Maintaining an open mind to closed individuals: The effect of resource availability and leadership style on the association between openness to experience and organizational commitment

This paper examines whether workplace characteristics, particularly resource availability and transformational leadership, moderate the association between openness to experience and organizational commitment. In Study 1, 205 employees completed a questionnaire that assessed their openness, organizational commitment, and perceived availability of resources at their organization. Openness reduced the extent to which individuals felt obliged to remain loyal to the organization, although this association diminished as resources became more accessible. In Study 2, 312 employees completed a similar questionnaire that also gauged the perceived leadership style of their supervisors. Transformational leadership amplified the positive relationship between openness and organizational commitment. These findings align with the proposition that individuals are more committed in work environments that facilitate the expression of their traits.     

主管承诺理论研究述评

主管承诺（supervisory commitment or commitment to supervisor）是20世纪80年代以来在组织承诺（organizational commitment or commitment to organization）基础上发展起来的员工承诺理论的一个分支。对它的测量,学者们主要是借鉴Allen和Meyer与O’Reilly和Chatman对组织承诺的测量方法,目前属香港学者陈振雄的测量最为细致和全面。对影响主管承诺的前因,学者们目前探索到文化、感受主管支持（PSS）和领导—成员交换（LMX）三个因素。对主管承诺的结果,学者们普遍认为,主管承诺比组织承诺更能影响员工的工作绩效和组织公民行为（OCB）,但在对工作满意感和跳槽意图的影响上还存在不同的意见。另外,在目前大多数学者的研究中,主管承诺与组织承诺是并列关系,但Hunt和Morgan更主张二者是因果关系,而且是主管承诺带来组织承诺。在全面述评的基础上,作者对未来的研究提出了四点展望。     

The Normative Structure of Adjudicative Dialogue

Resolution-oriented dialogue has a normative structure that is largely subject to theoretical explication. This paper develops a simple model that sheds light on how moves in a reason-giving game alter the distribution of discursive commitments and entitlements. By clarifying the practice of deontic scorekeeping, we can enhance our collective capacity to resolve conflicts dialogically.     

Soft commitment: self-control achieved by response persistence.

With reinforcement contingent on a single peck on either of two available keys (concurrent continuous reinforcement schedules) 4 pigeons, at 80% of free-feeding weights, preferred a smaller-sooner reinforcer (2.5 s of mixed grain preceded by a 0.5-s delay) to a larger-later reinforcer (4.5 s of mixed grain preceded by a 3.5-s delay). However, when the smaller-sooner and larger-later reinforcers were contingent on a concurrent fixed-ratio 31 schedule (the first 30 pecks distributed in any way on the two keys), all pigeons obtained the larger-later reinforcer much more often than they did when only a single peck was required. This "self-control" was achieved by beginning to peck the key leading to the larger-later reinforcer and persisting on that key until reinforcement occurred. We call this persistence "soft commitment" to distinguish it from strict commitment, in which self-control is achieved by preventing changeovers. Soft commitment also effectively achieved self-control when a brief (1-s) signal was inserted between the 30th and 31st response of the ratio and with concurrent fixed-interval 30-s schedules (rather than ratio schedules) of reinforcement. In a second experiment with the same subjects, the fixed ratio was interrupted by darkening both keys and lighting a third (center) key on which pecking was required for various fractions of the fixed-ratio count. The interruption significantly reduced self-control. When interruption was complete (30 responses on the center key followed by a single choice response), pigeons chose the smaller-sooner reinforcer as frequently as they did when only a single choice response was required.     

Teaming up with temps: the impact of temporary workers on team social networks and effectiveness

Temporary workers offer immediate benefits to the bottom line; yet, it is unclear how incorporating temporary workers into teams affects how they function. We apply social identity theory to propose that temporary workers significantly reduce individual- and team-level networks and team effectiveness but that commitment to the leader and intergroup competition can help temporary and permanent employees work together more effectively. Using a sample of employees nested in teams (Study 1, n = 312), we found that status differences affected member interactions resulting in sparser advice and friendship networks for temporary workers compared to their permanent counterparts. At the team level (Study 2, n = 58), these team member differences or contract diversity impacted team functioning through advice networks, such that, teams with greater contract diversity had sparser networks and were less effective. Further, commitment to the leader was found to moderate the negative impact of contract diversity on advice and friendship network density. With the increasing use of temporary worker and the prevalent use of teams, these findings have broader implications for HR functions and present possible avenues to mitigate the negative consequences of temporary workers.     

Spelling HUMBLE with U and ME: The role of perceived humility in intimate partner relationships

Humility predicts relationship satisfaction, partially mediated by commitment, in college students. The present study tested this mediation in a non-college sample of participants who have been in exclusive relationships for at least three months (N = 349). We supported a partial mediation model in predicting relationship satisfaction (Hypothesis 1). After controlling for commitment, accurate view of self was the most important factor in predicting relational satisfaction (Hypothesis 2). A simultaneous meditational analysis revealed that perceived humility predicted relationship satisfaction, mediated by gratitude in relationships (Hypothesis 3). A multiple regression analysis revealed that after controlling for personal virtues, perceiving humility in one’s partner predicted additional variance in relational satisfaction (Hypothesis 4). Our study provided support for a mediational model, but do not allow causal inferences because of cross-sectional design. Thus, we recommend that future studies include longitudinal studies to investigate the meditational models we observed.     

急性创伤青年患者的心理健康水平与小组干预

为了探讨急性创伤青年患者的心理健康水平及小组干预对策,采用三种国际通用量表（SCL-90、HAMA、HAMD）对160例急性创伤青年患者进行测评,在给予传统心理护理的同时,进行小组干预,然后比较患者干预前后心理健康水平;并以既往同种病例为对照,比较治疗效果。结果显示,86．25％的急性创伤青年患者存在有不同程度的心理障碍。通过小组干预后,患者心理健康水平明显提高;患者的临床疗效明显改善。因此小组干预可显著改善急性创伤青年患者的心理应激水平,提高临床疗效。     

最后通牒游戏中接收者拒绝行为的情绪义务模型

公平偏好使人们在面对不公平的分配时通常会有所表示,在最后通牒游戏中具体表现为对不公平报价的拒绝,有很多研究把拒绝的原因归结为不公平厌恶和互惠主义等社会偏好,但这并不能解释一些最后通牒变体游戏中的拒绝行为。但这恰恰支持了情绪义务模型。     

Turning Fantasies About Positive and Negative Futures into Self-Improvement Goals

Contrasting fantasies about the future with reflections on reality that impedes fantasy realization creates a tight link between expectations of success and forming commitments to self-improvement goals. This effect applies to both fantasies about a positive future contrasted with impeding negative reality as well as fantasies about a negative future contrasted with impeding positive reality. In Study 1, with 63 student participants, contrasting positive fantasies about benefiting from a vocational training with negative reflections on reality impeding such benefits led to expectancy-dependent willingness to invest in the training, more so than indulging in the positive future and than dwelling on the negative reality. In Study 2, with 158 high school students from former East Berlin, contrasting negative, xenophobic fantasies about suffering from the influx of immigrants with positive reflections on reality impeding such suffering led to expectancy-dependent tolerance and willingness to integrate the immigrants. Findings are discussed in terms of how mental contrasting facilitates self-improvement and personal development by making people form expectancy-dependent goal commitments to approach positively-perceived as well as negatively-perceived futures.