多层次知识隐藏行为的形成与后果:基于地位竞争的视角

知识隐藏指组织中个体面对同事知识请求时故意隐瞒或刻意掩饰的行为, 具体包括拖延隐藏、装傻和合理隐藏。知识隐藏不利于个体间知识分享行为的产生, 是知识领域的反生产行为, 对组织效能具有严重破坏作用。针对这一问题, 基于调节定向理论, 从动态视角出发拟通过探究地位动机的维度结构并开发测量工具来探究个体和团队层次中知识隐藏的心理机制及边界条件, 以有助于深化对知识隐藏的规律性认识, 有利于组织更好地应对知识隐藏现象。     

共享心智模型影响团队绩效的权变模型

共享心智模型指团队成员关于团队关键要素的共同的知识结构, 诸多研究表明其能有效提高团队运作效能。本研究从权变的角度入手, 以负责通讯网络监控与维护的106个高技术团队为分析对象, 探讨团队的共享心智模型与团队绩效的关系, 并揭示团队互依性作为权变因素对共享心智模型与团队绩效关系的调节效应。层次回归分析结果表明, 共享心智模型能显著预测团队绩效, 而团队互依性则负向调节两者之间的关系, 即在互依性程度较低的团队里, 共享心智模型才显著提高团队绩效。作者从共享心智模型的测量和权变因素的作用两个角度展开讨论, 并基于此提出了后续的研究方向。     

团队心智模型相似性与正确性对团队创造力的影响

现代组织越来越依赖团队进行创造与创新活动, 团队创造力成为理论与实践共同关注的热点问题。最新理论指出, 与个体类似, 团队也是信息加工者, 团队决策实质上也是信息搜寻、编码、存储和提取的认知加工过程。从团队认知角度开展研究是团队创造力领域的新方向。鉴于此, 本研究从团队认知的角度出发, 探讨共享心智模型与团队创造力之间的关系。基于80个信息平台运行维护团队的数据, 研究结果表明, 心智模型的相似性与正确性均能影响团队创造力, 但方向正好相反。心智模型相似性负向预测团队创造力, 而心智模型正确性则正向预测团队创造力。两者还共同影响团队创造力, 当成员心智模型正确性高且相似性低时, 团队创造力最高; 而当成员心智模型彼此相似但错误时, 团队创造力最差。本研究首次将团队认知和团队创造力两个研究领域结合起来, 研究结果有望丰富和拓展两个领域研究成果。     

Narrative Therapy Using a Reflecting Team: An Ethnographic Study of Therapists' Experiences

Narrative therapy in the last 15 years has been utilized by many clinicians and yet there is a lack of research on therapists' experience of this approach. This ethnographic research explores the views and perceptions of eight narrative therapists who belonged to a narrative team in an outpatient clinic. These therapists were observed and interviewed. Five themes emerge from the data. The themes include a sense of success in reducing the clients' problems as well as some limitations of narrative therapy. Two recommendations for research and practice involve the use of narrative therapy without a team and the use of narrative therapy in addressing issues of family violence.     

国家青年排球队员时间管理倾向与自我价值感的相关研究

运用时间管理倾向量表和自我价值感量表对13名国家青年排球队运动员的研究表明,国家青年排球队运动员的整体时间管理倾向与大学生没有显着差异;自我价值感显着高于常模群体,具有较高的自我价值感水平;相关分析发现,时间监控观与总体自我价值感和一般自我价值感之间的相关显着,时间监控观与社会取向的家庭自我价值感、时间管理倾向的三维度与个体自我价值感之间存在显着的相关;多重回归分析发现时间监控观对总体自我价值感和一般自我价值感具有直接的预测作用。     

虚拟团队中的信任机制

结合以往研究文献,作者系统地介绍了虚拟团队中信任形成的快速性、发展的阶段性、信任关系的脆弱性,以及信任的作用机制等方面的内容．着重比较虚拟团队中的信任和传统团队中信任的差异,从而阐述了虚拟团队中的信任机制。     

合作学习中一般自我效能感与自我监控的表现

该研究运用情境实验和问卷测量的方法,初探了一般自我效能感与自我监控不同的学生在合作学习的小组活动自评中的差异。结果表明,一般自我效能感高的被试对小组话动的价值评价比一般自我效能感低的被试更积极;但在对组织者的评价和对合作学习的喜爱程度上不如一般自我效能感低的学生。自我监控高的学生比自我监控低的学生对组织者有更积极的评价,但在对合作学习的喜爱程度上却比不上自我监控低的同学。     

印象管理测量与经理的工作绩效

理论界认为、在人际相互作用很重要的那些工作中,印象管理测量应该能预测管理者的工作绩效,但实证研究并没有支持这一假设。文章在综述已有的研究背景基础上,着重介绍了C．Viswesvarav．D．S．Ones等关于印象管理测量与经理的工作绩效之关系的系列实证研究．认为似乎没有证据表明“印象管理量表得分能够预测工作绩效(虽然在这些工作中人际相互作用很重要),并讨论了在今后的研究中需要进一步探讨的问题以及应该注意的问题。     

Employable,committed, and thus well-performing: a matter of interdependent forward-looking social exchange

This study probes the relationship between perceived external employability (i.e., the individual’s perception of available jobs on the external labour market) and affective commitment and performance within the framework of social exchange. An innovative feature is that we advance perceived external employability as a commodity of interdependent forward-looking exchange: employees who perceive themselves as externally employable anticipate successful exchange, which drives further responses, both relational (i.e., affective organizational commitment) and behavioural (i.e., performance). Strong features of this study are that we include (a) both the organization and the workgroup as foci of affective commitment, and (b) task, helping, and counterproductive behaviour as indicators of performance. Results from cross-lagged, structural equation modelling (SEM) analyses on two-wave survey data (N = 458 Belgian employees) largely align with our idea: perceived external employability has a positive cross-lagged effect on affective organizational and workgroup commitment. The two foci of commitment in turn have a cross-lagged effect on performance, positive in the case of helping behaviour and negative in the case of counterproductive behaviour. No significant cross-lagged effects were found in relation to task behaviour. We discuss these results in the light of Social Exchange Theory and potential routes for future research.     

Le travail coopératif d’équipes de projet d’ingénierie à l’épreuve de l’activité en réunion médiatisée et multi-localisée

Performing in worldwide competition compels companies to be innovative and this unyielding global pressure sparks engineering team projects on a far-reaching scale. The synergy of heterogeneous and dispersed skills supposes to overcome the geographical distance between teammates using sophisticated socio-technical devices. Based upon four grounds of empirical research, this article will examine the function of this media coverage technology with a comprehensive sight of phenomena underlying remote interactions between teammates. Face to the reality of their cooperative activity, experiencing multi-localized virtual meetings with synchronous co-presence, are considered the experience, the resources and the constraints introduced by these terms and working conditions.