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81.
以往个体和团队冲突研究主要考察了个人特征或团队特征对冲突结果的影响, 而尚未充分关注冲突管理过程中个体特征与团队特征间的交互效应。基于个人-团队匹配理论, 本研究探讨了个体层面宜人性与团队层面宜人性异质性对团队中个体冲突(关系冲突、任务冲突)和工作绩效间关系的影响。基于来自64个银行服务团队(包含339名下属和64名主管)的多来源、多时点纵向数据, 本研究所得结果显示:(1)关系冲突显著负向影响工作绩效, 任务冲突对工作绩效的影响不显著。(2)个体宜人性能够显著减弱关系冲突对工作绩效的负面影响, 而增强任务冲突对工作绩效的正向影响。(3)关系/任务冲突、个体宜人性和团队宜人性异质性间存在着三重交互效应, 共同影响工作绩效。具体而言, 当团队宜人性异质性水平较低时, 个体宜人性对关系/任务冲突与工作绩效间关系的调节作用更加显著。  相似文献   
82.
Drawing on the componential model of creativity (Amabile), we examined how shared leadership and a formally appointed leader's transformational leadership jointly cultivate team creativity in two studies. We conducted an experiment with a sample of 109 undergraduate students (32 teams) enrolled in a business plan competition (Study 1) and a field survey based on multisource, time-lagged data collected from 251 full-time employees working on 64 research and development teams (Study 2). The results from both studies revealed that shared leadership enhanced team members’ individual creative self-efficacy and individual creativity, which in turn improved team creativity. Moreover, the results from Study 2 showed that a formally appointed leader's use of different transformational leadership behaviors had different impacts on individual and team creativity. Individual-focused transformational leadership strengthened the positive effect of shared leadership on team members’ average individual creativity, whereas group-focused transformational leadership facilitated the translation of teams with high average individual creativity into teams with high levels of team creativity. The theoretical and practical implications of the findings are discussed.  相似文献   
83.
In the hope of complementing the structural perspective in upper echelon research and advancing a fine-grained understanding of dyadic leadership influence in management teams, the current study combines two types of intrateam structures—leadership network and friendship network—to create a multidimensional conceptualization of leadership structure in management teams. Specifically, we propose that management teams with a denser singular leadership network (i.e., a network consisting of many leadership ties that are not coupled with friendship ties) should have lower management team cohesion, which subsequently renders worse business unit performance. To contrast, management teams with a denser multiplex network (i.e., a network consisting of many leadership ties that are coupled with friendship ties) should have higher management team cohesion, which subsequently renders better business unit performance. Guided by structural contingency perspective, we further propose that management team task interdependence will strengthen team cohesion's positive impact on business unit performance. To test the hypothesized model, we collected team-level social network data and multiple-wave survey data from 697 managers nested in 148 hotels (i.e., 148 management teams) owned by a large hospitality company. We also obtained objective performance data for each hotel (i.e., occupancy percentage rate and revenue per available room per day) as the criterion measure. The data supported our hypotheses. The theoretical and practical implications of our findings are discussed.  相似文献   
84.
真实环境中的视觉搜索是人和动物赖以生存的重要能力。目前的视觉搜索研究多使用静态的观察者和静止的二维搜索对象, 侧重于探究注意在搜索中的作用; 现有的视觉搜索理论模型主要概括了影响搜索的自上而下的注意因素, 而将自下而上影响因素简单归结为影像显著性, 然而在真实环境中, 观察者或搜索对象是可以运动的, 搜索时可利用的视觉信息包括动态光流和静态影像结构信息。已有的视觉识别研究发现这两种信息相结合可以使观察者准确持久地识别场景、事件和三维结构。在现有视觉搜索理论模型中引入两种视觉信息可以较好还原真实环境中的搜索任务。我们提出研究构想和实验方案,探究利用动、静态视觉信息的视觉搜索过程, 从而完善现有的视觉搜索模型。我们认为充分利用环境信息可以提高搜索效率, 且在视觉搜索训练和智能搜索设计等方面有重要的应用价值。  相似文献   
85.
