员工及其管理者的情绪智力对员工工作绩效的影响

研究员工及其管理者的情绪智力对员工工作绩效的影响,并探索了管理者的情绪智力对其下属员工工作绩效发生影响的内在机制。采用配对取样的方法对30家企业进行了管理者与其下属员工的配对调查。结果发现,员工及其管理者的情绪智力对员工的工作绩效都有显著的正向影响,领导－部属交换在管理者情绪智力对员工情境绩效的影响中起部分中介作用,领导－部属交换在管理者情绪智力对员工任务绩效的影响中起着微弱的部分中介作用     

Money can’t buy love: Asymmetric beliefs about gift price and feelings of appreciation

Across three studies, we identify an asymmetry between gift-givers’ and gift-recipients’ beliefs about the link between gift price and feelings of appreciation. Gift-givers expected a positive correlation between how much they spent on a gift and the extent to which gift-recipients would appreciate the gift because gift-givers assume that more expensive gifts convey a higher level of thoughtfulness. Gift-recipients, in contrast, reported no such association between gift price and their actual feelings of appreciation. This effect occurred regardless of whether the individual’s role and the magnitude of the gift were manipulated or measured in the field. Taken together, these findings cast doubt on whether gift-givers can draw on their personal experience as gift-recipients in order to identify meaningful gifts for others.     

关系规范对消费者抱怨意愿及潜在动机的影响模型

现有的关于向企业进行抱怨的研究均建立在“理性人”的假设之上, 而忽视了消费者同时作为“社会人”需要遵循一定的规范。本文引入关系规范的概念(共有关系规范, 交换关系规范), 通过实验的方法探究其对消费者的抱怨意愿及潜在动机的影响。实验一的结果显示在服务失误水平低的情况下, 共有关系规范下的被试相对于交换关系规范下的被试更乐意向企业抱怨, 而在服务失误水平高的情况下, 这种差异不显著。实验二进一步验证了这种关系, 并发现共有关系规范下的被试向企业抱怨, 是为了帮助其发现和改进服务中存在的问题, 以提高服务质量, 具有利他动机。     

Perceived cultural distance and acculturation among exchange students in Russia

The relations of perceived cultural distance, personality, acculturation orientations and outcomes were studied among exchange students (N = 187) in Russia who came from various countries in Asia, sub‐Saharan Africa, Latin America and the former Soviet Union. The hypothesis was supported that a larger perceived cultural distance between mainstream and immigrant culture is associated with less psychological (homesickness and stress) and sociocultural (behaviour with Russian students and behaviour with co‐nationals) adjustment. The statistical relations between perceived cultural distance, personality and sociocultural adjustment were much stronger for host domain behaviour than for home domain behaviour. Adjustment was higher for participants with more cultural empathy, openmindedness and flexibility. Adjustment showed statistically stronger associations with cultural distance than with acculturation orientations. It is concluded that cultural distance may be more salient than acculturation orientations in studies of heterogeneous groups of immigrants. Copyright © 2008 John Wiley & Sons, Ltd.     

心理契约破坏感对员工工作态度和行为的影响

通过对398名企业员工的问卷调查,探讨了组织支持感(POS)和领导—部属交换(LMX)在心理契约破坏感对员工工作态度和行为影响中的中介作用。结果表明：（1）POS在心理契约破坏感与员工工作态度（组织认同和留职意愿）的关系中起中介作用,但POS只能部分中介心理契约破坏感与留职意愿的关系。（2）LMX在心理契约破坏感与员工组织公民行为（利他行为、个人主动性、人际和谐和保护公司资源）间起完全中介作用。（3）LMX对员工的工作态度（留职意愿和组织认同）不具有直接的影响作用,它主要是通过POS的中介对其产生间接的影响     

领导-成员交换与情绪枯竭:互惠信念和权力距离导向的作用

结合社会交换理论和角色理论,领导-成员交换关系中下属的回报不仅受到互惠规范的约束,还受到上下级关系权力不对称的影响。因此,将探索互惠信念和权力距离导向单独及交互项对领导-成员交换与情绪枯竭关系的调节作用。采用两个时间点172名员工的匹配数据,运用层级回归对假设进行了检验。结果表明,领导-成员交换(T1)与情绪枯竭(T2)总体上呈显著负向关系。互惠信念(T1)和权力距离导向(T1)单独对领导-成员交换与情绪枯竭关系的调节作用并不显著,但是二者的交互项的调节作用显著。即,领导-成员交换、互惠信念和权力距离导向对情绪枯竭有显著三维交互作用。具体的,高互惠信念和低权力距离导向的员工,领导-成员交换与情绪枯竭呈显著正向关系;高互惠信念和高权力距离导向的员工,领导-成员交换与情绪枯竭呈显著负向关系。研究验证了领导-成员交换过程中互惠规范的作用,表明互惠规范的适用性受到上下级关系特征的影响。     

The mediating effect of leader-member exchange between strengths use and work engagement

This study investigated the mediating effect of leader-member exchange (LMX) (as perceived by subordinates) in the relationship between strengths use and work engagement. Participants numbered 213 employees in a South African financial organisation (females=53.10%, blacks=19.40%). Data on their perceptions of LMX, strengths use and work engagement were collected with the LMX-7, SUDIQ and UWES-17. Structural equation modelling methods with bootstrapping were used to determine the role of LMX in the relationship between strengths use and work engagement. Findings showed that perceived organisational support for strengths use (POSSU) had a positive relationship with both LMX and work engagement, and that LMX had a positive relationship with work engagement. Furthermore, LMX mediated the relationship between POSSU and work engagement, indicating the important role of high quality leader- member exchange in organisations.     

Sustainable Environmental Development: The Moderating Role of Environmental Identity

This study develops and tests a model of Chinese residents' evaluation of government developmental activities based on identity theory and social exchange theory. The study proposes hypotheses regarding the influences of perceived benefits and environmental identity on residents' satisfaction with the government, the moderating role of environmental identity in the relationship between perceived benefits and satisfaction, and the effect of satisfaction on residents' support intentions. The model is tested with data collected from 474 residents of four cities in China. Results show environmental identity, along with perceived economic and environmental benefits, plays a very important role in residents' satisfaction with the government. The significant moderating role of environmental identity suggests differential effects of perceived benefits on satisfaction are observed based on the level of environmental identity. Satisfaction is found to be important for obtaining residents' support for the government and future environmental development. Implications of the study are discussed.