团队作业特征研究现状与展望

团队作业特征是团队有效性模型中的重要输入变量,是团队绩效差异的贡献因素。作业特征在个体与团队层面的相关理论基础表明,团队作业特征包括技能多样性、作业同一性、作业重要性、反馈、自主性、作业互依性、作业复杂性七个核心要素。以此为基础介绍了作业特征在个体与团队层面的相关效应研究;团队作业特征模型测量、作业特征作用机制、作业特征要素的深入研究则可作为未来研究的重点     

团队人格组成、团队过程对团队有效性的作用

由于团队对组织的重要性,团队有效性的研究倍受关注。通过对342个大学生短期团队完成决策任务的研究,旨在探讨团队人格组成与团队中间过程对团队有效性的作用机制。研究以自陈式问卷调查收集数据,采用层次回归与结构方程模型进行统计分析。研究结果表明：团队过程变量（协作、信念、凝聚力）在团队人格组成（外向性、宜人性、神经质）与团队有效性之间起中介作用,横断研究的I-P-O整体模型得到验证     

Temperamental profiles and linguistic development: Differences in the quality of linguistic production in relation to temperament in children of 28 months

The temperamental constellations that can be found in the infant population may influence the development trajectories of single domains of knowledge, such as that relative to language. The main objective of this study is to identify temperamental profiles to which one associates different levels of linguistic competence and to identify the profile associated with the highest risk for language acquisition. The temperamental characteristics of a sample of 106 children of 28 months attending day-care centres were surveyed and three temperamental profiles were highlighted: a profile typical of the Italian population which grouped most of the children; another made up of easily distractible and not very persistent children, who show a poor capacity to modulate motor activity and finally, the third with children inhibited in new situations. A comparison of the three groups on the basis of the level of linguistic competence revealed important differences regarding certain indices such as the vocabulary size and composition: in particular, the group of “inattentive” children has a more “immature” vocabulary composition, characterised by the presence of more primitive components of the lexical repertory.     

虚拟团队学习效能研究:社会认知因素的影响

本研究采用现场研究的方法,对21个虚拟团队学习的效能进行了实证研究。研究对社会认知因素中的效能感和目标取向对虚拟团队学习效能(技能改变、工作任务和团队健康水平)的影响进行了研究,并探讨了对虚拟团队的态度在中间所起的作用。研究发现,虚拟团队效能感和学习取向对虚拟团队的学习效能产生作用,而对虚拟团队学习的态度、团队信任对虚拟团队学习的效能起着中介或直接的作用。     

Ten-year-old girls' and boys' body composition and peer victimization experiences: prospective associations with body satisfaction

This study examined prospective associations between 10-year-olds’ weight and height, their perception of shape and stature, frequent experiences of peer victimization, and different aspects of body esteem at age 13. Participants were 474 girls and 400 boys participating in a two-wave longitudinal questionnaire study. Main results were that whereas actually being heavier built at age 10 was associated with girls’ increments in body dissatisfaction, the mere perception of being too heavy was associated with boys’ poorer body satisfaction. Also, boys who believed that they were too short were more dissatisfied at follow-up. Whereas frequent peer victimization had long-term associations with girls’ weight-esteem, teasing targeted towards appearance was associated with boys’ more negative beliefs about what others think about their appearance. Finally, participants had become significantly more dissatisfied at age 13, suggesting that this is a time in life when both girls and boys risk becoming increasingly critical towards their appearance.     

