课堂公平对高中生学习投入的影响及其机制：链式中介模型

学习投入是预测学生学业成就的重要指标。如何提高学习投入一直是学者们探讨的具有较强现实意义的研究课题。然而,以往鲜有从课堂公平的视角进行的探索。本研究从社会交换理论出发,以621名高中生为被试,探讨课堂公平对高中生学习投入的影响,以及师生交换关系和学习自我效能感在二者关系中的链式中介机制。发现：（1）课堂公平与师生交换关系、学习自我效能感以及学习投入两两之间均呈显著正相关;（2）课堂公平不仅能直接正向预测中学生的学习投入,而且还能够通过师生交换关系的单独中介作用、学习自我效能感的单独中介作用及二者的链式中介作用间接影响学习投入。研究结果揭示了课堂公平对学习投入影响的内部心理机制,为通过营造课堂公平而改进师生交换关系与学习自我效能感以及更好地提高中学生学习投入提供了科学参考。     

The Structure of Social Exchange in Self-help Support Groups: Development of a Measure

Self-help support groups are indigenous community resources designed to help people manage a variety of personal challenges, from alcohol abuse to xeroderma pigmentosum. The social exchanges that occur during group meetings are central to understanding how people benefit from participation. This paper examines the different types of social exchange behaviors that occur during meetings, using two studies to develop empirically distinct scales that reliably measure theoretically important types of exchange. Resource theory informed the initial measurement development efforts. Exploratory factor analyses from the first study led to revisions in the factor structure of the social exchange scales. The revised measure captured the exchange of emotional support, experiential information, humor, unwanted behaviors, and exchanges outside meetings. Confirmatory factor analyses from a follow-up study with a different sample of self-help support groups provided good model fit, suggesting the revised structure accurately represented the data. Further, the scales demonstrated good convergent and discriminant validity with related constructs. Future research can use the scales to identify aspects of social exchange that are most important in improving health outcomes among self-help support group participants. Groups can use the scales in practice to celebrate strengths and address weaknesses in their social exchange dynamics.     

Social exchange from the supervisor’s perspective: Employee trustworthiness as a predictor of interpersonal and informational justice

Using social exchange theory, we argue that because supervisors tend to value employee trustworthiness, they will be more likely to adhere to interpersonal and informational justice rules with trustworthy employees. Given social exchange theory’s assumption that benefits are voluntary in nature, we propose that the benevolence and integrity facets of trustworthiness will be more likely to engender social exchange relationships than the ability facet. Specifically, we propose that employees seen as having high benevolence and integrity engender feelings of obligation and trust from their direct supervisors, increasing the likelihood that these supervisors will adhere to interpersonal and informational justice rules, which in turn influences employee perceptions of justice. We find partial support for our mediated model using a field sample.     

Paul Hinlicky's Critical Dogmatics: Triune Redemption and Hope in the Beloved Community

In a host of recent publications, Paul Hinlicky has offered both methodological and substantive contributions to a constructive Lutheran theology that takes seriously the post‐Christendom context in which the church finds itself. By elaborating a vision of theology as “critical dogmatics,” Hinlicky adapts pragmatist and perspectivalist motifs to outline a trinitarian picture of the redemption of creation as well as the church's role in anticipating the coming of the Beloved Community. Grounded both in Romans 8 and the trinitarian implications of Luther's joyful exchange, Hinlicky's vision interweaves soteriological, eschatological, and ecclesiological themes to demonstrate how critical dogmatics can test the spirits of a given age in order to determine which features of contemporary existence align with God's ongoing redemptive work, and which must be opposed by the church.     

