团队领导与团队有效性:基于社会认同理论的多层次研究

随着工作团队的广泛应用,团队有效性已成为研究者与管理者关注的焦点。团队领导作为影响有效性的关键因素,其作用机制得到研究者的日益关注。虽然团队领导的多层特征与中介机制已进入研究者的视野,但多层交互作用机制的实证探讨还较少;领导测量的情境性尚未得到充分关注。本研究在双通道团队变革型领导模型和社会认同理论基础上,提出基于团队、个体各自独立水平与两者交互层面的团队变革型领导作用机制模型。研究将在开发双通道团队变革型领导行为的情景判断测验基础上;通过企业问卷调查分阶段收集多源数据,整合多层结构方程与多层线性模型的数据分析,验证假设中的团队层面变量(团队聚焦变革型领导、关系认同、集体认同)与个体层面变量(个体聚焦变革型领导、领导成员交换、领导导向关系认同)之间的交互关系与边界条件,及对有效性的影响。研究结果一方面可拓展现有的团队领导理论,另一方面可为团队领导选拔等实践应用提供支持。     

Mix or Match? Consumer Spending Decisions in Conditional Promotions

Conditional multi‐item promotions are a prevalent marketing tactic whereby consumers have to buy a certain number of products to get a discount. This paper examines how framing a multi‐item promotion in terms of savings on multiple items versus a single item (e.g., “buy two, get X% off on both” vs. “buy two, get 2X% off on the cheaper item”) affects consumers’ decision‐making and product choices. Two laboratory studies and a field study at a boutique clothing store demonstrate that the “2X% on cheaper” framing makes consumers more likely to select similarly priced primary and secondary items. This strategy is driven by increased focus on promotional savings under the “2X% on cheaper” framing, which leads consumers to spend more on their secondary items. Overall, this research shows how a subtle change in the framing of multi‐item promotions changes consumers’ product selection strategies and shopping basket composition.     

团队中帮助行为的多水平整合模型

团队中帮助行为包含团队成员个体帮助行为, 成员-成员的人际帮助, 以及团队帮助行为。既有研究聚焦于团队中个体帮助行为的积极作用, 忽视了施助者与受助者之间的二元关系影响、以团队为研究层级的帮助行为机理及团队中不同层级间的影响效应研究。研究提出团队中帮助行为的多水平整合理论模型框架, 认为未来研究应进一步探讨团队帮助行为的涌现溢出机制及团队中帮助行为可能存在的负面效应的内在心理机制。     

如何解决团队创新悖论?基于成员认知风格“组型”与“构型”视角的探究

如何提升团队创新绩效?这是近年来管理实践界与学术界共同关注的热门话题。鉴于创新是一项兼具“探索”与“利用”双元特征的活动, 懂得如何平衡二者之间的悖论关系就成为提升团队创新绩效的关键。基于成员认知风格的微观视角, 从“组型”与“构型”两方面探索了解决这一悖论关系的方法。具体而言：(1)成员认知风格组型与团队领导行为之间的互补效应有助于解决团队创新悖论; (2)在合理的“成员认知风格-工作角色要求”构型基础上, 营造良好的团队协作氛围, 有助于解决团队创新悖论。进一步地, 还基于阴阳哲学思想研究了解决团队创新悖论的内在机制。为论证相关理论命题, 将开展三个研究模块, 采用定量与定性相结合的研究方法对提出的研究模型进行检验。相关发现不仅有助于丰富从微观视角研究团队创新前因、悖论管理方法的理论成果, 还将为企业的创新管理实践提供建议。     

Empowering public service workers to face bystander conflict: Enhancing resources through a training intervention