The authors find it more useful to payattention to relationships than to boundaries.By focusing attention on bounded, individualpsychological issues, the metaphor ofboundaries can distract helping professionalsfrom thinking about inequities of power. Itoversimplifies a complex issue, inviting us toignore discourses around gender, race, class,culture, and the like that support injustice,abuse, and exploitation. Making boundaries acentral metaphor for ethical practice can keepus from critically examining the effects ofdistance, withdrawal, and non-participation.The authors describe how it is possible toexamine the practical, moral, and ethicaleffects of our participation in relationshipsby focusing on just relationships rather thanon boundaries. They give illustrations andclinical examples of relationally-focusedethical practices that derive from a narrativeapproach to therapy.  相似文献   
86.
团队情绪研究述评及展望   总被引:2,自引:0,他引:2  
团队情绪指不同团队成员情感成分的整合状况。通过搜索2000年以来国内外重要学术期刊的相关研究,介绍了团队情绪的组成成分以及团队情绪研究方法,梳理出团队情绪的形成过程,从团队情绪规范、不同情绪状态和特指情绪三方面回顾了团队情绪对团队产出的影响。最后总结了团队情绪的主要研究路径和研究方法,明确指出探索团队情绪这一重要心理变量将会深化团队研究  相似文献   
87.
团队后援行为指成员间的作业互助行为,使团队能动态地调整分配资源和能力,从而提高团队绩效。文章首先介绍后援与组织公民行为、关系绩效等概念的异同。然后介绍影响后援行为的三大类因素:个体因素、团队因素、组织因素。再介绍后援行为的两种测量方法:非判断性测量和判断性测量法。最后对今后的研究提出几点启示。  相似文献   
88.
Rushton SK  Bradshaw MF  Warren PA 《Cognition》2007,105(1):237-245
An object that moves is spotted almost effortlessly; it "pops out". When the observer is stationary, a moving object is uniquely identified by retinal motion. This is not so when the observer is also moving; as the eye travels through space all scene objects change position relative to the eye producing a complicated field of retinal motion. Without the unique identifier of retinal motion an object moving relative to the scene should be difficult to locate. Using a search task, we investigated this proposition. Computer-rendered objects were moved and transformed in a manner consistent with movement of the observer. Despite the complex pattern of retinal motion, objects moving relative to the scene were found to pop out. We suggest the brain uses its sensitivity to optic flow to "stabilise" the scene, allowing the scene-relative movement of an object to be identified.  相似文献   
89.
王玮文  邵枫  刘美  孙萌  林文娟 《心理学报》2007,39(6):1034-1040
目的:研究慢性不确定应激对大鼠急性整体热水浴后外周血和脾脏免疫细胞热休克蛋白70(Heat shock protein 70, HSP70)表达的影响。方法:随机将大鼠分成慢性应激组和控制组(每组14只)。通过4周的慢性不确定性应激诱发实验组大鼠明显的抑郁行为,此期间控制组大鼠正常饲养。随后给予大鼠42度整体热水浴刺激,维持直肠温度41度25min。热刺激后6h,采用流式细胞仪测定大鼠外周血和脾脏免疫细胞HSP70 水平。结果:与控制组大鼠相比,慢性应激大鼠在急性热刺激后HSP70合成明显减少。控制组大鼠的所有被检测的免疫细胞热应激后HSP70合成均明显增加。相反,慢性应激大鼠仅在外周血的单核细胞和粒细胞检测到HSP70合成增加,同时升高的水平明显低于控制组大鼠。结论:慢性应激降低大鼠免疫细胞HSP70的热诱导反应,提示HSP70保护性作用减弱可能参与了慢性应激损害免疫细胞功能的生物学过程  相似文献   
90.
团队异质性研究回顾与展望   总被引:10,自引:0,他引:10  
刘嘉  许燕 《心理科学进展》2006,14(4):636-640
从团队异质性的分类与测量、异质性的结果变量、异质性研究中的调节变量等方面阐述了团队异质性研究的成果和进展,并在此基础上讨论了未来研究的趋势和发展方向。未来的团队异质性研究需要对不同维度的异质性的交互作用进行分析;其次,异质性研究不仅要关注易观察特质的异质性,同时也需关注深层特质的异质性;最后,需要综合组织的背景,在更大的范围内研究异质性的影响  相似文献   
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