The effects of situational goal orientation and cultural learning values on team performance and adaptation to change

In this paper, we examine the unique effects of situational goal orientation and cultural learning values on team adaptation to change and the moderating role of cultural learning values in the relationship between goal orientation and team performance and adaptation. To do this, we conducted an experiment using a 2 × 2 × 2 repeated-measures factorial design, consisting of high and low levels of learning values, situational goal orientation (i.e., learning goals and performance goals). The experimental task involved two phases: we looked at team performance in Phase 1 and team adaptation to change in Phase 2. Forty 3-person teams were randomly assigned to four experimental conditions and all teams engaged in a complex bridge-planning task. Performance was measured in terms of the quality of the planned bridge. Results showed independent effects of situational goal orientation and cultural learning values on team performance and adaptation to change. Cultural learning values also moderated the relationship between goal orientation and performance and adaptation to change. Finally, the combination of learning goals and high learning values resulted in the highest levels of initial team performance (Phase 1) and adaptation to change and improved performance (Phase 2), as compared to all other examined conditions.     

1557例违法犯罪者的人格研究

本研究对１５５７例违法犯罪者按其犯罪动机划分成利欲性、情感性、信仰性、过失性等各种类型,并应用明尼苏达多相人格测验对其人格特点进行定量的分析并引出定性的结论。     

Exploring types of career orientation: A latent class analysis approach

Career literature has been discussing the decline of the traditional career. Despite this debate, systematic information on the prevalence of contemporary career types is lacking. Two studies with large samples of employees aimed to determine types of career orientation, to explore their prevalence, and to validate these types by testing hypotheses relating each of the career orientations to work attitudes and sociodemographical variables. In study 1 (N = 835), we identified four types of career orientation – traditional/promotion, traditional/loyalty, independent, disengaged – applying exploratory latent class analysis. These were confirmed in study 2 (N = 737) with confirmatory latent class analysis. The variables associated with the career orientation types mostly followed the predicted pattern. Almost two thirds reported a traditional career orientation, while one fifth each expressed an independent and a disengaged orientation. This finding shows that people’s career orientation does not reflect the changes that many authors argue have been occurring.     

模拟情境中工作团队成员互动过程的初步研究及其测量

团队已经成为当今许多组织中的主要工作方式。已有文献虽然表明工作团队成员之间的互动对于团队工作绩效有显著的影响,但却缺乏测量团队成员互动的量表。本研究在了解影响团队绩效的互动因素基础上,编制出一个测量工作团队互动过程的量表。该测验将团队互动分为结构和人际两个维度,分别包括五个和四个题目。测验具有很好的信度和效度,符合心理测量学的标准,可用作测量团队互动的工具。     

团队共享心智模型的影响因素与效果

采用两种测量方法对团队共享心智模型的影响因素与影响效果进行探讨。多元回归和层次回归分析的结果表明,团队成员沟通得越好,就越有利于形成共享心智模型;如果团队中存在搭便车的行为越严重,就越不利于形成共享心智模型;共享心智模型有利于团队有效运作,取得好的绩效;有共享心智模型的团队,成员的满意度比较高,群体效能感较高,并且团队成员之间的密切关系会延续到工作之外;共享心智模型在团队运行过程变量和团队有效性之间起到中介作用。     

自恋型领导对团队创造力形成过程的多视角研究

领导自恋是组织中的普遍现象, 自恋型领导是否能有效地整合团队知识形成创新是管理者不可回避的问题。在回顾已有研究基础上, 采用聚合观、过程观和社会网络三种视角, 全面地厘清自恋型领导对团队创造力的影响。其中, 聚合观强调个体创造力对形成团队创造力的重要作用, 过程观强调团队成员之间的交互作用在团队创造力形成过程中不可或缺, 而社会网络视角注重团队成员的相对位置和内外关系。三种视角相互补充, 明确了自恋型领导和团队创造力之间关系的内在机制以及边界条件。研究结论将为存在自恋型领导的团队干预策略提供参考, 有助于为管理者提高自恋型领导对团队作用的有效性提供借鉴。     

