宽恕与人格特征关系的研究综述

宽恕是积极心理学研究的最热点内容之一,大量研究都表明宽恕与个体的人格特征具有密切的关系。本文详细探讨了宽恕与大五人格、共情、自尊及宗教性和精神性等人格特征之间的关系,最后对宽恕与人格的研究进行了总结和研究展望。     

Comments by ABCT's First Female President on Overcoming the Glass Ceiling

At the annual convention of the Association for Behavioral and Cognitive Therapies in New York City in November 2009, a most interesting panel discussion occurred: Overcoming the Glass Ceiling: A Conversation With the Trailblazers. This article is a written version of my oral presentation at this panel discussion in my role as ABCT's first female president.     

Charisma, status, and gender in groups with and without gurus

A number of studies have noted that small religious groups with charismatic leaders seem to have different gender dynamics than do groups without. We argue that the presence of such a leader changes what charisma “means” in such a group. Without such a leader, strong personalities may appear charismatic and lead to positions of high status—and such dynamics historically have tended to be associated with a positional advantage to males. With such a leader, however, charisma is more likely to be compatible with receptivity and decoupled from gender characteristics that tend to disadvantage women, leading charismatic women to have greater status than they would otherwise have.     

Factor Analysis of the Mystical Experience Questionnaire: A Study of Experiences Occasioned by the Hallucinogen Psilocybin

A large body of historical evidence describes the use of hallucinogenic compounds, such as psilocybin mushrooms, for religious purposes. But few scientific studies have attempted to measure or characterize hallucinogen‐occasioned spiritual experiences. The present study examined the factor structure of the Mystical Experience Questionnaire (MEQ), a self‐report measure that has been used to assess the effects of hallucinogens in laboratory studies. Participants (N = 1,602) completed the 43‐item MEQ in reference to a mystical or profound experience they had had after ingesting psilocybin. Exploratory factor analysis of the MEQ retained 30 items and revealed a four‐factor structure covering the dimensions of classic mystical experience: unity, noetic quality, sacredness (F1); positive mood (F2); transcendence of time/space (F3); and ineffability (F4). MEQ factor scores showed good internal reliability and correlated with the Hood Mysticism Scale, indicating convergent validity. Participants who endorsed having had a mystical experience on psilocybin, compared to those who did not, had significantly higher factor scores, indicating construct validity. The four‐factor structure was confirmed in a second sample (N = 440) and demonstrated superior fit compared to alternative models. The results provide initial evidence of the validity, reliability, and factor structure of a 30‐item scale for measuring single, hallucinogen‐occasioned mystical experiences, which may be a useful tool in the scientific study of mysticism.     

Adaptive Self-Regulation: Meeting Others' Expectations of Leadership and Performance

Abstract

The authors used longitudinal multisource field data to examine core aspects of the adaptive self-regulation model (A. S. Tsui & S. J. Ashford, 1994) in terms of linkages between self-monitoring, discrepancy in manager match-to-position, 5 measures of leadership, and manager performance. At Time 1,64 superiors of focal managers rated the managers' matches to their positions within the organization; at Time 3, they rated the managers' performance. At Time 2, the 64 focal managers completed a measure of self-monitoring, and 192 subordinates rated the focal managers' leadership behaviors. Results of partial least squares analysis revealed that discrepancy in manager match-to-position was associated with reductions in laissez faire and passive management-by-exception behaviors and increases in transformational leadership behavior. Self-monitoring was positively associated with all 5 leadership behaviors. Performance was related positively to transformational leadership behavior and negatively to passive management-by-exception and contingent-reward behaviors     

A Field Examination of Two Measures of Work Motivation as Predictors of Leaders' Influence Tactics

Abstract

The authors tested 2 motivation measures, the Motivation Sources Inventory (MSI; J. E. Barbuto & R. W. Scholl, 1998) and the Job Choice Decision-Making Exercise (A. M. Harrell & M. J. Stahl, 1981) as predictors of leaders' influence tactics. The authors sampled 219 leader-member dyads from a variety of organizations and communities throughout the central United States. Results strongly favored the MSI as a predictor of influence tactics. Limitations of the study include low power of relationships, sample size as limited by the research design, and education levels of participants. Future researchers should use larger and more diverse samples and test other relevant antecedents of leaders' behaviors.     

Presidential Leadership Style and the Political Use of Force

A growing body of work seeks to explain the lack of clear evidence for the diversionary use of force by casting doubt on such strategies' attractiveness for policy makers: while domestic political and economic problems may provide incentives for diversion, such strategies involve political and military risks that frequently outweigh these incentives. Such theories correctly identify the objective risks involved in diversion but do not account for variation in leaders' risk‐taking propensities. We develop a “first image” theory of diversion that suggests a key psychological variable (locus of control) shapes leaders' willingness to engage in risky diversionary strategies. A statistical analysis of the American use of force, 1953–2000, finds strong support for this model. We conclude that the lack of clear evidence for diversion in general is a reflection of the contingent nature of the phenomenon and call for greater attention to how agents and structures interact to produce policy behavior.     

授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用

从组织投资的视角,研究授权赋能领导行为、内部人身份感知与组织公民行为之间的关系.通过问卷调查,搜集了一家企业146名主管和下属的配对数据.研究结果表明,领导授权赋能行为对员工内部人身份感知有积极的影响作用,同时,内部人身份感知在授权赋能领导行为和员工组织公民行为之间起到完全中介作用,同时,员工基于组织的自尊对内部人身份感知的中介效应起到调节作用.最后还讨论了未来的研究方向和实际应用的意义等内容.     

Is subordinate's loyalty a precondition of supervisor's benevolent leadership? The moderating effects of supervisor's altruistic personality and perceived organizational support

Based on Cheng's differential leadership theory, we investigated the relationship between a subordinate's loyalty to a supervisor (SLS) and the supervisor's benevolent leadership in Chinese organizations. We also explored two moderators of this relationship, the supervisor's altruistic personality and perceived organizational support (POS). Using survey research, we collected data from supervisor‐subordinate dyads in Taiwan and made 167 valid observations. The results showed that SLS positively relates to the supervisor's benevolent behaviours; however, this relationship is diminished by the supervisor's altruistic personality and POS. That is, when the supervisor has a high level of altruistic personality or POS, the association of SLS with the supervisor's benevolent leadership is weaker.     

Extending self‐leadership research to the East: Measurement equivalence of the Chinese and English versions of the MSLQ

In response to calls regarding the applicability of self‐leadership measurement in Eastern (collectivistic) and Western (individualistic) cultures, this study examined the psychometric properties and measurement invariance of the modified self‐leadership questionnaire (MSLQ). The sample consisted of 395 Chinese students and 241 Australian students. Results revealed that the modified self‐leadership questionnaire exhibited a satisfactory condition of psychometric properties across cultures. A series of multi‐sample confirmatory factor analyses demonstrated the cross‐cultural similarity of an 11‐factor model across the Chinese and Australian samples. The modified self‐leadership questionnaire was also found to possess measurement invariance, suggesting that it is appropriate for cross‐cultural research assessing differences of self‐leadership behaviour across Chinese and Western cultures. Implications for future research are also discussed.