Child and Family Team Meeting Characteristics and Outcomes in a Statewide System of Care

Systems of care (SOC) have relied on the wraparound care process to individualize community‐based services for children and youth with serious emotional and behavioral difficulties. A core element of wraparound care is Child and Family Team meetings (CFTs), which are designed to give youth and families a leadership role in developing and guiding their plan of care. The National Wraparound Initiative (NWI) has identified Practice Standards regarding CFT implementation. This study examined CFT characteristics and the association between those characteristics and youth and family outcomes in a statewide SOC. Participants were 363 youth (M_age = 10.89, SD = 3.72) and their caregivers. Families completed measures of youth and caregiver functioning and symptoms at enrollment and 6‐month follow‐up. Care coordinators completed a survey assessing CFT implementation and characteristics following each meeting. Multiple regression analyses were used to examine the relationship between CFT characteristics and youth and caregiver outcomes. Results indicated that a higher number of CFTs was associated with poorer outcomes, while a higher percentage of natural supports at meetings was associated with better youth outcomes. Number of days to the first CFT was associated with greater caregiver strain. Implications for CFT implementation within wraparound are discussed.     

动机过程对青少年网络游戏行为意向的影响模型

从行为动机的角度探讨影响青少年网络游戏玩家游戏意向的主要因素。通过对北京市中学生进行抽样调查并采用结构方程模型的方法对模型进行检验。结果显示,青少年网络游戏玩家的游戏意向受多种内在动机和外在动机共同影响。青少年玩网络游戏的基本内在动机（如,社会交际、超越现实、自我效能和享受乐趣）促进沉浸动机的形成。同时,沉浸是提高游戏意向的内在动机,主观规范和游戏涉入度是分别降低和提高游戏意向的外在动机。此外,内部动机和外部动机对游戏意向的影响存在交互作用     

团队学习的理论与相关研究进展述评

团队学习是指团队成员通过互动不断获取、整合与分享知识, 并在此基础上改善行为、优化团队体系, 提升组织适应性以达到组织目标的过程。在文献研究的基础上, 介绍了团队学习的概念内涵和性质、理论基础、结构与测量, 并且探讨了团队学习的影响因素、影响效应模型及作用机制, 最后指出了团队学习研究应继续理清概念内涵的界定、结构与测量工具的开发、系统模型的构建扩充、影响效应的结果变量和跨文化扩展研究等问题。     

The global non-entropic arrow of time: from global geometrical asymmetry to local energy flow

Since the nineteenth century, the problem of the arrow of time has been traditionally analyzed in terms of entropy by relating the direction past-to-future to the gradient of the entropy function of the universe. In this paper, we reject this traditional perspective and argue for a global and non-entropic approach to the problem, according to which the arrow of time can be defined in terms of the geometrical properties of spacetime. In particular, we show how the global non-entropic arrow can be transferred to the local level, where it takes the form of a non-spacelike local energy flow that provides the criterion for breaking the symmetry resulting from time-reversal invariant local laws.     

团队学习、交互记忆系统与团队绩效：基于IMOI范式的纵向追踪研究

本研究采用纵向追踪设计,以55支实际运行的项目团队作为研究对象,分析检验了交互记忆系统对于团队学习与团队绩效之间关系的作用机制; 并基于理论界近期受到广泛关注的IMOI研究范式,通过两阶段的追踪探索团队学习与团队绩效间关系的动态机制。结果表明: 交互记忆系统对团队学习与团队绩效间关系呈现出显著的中介效应,能够为团队学习的绩效机制提供良好的理论解释力;另一方面,团队学习是一种动态演进的组织行为过程,采用IMOI范式来替代传统的I-P-O模型能够更好地剖析其动态属性。     

团队领导行为对团队效能影响之研究

对修订的团队领导行为量表和自编的团队效能量表进行了信效度检验,并在此基础上探讨了团队领导行为对团队效能的影响情况。结果表明修订的中文版团队领导行为量表具有良好的结构效度和信度,可分为动机激励、魅力领导、挑战陈规和个别关怀四个维度;团队效能量表同样具有良好的结构效度和信度,可分为任务绩效和周边绩效两个维度。路径分析和多元线性回归分析的结果表明,转换型团队领导行为对周边绩效的影响显著高于对任务绩效的影响;转换型团队领导行为中动机激励、魅力领导和个别关怀这三个维度对团队效能影响显著,而挑战陈规这一维度对团队效能的影响并不显著。     