情绪词类型效应：区分情绪标签词和情绪负载词的行为和神经活动证据

情绪标签词直接表达情绪状态,而情绪负载词本身不表达情绪状态,但能引发个体的情绪反应。通过对情绪标签词和情绪负载词的相关研究综述发现,情绪标签词与情绪负载词的加工优势存在不一致的结果;任务需求、语言类型和词汇特征是导致情绪词类型效应不一致的主要原因;情绪标签词与情绪负载词的加工差异可以通过语义表征的具身假说、密度假说进行解释。未来研究应深入考察情绪标签词与情绪负载词加工差异的原因;考察两种词在句子和语篇水平的加工差异;提供能够直接解释情绪词类型效应的理论假说;对比中英双语者加工中文和英文情绪标签词和情绪负载词的差异;采用神经成像技术继续探查情绪信息与语义信息加工的神经机制。     

跨职能知识共享对团队创新绩效的影响机制探索

以扎根理论的研究方法,从知识有效共享的角度分析了跨职能整合对团队创新绩效的影响。结果证明：（1）成员之间的知识共享是实现跨职能整合和提高产品创新绩效的关键机制;（2）知识共享行为受到创新氛围、共同目标和组织支持的共同影响;（3）认知障碍是观点冲突产生的主要原因,而知识共享有助于冲突的解决。在此基础上,本研究对比了不同管理措施对团队创新绩效的作用,为组织管理实践提供了借鉴。     

The relationship between three types of aggression and peer relations in elementary school children

Previous studies have repeatedly found that aggression causes various internalizing and externalizing problems. Despite the robust relationship, exactly how aggression causes these problems remains unclear, although it is plausible to postulate that this occurs both directly and indirectly (via other behavioural factors). One possible indirect factor might be the aggravation of peer relations. The poor peer relations of aggressive children could make them isolated psychologically or physically from peers, which in turn might result in depressive or disruptive problems. This study examined the relationships between three types of aggression and peer relations in Japanese elementary school children. The three aggression types comprised reactive-expressive (i.e., verbal and physical aggression), reactive-inexpressive (e.g., hostility), and proactive-relational aggression (i.e., aggression that can break human relationships, for instance, by circulating malicious rumours). Participants were 1581 children in grades 4 to 6 (752 boys and 829 girls), all of whom completed the Proactive-Reactive Aggression Questionnaire for Children to measure three types of aggression and the Peer Relation Questionnaire to measure peer relations (mutual understanding, self-disclosure, and similarity of taste) and number of friends. Hierarchical regression analyses of the data showed that higher scores of relational aggression were significantly associated with higher scores of all of the peer relations and the number of friends, and that higher scores of inexpressive aggression were significantly associated with lower scores of all except for self-disclosure in the peer relations. These findings suggest that among the three types of aggression, relational aggression leads to the best friendship in both dyadic relations and the number of friends, whereas inexpressive aggression to the poorest friendship. The implications of these findings with respect to internalizing and externalizing problem behaviours for aggressive children are discussed.     

The nature (and nurture) of personality disorders

Personality disorders have a long history in the literature but a short scientific history. The point prevalence of personality disorders is 10%, but the lifetime prevalence is probably 30–40%. Genetic factors contribute to around 40–50% of the variation in the development of personality disorders. The effect of shared environment is very small or non‐existent. Some researchers have tried to promote gene‐environment interaction. However, in reality, the studies investigated gene‐situation interaction, as the “environment” may in reality be partly of a genetic nature. Thus, we are dealing with an unknown part of gene‐gene interaction. Gene‐experience (not gene‐environment) correlations are the rule in human life. Personality disorders co‐occur (are comorbid) with symptom disorders (Axis I) and correlate with common personality dimensions. Possibly, the concept of personality disorder could merge with dysfunctional personality types. But it is likely that the concept will survive on its own.