团队异质性的平衡性对团队创造力的影响

团队异质性的平衡性是指团队中异质性属性的相对分布情况, 是一个从不平衡到平衡的连续谱概念。作为对团队构成维度的补充, 本研究探究其如何通过团队信息深化施加影响于团队创造力。通过对浙江理工大学451名学生的团队实验研究, 得出结论认为：团队知识异质性的平衡性能够积极影响团队创造力, 且团队信息深化在这一过程中起中介作用, 性别异质性的平衡性与团队创造力之间的关系不显著。这一研究结果将有助于打开团队构成和团队创造力研究的新局面。     

团队人口统计特征多元化与绩效关系的元分析

Harrison和Klein (2007)将团队人口统计特征多元化划分为分离、多样和不平等三种类型。借鉴这一分类, 运用元分析的方法检验了不同类型的团队人口统计特征多元化对团队绩效的影响, 以解释以往多元化研究结论不一致的原因。基于中外137篇论文(345个效应值, 79639个团队)的元分析结果显示, 多样型多元化对团队绩效有正向影响, 而分离型多元化和不平等型多元化对团队绩效的主效应并不显著。调节效应检验显示, 团队人口统计特征多元化与不同类型绩效的关系存在显著差异, 且团队人口统计特征多元化与绩效的关系在不同国家地域和不同类型团队中也存在显著差异。研究结果有助于跨国企业和中国本土企业通过合理的多元化管理来提升团队和企业绩效。     

The Effects of Weight Loss Attempts, Exercise Initiation, and Dietary Practices on Health Related Quality of Life

This study (N = 98) randomly placed participants in either a higher protein or American Heart Association diet group with each group initiating an aerobic exercise program. Body composition (BC) was measured using four different methodologies (DEXA, BIA, skinfold, BMI) along with height and weight, while Health-Related Quality of Life (HRQOL) changes were measured using the Medical Outcomes Short Form 36 (SF-36). There were no significant time/diet interactions in HRQOL scores, body fat measures, and weight with the exception of Role-Physical scores (p = .006) with posttest scores higher in participants in Diet 1. Role-Physical scores changed significantly in participants in Diet 1 (p = .0001) and Diet 2 (p = .026) with higher posttest scores in each group. Social functioning had a significant main effect for time in both groups with pretest scores in both diet groups lower than their respective posttest scores (p = .015). HRQOL pretest scores were not significantly different between groups at baseline (p = .56). ANOVA revealed no significant differences in average calories between groups (p = .88). Analysis revealed no differences in exercise in minutes (p = .66) nor statistically significant changes in BC or weight (p = .65). Conclusions: Improvements in HRQOL were demonstrated in two subscales related to physiological and psychological functioning. These novel findings add to literature suggesting that HRQOL, at least concerning social functioning, work and other daily activities (Role-Physical) may improve by initiating an exercise and dietary program even when weight loss or BC improvements have been unsuccessful.     

Development and validation of the REMINT: a reflection measure for individuals and teams

A growing number of studies have investigated the role of team reflexivity, the extent to which teams reflect on and adapt their functioning. However, the way team reflexivity has been conceptualized and operationalized reveals several weaknesses, in particular the conception as a unidimensional construct. To provide greater conceptual clarity, we therefore propose a team reflexivity framework that integrates four interacting but distinct reflexive processes. In four studies, we focus on reflection as a fundamental reflexive process, and develop and validate an extended multidimensional reflection measure that captures the relevant dimensions of quality and quantity of reflection and the key transition processes of information seeking and information evaluation. Moreover, in order to delineate two common composition methods, we develop and validate a direct consensus and a referent-shift consensus version of the reflection measure. Data collected from a total of 803 students and employees in four studies revealed excellent construct validity, as well as good nomological validity (Studies 1 and 2). Furthermore, we found evidence of the criterion-related validity at the team level (Study 3) and the individual level (Study 4). Together, the results demonstrate the effectiveness of our measure, revealing consistent relations with outcome measures and diverse behavioural indicators across different contexts.     

作文前构思时间分配及其对写作成绩影响的研究

通过3个分实验考察了优差生的作文前构思时间分配及其不同的构思时间分配策略对作文成绩的影响。实验1发现“优生”和“差生”在无时限写作情况下,前者花在构思上的时间更多,并运用了较好的构思策略;实验2发现“优生”和“差生在限时写作情况下,在构思时间上没有显著的差异,但他们在构思策略上仍表现出差异;实验3发现长时限构思比短时限构思能够带来更好的文本质量。作者对写作前构思的计划和管理,可能是提高作文质量的自我调控策略之一。