虚拟团队共享心理模型与团队效能的关系

通过对62个虚拟团队的调研,检验了虚拟团队认同式共享心理模型与分布式共享心理模型构思,并运用多层线性建模技术,对团队特征变量、共享心理模型与虚拟团队效能间的关系进行了分析。结果表明：两类共享心理模型与团队效能间存在显著正相关;团队时间会影响共享心理模型与虚拟团队任务效能间的关系,团队时间会削弱认同式共享心理模型对任务效能间的正向关系,但能加强分布式共享心理模型对任务效能的正面影响;团队规模则主要影响共享心理模型对合作效能的效应,团队规模增加会加强认同式共享心理模型与合作效能间的相关,却会削弱分布式共享心理模型与合作效能间的关系     

The relationship between person–team fit with supervisor–subordinate guanxi and organizational justice in a Chinese state‐owned enterprise

The study examines how subordinates’ perceptions of justice in Chinese working teams are influenced by the person–team fit (or the misfit) of the supervisor–subordinate guanxi (SSG). We tested our hypotheses on a sample of 1,086 employees from 149 work groups in one state‐owned enterprise; using a combination of cross‐level polynomial regression and response surface analysis. The results showed that subordinates’ perceptions of justice, in terms of procedural, interactional, and distributive justice, were higher when individual SSG was congruent with the average SSG in the team (TSSG) at a high level than when an individual SSG was congruent with TSSG at a low level. Meanwhile, in the misfit situation, subordinates’ perceptions of the three dimensions of justice were higher when the individual SSG relative to TSSG (relative SSG, or RSSG) was surplus (individual SSG exceeded TSSG) versus RSSG deficient (TSSG exceeded individual SSG). Nevertheless, the subordinates’ perceptions of distributive justice were the highest when SSG and TSSG were almost equal in high level, as observed by integrating the fit with the misfit line. These findings highlight the important boundary cultural conditions of the psychological processes of justice and provide useful insights for international managers conducting their business in China.     

When Effort Is Enjoyed: Two Studies of Intrinsic Motivation for Personally Salient Activities

Distinctions between two philosophical conceptions of happiness, hedonism and eudaimonism, were applied to the study of intrinsic motivation. Modified versions of the Personally Expressive Activities Questionnaire (PEAQ) were used in two studies to contrast activities, all of which were enjoyed, but which differed in the level of effort involved. In Study 1, 173 college students were free to choose any type of activity that met the selection criteria. In Study 2, the activities chosen by 95 undergraduates were limited to activities associated with a particular leisure time or hobby activity in which the respondents engaged on a regular basis. Consistent results across the two studies indicate that High Effort–Liked activities, in comparison to Low Effort–Liked activities, were associated with greater interest, flow, and feelings of personal expressiveness, greater perceived competence, and higher scores for both self-realization values and importance. These differences are discussed for their implications for the conceptual understanding of intrinsic motivation.     

Can I leave my hat on? A cross-level study of multiple team membership role separation

This article conceptualizes role separation in multiple team membership (MTM) (i.e., the extent to which a multiteamer's role within a focal team is different from his/her role in another team) as a key predictor of individual and team outcomes. Existing literature on MTM focuses primarily on the total number of concurrent teams that an individual contributes to, and thus largely ignores the potential diversity that may characterize MTM. In Study 1, we develop and validate a measure of MTM role separation that reflects differences in (a) expected work results; (b) team collaboration; (c) leader expectations; and (d) client and/or customer characteristics. In Study 2, we use field data to examine the cross-level implications of MTM role separation. As expected, we find that MTM role separation is positively related to a multiteamer's role ambiguity within a focal team and, by extension, harms the performance of the entire focal team. This indirect relationship is not observed when a focal team's teamwork quality (TWQ) is high. We discuss how these findings advance our understanding of the multifaceted and multi-level nature of MTM and help multiteamers, team leaders, and organizations deal with MTM's challenges.