境等调节因素的影响; 群体层面结论的不一致可能归因于建言对象和管理者可用资源等的调节作用。未来研究应进一步探索管理者对建言不同类型反应的原因, 探究群体建言的作用机制。     

How many voices did you hear? Natural variability disrupts identity perception from unfamiliar voices

Our voices sound different depending on the context (laughing vs. talking to a child vs. giving a speech), making within‐person variability an inherent feature of human voices. When perceiving speaker identities, listeners therefore need to not only ‘tell people apart’ (perceiving exemplars from two different speakers as separate identities) but also ‘tell people together’ (perceiving different exemplars from the same speaker as a single identity). In the current study, we investigated how such natural within‐person variability affects voice identity perception. Using voices from a popular TV show, listeners, who were either familiar or unfamiliar with this show, sorted naturally varying voice clips from two speakers into clusters to represent perceived identities. Across three independent participant samples, unfamiliar listeners perceived more identities than familiar listeners and frequently mistook exemplars from the same speaker to be different identities. These findings point towards a selective failure in ‘telling people together’. Our study highlights within‐person variability as a key feature of voices that has striking effects on (unfamiliar) voice identity perception. Our findings not only open up a new line of enquiry in the field of voice perception but also call for a re‐evaluation of theoretical models to account for natural variability during identity perception.