组织竞争与教师组织认同的关系机制

采用组织认同问卷、组织认同图解量表、组织竞争问卷、组织同一性知觉问卷和组织声望知觉问卷对700名教师进行施测,考察组织竞争影响教师组织认同的关系机制.结果表明:外部竞争、内部竞争、组织同一性知觉、组织声望知觉均与教师组织认同呈显著正相关;外部竞争通过两条路径影响教师的组织认同水平,一是外部竞争—组织同一性知觉—组织认同,二是外部竞争—组织同一性知觉—组织声望知觉—组织认同;内部竞争通过组织声望知觉影响教师的组织认同水平,即内部竞争—组织声望知觉—组织认同.     

面孔吸引力的回顾与前瞻

面孔吸引力是传递社会情感性信息的重要来源。面孔的平均化、对称性、性别二态性特征等因素会影响对面孔吸引力的评价。近年来, 研究者对面孔吸引力的研究已拓展到动态面孔上, 并采用fMRI技术发现当让被试评价有吸引力的面孔时, 杏仁核、眶额叶、腹侧枕叶等脑区被激活。研究者从进化论取向与认知取向两方面来解释人们为何偏好有吸引力的面孔。以往研究在研究内容、研究材料和研究对象等方面尚存不足, 这正是今后的研究方向。     

国外工作-家庭平衡研究的现状述评

工作-家庭平衡在国外已有十多年的研究历史, 我国在这方面的研究起步较晚。述评中总结了国外工作-家庭平衡研究的现状, 探讨了其理论起源, 并在概念、测量和相关变量方面做了梳理, 比较了平衡与目前工作-家庭界面研究中工作-家庭冲突和工作-家庭促进之间的关系, 并提出未来工作-家庭平衡的概念应在区别其他相关概念的基础上, 从主客观的角度, 结合中国国情来界定, 此外还需要开发测量客观平衡的工具来完善其测量方法, 同时也有必要进行跨文化背景下的研究。     

师生关系对研究生自我效能感的影响:有调节的中介模型

为探讨师生关系与自我效能感的关系,并着力考察专业认同和导师负面评价恐惧在其中所起的作用,采用一般自我效能感量表、研究生师生关系感知问卷、专业认同量表、害怕导师负面评价量表对458名研究生进行调查,结果发现：（1）师生关系可正向预测研究生自我效能感;专业认同在两者间起中介作用;（2）导师负面评价恐惧在师生关系通过专业认同影响自我效能感的中介模型后半段起调节作用,即对于导师负面评价恐惧较高的研究生来说,专业认同对其自我效能感的影响更大。研究结果揭示了师生关系对自我效能感的作用机制。     

Identification with a wrongful subgroup and the feeling of collective guilt

The present study examined the relationship between group identification and the feeling of collective guilt. This study argued that identification with a subgroup of one's ingroup (subgroup identification) would predict the feeling of collective guilt better than identification with the whole ingroup (whole‐group identification). To manipulate the level of subgroup identification, we instructed participants to imagine the presence of a close friend (vs a friend of one's close friend) in a fictitious subgroup. In Experiment 1, we predicted and found that high subgroup identifiers experienced less collective guilt compared to low subgroup identifiers, regardless of their degree of whole‐group identification. In contrast, the results from Experiment 2 indicated that when the presence of the third party was made salient, high subgroup identifiers experienced more collective guilt in comparison to low subgroup identifiers. The importance of interpersonal connections for collective responsibility and the facilitating role of the third party for reconciliation of the intergroup conflicts are discussed.     

The threat vs. challenge of car parking for women: How self- and group affirmation affect cardiovascular responses

This study examines cardiovascular responses indicating challenge (vs. threat) during motivated performance of women under social identity threat. Low gender identified women should primarily be concerned with their personal identity and self-worth, leading them to benefit from self-affirmation under social identity threat. Highly identified women, conversely, should care more for the value of their group and benefit more from group affirmation. Among 64 female participants social identity threat was induced by emphasizing gender differences in car-parking ability. Then, participants received an opportunity to affirm the self or the group and worked on a car-parking task. During this task, cardiovascular challenge versus threat responses were assessed according to the biopsychosocial model (Blascovich, 2008). Results confirmed predictions by showing that self-affirmation elicited cardiovascular patterns indicating challenge in low identifiers, while group affirmation elicited challenge in high identifiers. Theoretical implications for work on social identity are discussed.     

Linking ethical leadership to employee performance: The roles of leader–member exchange,self-efficacy,and organizational identification

This research investigated the link between ethical leadership and performance using data from the People’s Republic of China. Consistent with social exchange, social learning, and social identity theories, we examined leader–member exchange (LMX), self-efficacy, and organizational identification as mediators of the ethical leadership to performance relationship. Results from 72 supervisors and 201 immediate direct reports revealed that ethical leadership was positively and significantly related to employee performance as rated by their immediate supervisors and that this relationship was fully mediated by LMX, self-efficacy, and organizational identification, controlling for procedural fairness. We discuss implications of our findings for theory and practice.     

The interactive effects of perceived external prestige and need for organizational identification on turnover intentions

Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found consistent support for this assumption. These results provide empirical support for the theoretical integration of social identity and need-based motivation theories.     

Blurring boundaries: Correlates of integration and segmentation between work and nonwork

This study investigates the interrelations among role integration-segmentation, role identification, reactions to interruptions, and work-life conflict. Results from a field survey of university staff employees suggest that as highly identified roles are integrated into other domains, high role integration is related to less negative reactions to interruptions, and employees who integrate work into nonwork set fewer boundaries for using communication technologies during nonwork time and report higher work-life conflict. Findings from this research provide insight into how individuals integrate their work and life domains and the consequences of such integration to work-life conflict.