Voice and interpersonal attraction

The present study examined the effects of voice and physical appearance on inter-personal attraction. Furthermore, the attributes of voice that enhance interpersonal attraction were investigated. In the first study the subjects were 25 female students from one university and the target persons were four male students from another university. The subjects rated attractiveness of voice and physical appearance, and the overall interpersonal attraction of the target persons. The attractiveness of voice and physical appearance had independent effects on interpersonal attraction. In the second study the subjects were 62 students (20 males, 42 females) from one university and the target persons were 16 students from another university (eight of each sex). The results of the first study were replicated. Bright, generous voices, low vocal pitch and a small range of vocal pitch increased interpersonal attraction.     

Individual differences in face and voice matching abilities: The relationship between accuracy and consistency

Deciding whether two different face photographs or voice samples are from the same person represent fundamental challenges within applied settings. To date, most research has focussed on average performance in these tests, failing to consider individual differences and within‐person consistency in responses. Here, participants completed the same face (Experiment 1) or voice matching test (Experiment 2) on two separate occasions, allowing comparison of overall accuracy across the two timepoints as well as consistency in trial‐level responses. In both experiments, participants were highly consistent in their performances. In addition, we demonstrated a large association between consistency and accuracy, with the most accurate participants also tending to be the most consistent. This is an important result for applied settings in which organisational groups of super‐matchers are deployed in real‐world contexts. Being able to reliably identify these high performers based upon only a single test informs regarding recruitment for law enforcement agencies worldwide.     

Attending to the spiritual through the teaching of science: a study of pre‐service primary teachers’ attitudes

Analysis of the attitudes of 140 pre‐service primary teachers, and of extended interviews with 15 of these prospective teachers, indicates differences in the ways pre‐service teachers use science in their heuristic reasoning and their ability and/or willingness to include a spiritual dimension in their science teaching. These differences were a reflection of neither the prospective teachers’ formal scientific training nor their personal religious faiths – both factors have been found to make little difference. Rather, they are indicative of how their personal conceptual frameworks emanate and influence their teaching approaches. Most are clearly able to engage with science’s spiritual component: an appreciation of the need for individual humility and recognition that scientific understanding is the result of a shared, collective endeavour. Despite most prospective teachers being neither hostile to the thought of addressing spiritual issues during their teaching of science nor totally convinced of its importance, they are also largely ignorant of the possibility, never mind the potential benefits, of its inclusion.     

心理契约破裂、工作满意度与建言行为-神经质的调节作用

摘要：通过对551名企业员工问卷调查,研究心理契约破裂、工作满意度与建言行为的关系,并探讨人格特征的神经质维度在以上关系中的调节作用。结果发现：（1）心理契约破裂感知与建言行为显著负相关。（2）工作满意度在心理契约破裂感知与建言行为关系中起部分中介作用;（3）神经质显著调节了心理契约破裂通过工作满意度影响建言行为这一路径。     

Entitled to Speak: Talk in the Classroom

For young children, learning begins in conversation contexts such as schools. The author of this paper contends that talk activities are fundamental to future knowledge and understanding. Implicit is critique of a current British model that values the practice of speaking through effective talk. This view is contrasted to one centered on expressive speech and authentic listening.     

Writing qualitative research — A gathering of selves

This paper is a reflection and discussion on the integration and personal development that may occur when we use ourselves in heuristic research, particularly in the process of writing. It focuses on my writing about a study I undertook with two of my ex‐clients who are brothers, and their journey towards healing, and on their experience of our counselling relationship as part of that journey. As their counsellor, and the main researcher, my story inevitably intermingles and overlaps with theirs. My ‘selves’ as woman, survivor, client, counsellor, researcher (and numerous other selves) and their selves as survivor, man, client and researcher (and many others) are impacted by the collaborative, experiential nature of the work. Issues faced in the writing of a book about the research (Etherington, 2000), such as self‐disclosure and reclaiming my voice, parallel many of my own issues as a client and my clients' issues.     

谦逊领导的影响机制和效应:一个人际关系视角

谦逊是中华民族的传统美德,然而,现代社会的激烈竞争使得谦逊的有效性受到质疑。传统与现代观点的矛盾使得组织领导对是否表现谦逊以及如何表现谦逊产生疑问。本文基于人际关系视角,探究谦逊领导对员工组织公民行为的影响效应,以及在这个过程中下属归因的领导谦逊动机的作用。采用两阶段295份领导下属配对问卷调查,结果表明在控制了领导成员交换关系之后,谦逊领导通过提高与下属的关系亲近性促进下属的组织公民行为(建言和帮助行为)。同时,当下属归因的领导谦逊印象管理动机高时,谦逊领导的积极作用会被削弱。本文之后讨论了研究贡献以及未来的研究方向。     

Linking leader authentic personality to employee voice behaviour: a multilevel mediation model of authentic leadership development

Drawing on self-consistency and self-concept-based theories, this study examined the antecedents and outcomes of authentic leadership. Specifically, the mediating roles that authentic leadership and organization-based self-esteem (OBSE) play in translating leader authentic personality into employee voice behaviour were investigated. The results, from a sample of 408 subordinate–supervisor dyads from Taiwan, provide evidence of a positive relationship for leader authentic personality with direct reports’ ratings of the leaders’ authentic leadership. In addition, authentic leadership was found to influence subordinates’ voice behaviour, as rated by subordinates’ immediate supervisors; notably, this relationship was partially mediated by the subordinates’ perceptions of OBSE. Furthermore, leader authentic personality was indirectly related to subordinates’ voice behaviour through the mediating influence of authentic leadership and, in turn, subordinates’ perceptions of OBSE. The implications of these results for leadership research and practice, as well as directions for future research, are also presented in this paper.     

Why didn’t you say something? Effects of after-event reviews on voice behaviour and hierarchy beliefs in multi-professional action teams

Team decision-making can go wrong when individuals fear to voice suggestions or concerns to higher status team members. We investigate how after-event reviews (AERs) can be used to promote voice behaviour and hierarchy-attenuating beliefs in multi-professional action teams. We hypothesized that (1) lower status team members will speak up more following an assertiveness-specific AER (ASAER) as compared to a teamwork-generic AER (TGAER) and (2) that an ASAER leads to stronger endorsement of hierarchy-attenuating beliefs than the TGAER. To test these hypotheses, we implemented simulations of medical emergencies with 20 healthcare teams consisting of low (i.e., nurses) and high-status (i.e., physicians) professions. After participating in one of the two AERs, teams managed a simulation in which a higher status confederate engaged in potentially harmful actions. Behavioural coding of the videotaped simulations and assessment of team members’ hierarchy beliefs supported both hypotheses: nurses spoke up more following the ASAER than following the TGAER and both professional groups reported significantly higher levels of hierarchy-attenuating beliefs following the ASAER as compared to the TGAER. We discuss how AERs can affect upward voice and increase awareness for the potential downsides of status hierarchies in multi-professional teams.     

心理资本与建言行为的关系:变革开放性和组织支持感的作用研究

基于积极心理资本理论和情感事件理论相结合的理论视角,研究采用两阶段追踪问卷调查方法收集数据,探讨了心理资本与员工建言行为的关系以及变革开放性和组织支持感在这个过程中的作用机制。数据分析结果表明:员工心理资本显著正向影响建言行为,变革开放性在心理资本与建言行为之间起着部分中介作用,组织支持感显著调节心理资本通过变革开放性影响建言行为的间接效应,在高组织支持感的条件下,变革开放性在心理资本影响建言行为过程中的中介作用显著,但是在低组织支持感的条件下,变革开放性的中介作用不明显。。