Public service employees work in occupations that are accompanied with high psychosocial risks. Police, firefighters, and paramedics are increasingly being confronted with argumentative, conflicting bystanders that frustrate them in executing their task. We developed a resource‐enhancement intervention and tested its usefulness for securing employees’ effective functioning and well‐being in bystander conflict. In a simulation‐based pre‐test post‐test control group design, paramedics in the intervention condition received training about how to increase their resources in terms of conflict management efficacy, perspective taking, task support, and emotional support. For those in the control condition, no such training was provided. Comparing pre‐ and post‐test measures (n = 81) of the participants in the intervention and control groups, we found evidence that the intervention successfully increased employees’ resources over time. Moreover, we found considerable support for a positive link between these resources and employees’ affective well‐being and job dedication. Thus, our study suggests that a resource‐enhancing intervention can serve as an important means to protect public service employees against the deleterious effects of bystander conflict.

Practitioner points

• A resource‐enhancing intervention can protect public service employees against the deleterious effects of bystander conflict.
• Resources related to dealing with a hindering bystander, as well as resources facilitating the continuation of the primary task, are positively associated with employees’ affective well‐being, job dedication, and job performance.

     

Career calling and team member proactivity: The roles of living out a calling and mentoring

With the growing interest in the joint effects of individual and contextual factors in predicting team member proactivity, this paper examines why and when pursuing one's career calling can lead to team member proactivity. Drawing on the Work as a Calling Theory, we propose that “living out a calling” explains why employees' perceived career calling positively relates to team member proactivity and especially when the employee receives high levels of mentoring support. Our hypotheses are tested using a multisource and time-lagged study design with a sample of 296 dyads of Chinese employees and their direct supervisors. We found support for the mediating role of living out a calling (Time 2) in the positive relationship between perceiving a calling (Time 1) and team member proactivity (Time 3). Mentoring (Time 2) moderated the perceiving a calling and living out a calling link such that when employees received more mentoring, the relationship was positive, whereas under lower levels of mentoring, the relationship was negative. Similarly, the indirect relationship between perceiving a calling and team member proactivity through living out a calling was positive at higher levels of mentoring, but the relationship was negative at lower levels of mentoring.     

Modeling Lifelong Learning: Collaborative Teaching across Disciplinary Lines

Most courses in colleges and universities are taught by only one instructor. This is often necessitated by the financial exigencies of educational institutions, but is also due to an academic tradition in which the ideal is a single expert teaching in a single discipline. The rapidly changing realities of both the higher education and job markets, however, have called the traditional ideal into question. Interdisciplinary collaborative teaching is one way to adapt to the needs of twenty‐first‐century students, by modeling lifelong learning for students and inviting instructors to be more deliberately reflective about disciplinary assumptions, learning styles, and pedagogies.     

Measuring Team Performance in Complex and Dynamic Military Environments: The SPOTLITE Method

The Scenario-based Performance Observation Tool for Learning In Team Environments (SPOTLITE) provides a systematic method for developing team performance measurement instruments comprised of behaviorally anchored rating scales that are tied to observable behaviors that tap critical knowledge and skills and can be assessed at specific intervals during a training scenario. We developed a measurement instrument for four-person teams of F-16 pilots training for air-to-air combat in a high-fidelity simulation environment and implemented it in a handheld computer to support fast and accurate data entry as a team executes a scenario. An experiment demonstrated the sensitivity, reliability, and validity of the instrument.     

A dualistic identity theory

Whilst it is accepted that humankind has been responsible for a considerable amount of environmental change, it is only recently that quantitative measures have been devised to express this. Such measures include a habitat index, the ecological footprint and the Living Planet Index. The applications and implications of these measures are discussed along with direct measures of changing atmospheric composition. All indicate that Europe is the most anthropogenically transformed continent and Australasia the least altered. In so far as a population increase of c. 36 per cent is likely to occur in the next 25 years, human induced environmental change is set to continue at a rapid pace. It is likely to be exacerbated by rapid industrialisation in some nations and increasing standards of living. Local, regional and international measures to curb environmental deterioration may temper this to a degree but new technologies e.g. biotechnology, may bring disadvantages as well as advantages.