小学生团队合作学习成绩之群体影响因素研究

将小学四年级实验班42名小学生组建成七个异质团队,进行为期三个月的团队合作学习训练,以探讨群体变量对团队合作学习成绩的影响,并比较实验班和对照班之间语文成绩之间的差异。研究结果表明:团队组长管理风格、团队承诺、团队集体效能感、团队凝聚力四个群体变量对合作学习型团队的学习成绩有显著的影响。团队满意感虽然与团队学习成绩显著相关,但对团队学习成绩的影响不显著。     

团队作业与团队互动两类共享心智模型的发展特征

共享心智模型指团队成员关于团队作业、策略、团队情境、团队互动等的共同的知识结构,根据内容不同可以分为团队作业模型和团队互动模型两类。该研究通过实验室实验探讨两类共享心智模型的发展特征。132名大学生组成44个3人团队,随机分为团队绩效反馈组和无团队绩效反馈组。采用相似性评定法在团队执行作业前、中、后三次测量两类共享心智模型。结果发现：（1）共享心智模型随团队运作时间增加而发展;（2）团队互动模型形成和发展的难度高于团队作业模型;（3）团队绩效反馈对两类心智模型发展的作用不同,反馈加速了团队作业模型的发展速度,但却是团队互动模型能否得以发展的决定性因素。两类共享心智模型的不同发展特征应归因于两者特异性高低的不同     

模拟情境中工作团队成员互动过程的初步研究及其测量

团队已经成为当今许多组织中的主要工作方式。已有文献虽然表明工作团队成员之间的互动对于团队工作绩效有显著的影响,但却缺乏测量团队成员互动的量表。本研究在了解影响团队绩效的互动因素基础上,编制出一个测量工作团队互动过程的量表。该测验将团队互动分为结构和人际两个维度,分别包括五个和四个题目。测验具有很好的信度和效度,符合心理测量学的标准,可用作测量团队互动的工具。     

团队共享心智模型的影响因素与效果

采用两种测量方法对团队共享心智模型的影响因素与影响效果进行探讨。多元回归和层次回归分析的结果表明,团队成员沟通得越好,就越有利于形成共享心智模型;如果团队中存在搭便车的行为越严重,就越不利于形成共享心智模型;共享心智模型有利于团队有效运作,取得好的绩效;有共享心智模型的团队,成员的满意度比较高,群体效能感较高,并且团队成员之间的密切关系会延续到工作之外;共享心智模型在团队运行过程变量和团队有效性之间起到中介作用。     

韧性（resilience）——在压力下复原和成长的心理机制

韧性是指面对丧失、困难或者逆境时的有效应对和适应。当生活变化对人们造成威胁时,这种自我保护的生物本能就会展现出来。来自个人、家庭、社会三方面的保护性因素之间会相互作用而组成动力系统,共同抵抗环境的不利影响。韧性的过程模型认为韧性是瓦解和重新整合之后达到的更高平衡状态,与一般意义上的“复原”有区别。在不同人生发展阶段上,韧性呈现出具有不同适应意义的层次结构,其内涵也会因情境而变化。尽管在如何测量韧性的问题上研究者们仍未达成一致意见,但一些简便有效的韧性量表得到了广泛应用。韧性研究的目的是探索个人生存和成长的力量源泉,在教育、医疗、社区和企业中开展的韧性干预训练已经显示出良好效果。     

自我验证与人际一致性：团队多样性利用的新视角

全球化背景下组织构成正日趋多样化, 有效利用团队多样性的价值是组织成功的关键。以往的研究基于自我类化理论认为消除多样性负面效应的方法是追求高阶的群体认同。本文采用自我验证的视角, 提出团队成员的个人自我认知和社会自我认知得到他人验证能够促进人际一致性, 增强个体对群体的情感联结, 并可以最大化地发挥多样性的正面效应, 提升决策质量和团队效能。此外, 当团队分裂为小团体、联盟体和共同体等三种不同的亚群体类型时, 自我验证过程将呈现出不同的动态, 团队领导者需要采取针对性的领导方式来帮助成员获得自我验证的信息。     

Social capital,acculturation attitudes,and sociocultural adaptation of migrants from central Asian republics and South Korea in Russia

This research examines the relationship of social capital with the acculturation attitudes and sociocultural adaptation of 122 migrants from Central Asian republics of the former Union of Soviet Socialist Republics (Uzbekistan, Tajikistan, Turkmenistan, Kyrgyzstan, and Kazakhstan) and 136 migrants from South Korea. The questionnaire included scales for assessing acculturation attitudes (integration, assimilation, and separation), individual social capital (bridging and bonding), and sociocultural adaptation. Using parallel mediation analysis, we found that acculturation attitudes for migrants from Central Asia are secondary to their social capital in relation to sociocultural adaptation. However, among migrants from South Korea, social capital is not linked to their acculturation attitudes, and in general, its role in sociocultural adaptation is lower as compared to the role of acculturation attitudes. As a whole, our research shows that although sociocultural adaptation for all ethnic groups is linked to acculturation attitudes and social capital, acculturation attitudes for certain ethnic groups can be dependent on social capital.     

