Preferences for token exchange‐production schedules: Effects of task difficulty and token‐production schedules

Previous research suggests that accumulated exchange‐production schedules promote increased work completion and are more preferred than distributed exchange‐production schedules. The purpose of this study was to evaluate whether the response effort or token‐production schedules associated with token delivery influenced preferences for exchange‐production schedules. Tokens exchanged under accumulated schedules were more preferred, relative to distributed schedules, when tokens were earned for completing easy tasks. When participants earned tokens for completing difficult tasks, two of three participants preferred accumulated exchange‐production schedules (Experiment 1). Under dense token‐production schedules, accumulated exchange‐production schedules were preferred, but participant's preferences switched to distributed schedules under increasing token‐production (i.e., leaner) schedules (Experiment 2).     

领导-成员交换理论的研究及发展趋势

领导 -成员交换理论 (leader memberexchange,LMX)是近年来一个重要的领导理论。本文对LMX的理论发展过程作了较为全面的回顾 ,总结了LMX在组织层面中的研究现状 ,包括LMX与组织绩效、组织公平、组织支持和员工满意感之间的相互关系 ,并进一步探讨了LMX在组织研究中的发展新趋势。     

中国组织情境下的领导有效性：对变革型领导、领导-部属交换和破坏型领导的元分析

以91项实证研究(92个独立样本, 33517名员工)为对象, 综合使用元分析、相对权重分析和结构方程技术, 考察了中国组织情境下领导方式的有效性问题。研究者从导向(行为-关系)和性质(积极-消极)两个方面, 选择了变革型、领导-部属交换和破坏型3种领导方式; 从产出类型(态度-行为)方面, 选择了下属工作满意度、情感承诺、留职意愿、任务绩效和组织公民行为5种有效性指标。结果表明：(1)变革型领导和领导-部属交换与员工积极性态度和行为正相关, 破坏型领导与员工积极性态度和行为负相关。(2)三种领导方式的有效性有所不同：在对下属态度的影响上, 领导-部属交换作用最强, 变革型领导次之, 破坏型领导最弱; 在对下属行为的影响上, 破坏型领导作用最强, 领导-部属交换次之, 变革型领导最弱。(3)关系导向领导方式在行为导向领导方式与下属反应关系中起部分中介作用, 即除了直接影响, 变革型和破坏型领导还通过提高和降低领导-部属交换质量影响下属态度和行为。     

从社会交换的角度看组织认同的来源及效益

从社会交换的角度探讨了组织认同的来源及效益。采用结构方程建模的方法,通过对398名企业个体的问卷调查所获取的数据进行分析,结果表明：（1）POS对组织认同和留职意愿有着直接的显著影响;同时,它通过组织认同的中介作用对个体的留职意愿、同事间利他行为、个人主动性、人际和谐和保护公司资源会产生间接的影响;（2）LMX对组织认同和留职意愿没有直接的显著影响;但它对同事间利他行为、个人主动性、人际和谐和保护公司资源有着直接的显著影响     

领导集权度与团队成员交换：任务互依性与团队绩效压力的调节作用

从情感互动视角出发,通过三个时间节点对72个团队的问卷调查,探讨了领导集权度对团队成员交换（TMX）及团队绩效的作用机制和边界条件。结果表明：任务互依性和团队绩效压力调节了领导集权度与TMX间的关系,即任务互依性或团队绩效压力越高,领导集权度与TMX之间的负向关系越弱,反之则越强。进一步分析显示,任务互依性和团队绩效压力调节了TMX在领导集权度和团队绩效间关系的中介作用,表现为被调节的中介作用模型。     

西方有关择偶启事的研究和论争

文章梳理了自20世纪70年代至本世纪初,西方以择偶启事为研究蓝本的择偶标准与择偶策略研究,展示了西方研究者运用进化心理学理论、社会学习理论与社会交换理论,对一般异性恋择偶,择偶启事回复率、初婚和再婚人士择偶,同性恋、异性恋、双性恋择偶间比较,以及网络启事择偶几方面的研究历程;预测了未来择偶启事研究的趋势应是几种理论间观点的相互借鉴与整合     

MARKETS AND MORALITY

For most of human history, economic systems were personal in nature—people normally interacted with people they knew personally and knew well. Today's modern market economies are impersonal—people normally interact with people they do not know personally. The historical movement from personal to impersonal systems was necessary for societies to develop the specialization of labor needed for modern production technologies. That is, the high standards of living in the developed world are due to these impersonal systems. However, the ethical systems theologians apply to modern market systems were developed for personal societies and are often inappropriate for impersonal societies. In this article, we develop the differences between personal and impersonal systems, examine the writings of a number of theologians who are very critical of market economies, and attempt to show how a different ethical approach is needed.     

新员工工作重塑会带来积极的结果吗?领导成员交换与个体传统性的作用

每年都有大量的高校毕业生进入职场。在企业竞争日趋激烈的今天, 如何将这些大学毕业生快速地转变成高绩效的企业员工, 是一个重要的研究议题。基于自我表达的理论视角, 本研究探讨工作重塑能否促进新员工的任务绩效和创造力, 以及领导成员交换和个体传统性如何影响新员工的工作重塑。我们对256名新员工进行4轮的问卷调查, 最终得到125份有效的匹配问卷。数据分析结果显示: (1)工作重塑会正向影响新员工的工作投入, 进而影响他们的任务绩效和创造力; (2)对于传统性比较高的新员工, 领导成员交换可以促进他们的工作重塑; (3)个体传统性正向调节领导成员交换对任务绩效、创造力的间接作用, 当个体传统性高时, 领导成员交换通过工作重塑和工作投入对任务绩效、创造力的积极影响更为显著。本研究从新员工自我表达的视角为组织提升新员工的任务绩效和创造力提供了新的思路。     

VIOLENCE AND MORALITY: The Concession of Loss in A Ghanaian Fishing Village

When African migrants disappear on the Mediterranean going to Europe they often leave no trace—except for the occasional bodies that wash ashore on the beaches of southern Europe. In this essay, the urgent social and existential ramifications of migrant fatalities on the sea are explored. Drawing on ethnographic fieldwork in a small Ghanaian fishing village on the coast of the Gulf of Guinea, it is discussed how the bereaved struggle to make sense of these deaths to high‐risk migration—how they struggle to deal with devastating loss while retaining a sense of moral order.     

Scaling Up the Self,Scaling Down the World: Self-objectification and the Politics of Carbon Offsets and Personalised Genomics

Two global initiatives, the Genographic Project and the Carbon Lottery, share an ambition to make abstract, global processes—human evolution and climate change—comprehensible and engaging to non-specialists. Despite their differences, they both do so by means of self-objectifications that scale up the selves of participants and scale down complex, spatio-temporal models of human–world relations. The author’s auto-ethnographic experiences in both initiatives illustrate how carbon calculators and personalised genomics involve a pragmatics of scale that evaluates and compares users on the basis of their relative expression of, or deviation from, a standard. Furthermore, this is not based on actual resources that participants do or do not possess, but on forms of capitalist exchange that underwrite carbon trading and population genomics, as experts and corporations make intellectual property derived from purportedly rare DNA and sustainable practices, which are typically indigenous and non-western. In fact, the global inequalities that make possible transactions in carbon offsets and genetic ancestry are obscured from view. As a result, though initiatives like the Genographic Project and Carbon Lottery may provide comprehensible self-objectifications, they potentially make the world more unequal in the process.