消费者基于选择集的情境效应

消费者基于选择集的情境效应颠覆了传统的理性选择理论,表明了情境对消费者偏好和选择的系统性影响。情境效应主要的类型有吸引效应和折衷效应。情境效应具有感知偏差、风险和负面情绪规避以及信息推理等方面的内在机理。选择集结构和特征及消费者等因素都对情境效应产生影响,而情境效应会影响消费者偏好的构建。未来情境效应研究将会向复杂属性组合、复杂购买情境和新情境效应的发现等方面拓展。     

心理和谐概念辨析

心理和谐是心理要素以及直接影响心理的各要素之间在总体意义上的协调统一、相对稳定的关系,它由个体内部心理和谐、人－事心理和谐、人际心理和谐和身心和谐四个子系统组成,其内涵本质上属于积极心理学的范畴。心理和谐和心理健康、自我和谐、主观幸福感既有显著区别,又存在密切关系。对心理和谐的内涵及其同邻近概念的关系进行全方位的辨析,有助于深化心理和谐的理论研究和实证研究。     

Financial prospect relativity: context effects in financial decision‐making under risk

We report three studies in which methodologies from psychophysics are adapted to investigate context effects on individual financial decision‐making under risk. The aim was to determine how the range and the rank of the options offered as saving amounts and levels of investment risk influence people's decisions about these variables. In the range manipulation, participants were presented with either a full range of choice options or a limited subset, while in the rank manipulation they were presented with a skewed set of feasible options. The results showed that choices are affected by the position of each option in the range and the rank of presented options, which suggests that judgments and choices are relative. Copyright © 2006 John Wiley & Sons, Ltd.     

道德领导与员工建言：一个调节-中介模型的构建与检验

近年来, 研究者就如何激发员工公开讲出自己的观点、意见和问题进行了大量的探索。其中, 道德领导对员工建言的效应受到了越来越多研究的关注。在以往研究的基础上, 本研究构建了一个调节-中介模型以探讨道德领导影响员工建言的中介心理机制及其边界条件。根据社会交换理论和社会信息加工理论, 本文分别提出两种不同的中介变量-- 责任知觉和心理安全感-- 来解释道德领导与员工建言之间的关系。在此基础上, 本研究进一步假设权力距离会正向调节变量之间的间接关系。通过对某一零售企业239名员工的两阶段调查, 我们对以上研究假设进行了检验, 结果总体上支持了本研究的理论预期。本研究的发现有利于我们了解道德领导影响建言行为的心理机制, 指导管理者采取有针对性的措施, 以期有效地管理企业中的员工建言行为。     

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。     

基于自我决定理论的工作动机研究脉络及未来走向

对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题：一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。     

Examining the indirect effects of religious orientations on well‐being through personal locus of control

Religiosity often positively correlates with well‐being. Some orientations towards religion may, however, adversely affect well‐being by decreasing perceptions of personal locus of control—a critical antecedent of mental health. We examined this possibility in a New Zealand‐based national sample of religiously identified adults (N = 1486). As predicted, fundamentalism had a negative indirect effect on life satisfaction, but a positive indirect effect on psychological distress. Conversely, people's intrinsic religious orientation had a positive indirect effect on life satisfaction, but a negative indirect effect on psychological distress. Notably, all four indirect effects were transmitted through personal, but not God, locus of control. These results highlight the diversity of religious orientations and show that religious orientations that deemphasize people's personal locus of control have negative consequences for well‐being.     

不同年龄广告名人效应的心理加工机制研究

本研究从自动化加工和控制性加工这个视角研究了名人效应的心理加工机制。实验运用加工分离程序,探讨了不同年龄阶段的受众对名人广告的信息加工模式。结果发现：(1)名人效应是一个普遍存在的现象,与用一般消费者做代言人相比,青少年、成年人(大学生)以及老年人对名人广告均明显存在更多的自动化加工,且加工水平没有年龄差异。但是,老年人的控制性加工明显低于其他两组;(2)在非注意条件下,代言人的专业化程度明显地影响了大学生组的控制性加工,但与各组被试的自动化加工都关系不大。这些研究发现为广告策略的制定带来了一些新的启示。     

The Role of Character Strengths and Importance of Family on Mexican American College Students' Career Decision Self‐Efficacy

This study examined how character strengths and the importance of family influenced Mexican American college students' (N = 129) career decision self‐efficacy. Findings from a multiple regression analysis indicated that psychological grit and curiosity were significant predictors of career decision self‐efficacy. The authors discuss the importance of these findings and provide recommendations for future research.     

Engineering ethics, individuals, and organizations

This article evaluates a family of criticism of how engineering ethics is now generally taught. The short version of the criticism might be put this way: Teachers of engineering ethics devote too much time to individual decisions and not enough time to social context. There are at least six version of this criticism, each corresponding to a specific subject omitted. Teachers of engineering ethics do not (it is said) teach enough about: 1) the culture of organizations; 2) the organization of organizations; 3) the legal environment of organizations; 4) the role of professions in organizations; 5) the role of organizations in professions; or 6) the political environment of organizations. My conclusion is that, while all six are worthy subjects, there is neither much reason to believe that any of them are now absent from courses in engineering ethics nor an obvious way to decide whether they (individually or in combination) are (or are not) now being given their due. What we have here is a dispute about how much is enough. Such disputes are not to be settled without agreement concerning how we are to tell we have enough of this or that. Right now we seem to lack that agreement—and not to have much reason to expect it any time soon. An earlier version of this paper was presented at the 2005 conference, Ethics and Social Responsibility in Engineering and Technology, Linking Workplace Ethics and Education, co-hosted by Gonzaga University and Loyola Marymount University, Los Angeles, CA, USA, 9–10 June 2005.