Behavioral changes to repeated takeovers in automated driving: The drivers’ ability to transfer knowledge and the effects of takeover request process

Only a couple of studies evaluated whether drivers of automated vehicles change their takeover behavior when they experience takeover requests repeatedly. Even less evidence was accumulated regarding the question whether drivers are able to transfer learned behavior to takeover situations with varying visibility characteristics and whether drivers’ takeover behavior depends on the takeover process in these situations. This paper therefore examines three research questions. First, it assesses how drivers change their behavior with the repeated experience of a takeover situation with the same visibility (fog or no fog). Second, it tests whether drivers can transfer their learned takeover behavior from a takeover situation with high or low visibility to the same takeover situation with different visibility conditions. Third, it assesses whether drivers’ takeover behavior and their experience of the situation differ between a one-step and a two-step takeover request process. Forty participants experienced a takeover situation three times. Experimental trials varied between-subjects concerning the permanent presence or absence of fog in the adaptation condition, the change of visibility conditions from fog to no fog or vice versa in the transfer condition, and the design of the takeover process with one-step or two-steps. Dependent variables included participants’ takeover time, minimum time-to-collision (TTC_min) with the construction site, deceleration and maximum steering behavior, and their ratings of criticality of the driving situation and perceived effort. Results show that participants adapted their deceleration behavior when repeatedly experiencing a takeover situation with the same visibility characteristics (adaptation condition). Changing these characteristics (transfer condition) lead to increased minimum TTCs, criticality and perceived effort ratings. In general, participants were able to maintain their takeover behavior in takeover situations with varying visibility characteristics indicating that they can transfer their takeover behavior across situations. Finally, the two-step takeover request process was associated with longer takeover times. However, minimum TTCs were larger and maximum steering movements and criticality ratings were lower compared to the one-step process. We conclude that drivers transfer their behavior across takeover situations. However, this performance comes at higher costs in terms of perceived effort and criticality. In addition, two-step takeover request processes should be favored over one-step processes when designing takeover requests. Future studies should examine the validity of the results in various takeover situations and on-the-road studies.     

自恋型领导对团队创造力形成过程的多视角研究

领导自恋是组织中的普遍现象, 自恋型领导是否能有效地整合团队知识形成创新是管理者不可回避的问题。在回顾已有研究基础上, 采用聚合观、过程观和社会网络三种视角, 全面地厘清自恋型领导对团队创造力的影响。其中, 聚合观强调个体创造力对形成团队创造力的重要作用, 过程观强调团队成员之间的交互作用在团队创造力形成过程中不可或缺, 而社会网络视角注重团队成员的相对位置和内外关系。三种视角相互补充, 明确了自恋型领导和团队创造力之间关系的内在机制以及边界条件。研究结论将为存在自恋型领导的团队干预策略提供参考, 有助于为管理者提高自恋型领导对团队作用的有效性提供借鉴。     

Adaptation and implementation of the German social–emotional learning programme Papilio in Finland: A pilot study

This study investigated the cross-national adaptation and implementation of Papilio, a German social–emotional learning programme, in Finnish early childhood education and care (ECEC) centres. Papilio is a developmentally focused, scientifically based intervention programme focused on preventing behavioural problems and fostering social–emotional competence in children aged 3–7. The aim of this study was to investigate and evaluate the cross-national adaptation and cross-cultural adaptation and implementation of Papilio in the Finnish ECEC context. Results from qualitative interviews with one Finnish Papilio trainer, 11 early childhood education (ECE) teachers, two ECE special education teachers and two nursery nurses are supplemented with teachers' and nursery nurses' (N = 75) questionnaire data. Qualitative thematic analysis revealed that cultural adaptations were necessary on four levels: accommodation of materials, adaptation of the contents of the materials, structure and delivery. The materials and training contents were culturally adapted, whereas the delivery of the intervention was adapted according to Finnish ECEC practices. The structural adaptation included discarding timeout, due to opposition by some educators. The educators were committed to implementing the programme as instructed and resolving the practical difficulties they encountered. Their motivation to implement Papilio increased as they observed improvements in the children's social–emotional competence during intervention.