Decision-Making and Exchange Processes of Dual-Military Couples: A Review and Suggested Strategies for Navigating Multiple Roles

As the number of dual-earner couples has increased, so has the number of dual-military couples. Individuals in dual-military couples experience many of the same challenges and benefits as dual-earner couples with added difficulties and advantages that are unique to military employment. The current article presents the exchange-based dual-military marriage model, which builds on Huffman and Payne’s (2005) Huffman, A. H., &; Payne, S. C. (2005). The challenges and benefits of dual-military marriages. In C. A. Castro, A. B. Adler, &; T. W. Britt (Eds.), Military life: The psychology of serving in peach and combat (Vol.3): The military family (pp. 115–137). Westport, CT: Praeger. [Google Scholar] model for dual-military marriages. Whereas the previous model did not adequately address the decision-making process that dual-military couples must engage in to navigate their unique situation, we address this oversight by incorporating exchanges that occur between the partners as well as between the couple and the military. Our model stresses the importance that perceived resources and the exchange relationship have on dual-military members. Included is a discussion of unique groups (i.e., gender issues, parental status, and sexual orientation), strategies for success for both dual-military couples and the military organization, and a suggested future research agenda.     

Managing personal networks: An examination of how high self-monitors achieve better job performance

Structural holes are important network structures that have positive implications for individuals' job performance. Although the emergence of structural holes is closely related to self-monitoring, little is known about how chameleon-like high self-monitors manage to occupy brokerage positions. We posited that leader–member exchange (LMX) quality and network diversity might serve as two important mediating paths through which self-monitoring links to structural holes and sequential job performance. Using structural equation modelling to analyse 10 department networks, we found that high self-monitors were more likely to build high-quality LMX relationships and diversified co-worker networks, which helped to enhance structural holes and job performance. Theoretical contributions and managerial implications are discussed.     

Inequity,burnout and psychological withdrawal among teachers: a dynamic exchange model

This study examined the relations among inequity, psychological wellbeing and organizational commitment among a longitudinal sample of 920 Dutch teachers. Equity theory provided hypotheses on the mutual effects of inequity experienced in interpersonal and organizational exchange relationships on the one hand, and strain and psychological withdrawal on the other. Further, we expected that distincing oneself from an inequitable exchange relationship would lead to a more equitable balance between investments in and benefits gained from the corresponding exchange relationships. Covariance structure modelling supported the distinction among three types of exchange relationships, as well as the distinction between different sets of outcome variables associated with these relationships. Inequity was related to the expected negative work outcomes within but not across time points. Withdrawal from an inequitable relationship seemed to increase, rather than to decrease the inequity of particular exchange relationships.     

Investigating Leader Role Congruity and Counterproductive Work Behavior

The present study sought to examine the role of fulfilled vs. unfulfilled expectations in work-related and non-work domains. Specifically, we examined how congruence and incongruence between implicit leadership theories across multiple categories of leaders (typical, ideal, and effective leaders) and characteristics recognized on one’s supervisor affect leader-member exchange (LMX), work-family conflict, and subsequent counter-productive work behavior. We tested our hypotheses using polynomial regression and response surface modeling. The results of this study showed that congruence between implicit leadership theories (ILT’s) of typical, ideal, and effective leaders and supervisor recognition, as well as incongruity between ILT’s of ideal leaders and characteristics recognized in one’s supervisor, significantly impacts perceived LMX quality with supervisors. Incongruity between ILT’s of typical and ideal leaders and supervisor recognition was also associated with higher ratings of work-family conflict (WFC). Finally, the results showed support for a significant indirect effect of congruence between ILTs of typical and ideal leaders and characteristics recognized in one’s supervisor on CWB through WFC. These results add meaningful depth to literature on congruent implicit theories in two ways: (a) we add to existing knowledge of outcomes associated with congruence on ILT’s, and, (b) we examine these associations using ILT’s across multiple categories of leaders. Implications are also discussed.     

肾源交换计划

肾源交换计划的目的是尽可能减少活体肾移植中配型不成功造成的肾源损失,缓解肾脏供求矛盾,使更多的患者得到合适的肾脏。该计划已在许多国家实施且颇具成效。本文主要介绍肾源交换计划的概念、分类和他国的实施经验,分析可能涉及的伦理问题,总结他国取得的成效,并就肾源交换计划在我国实施的可行性进行探讨。     

On loss aversion in capuchin monkeys

Chen, Lakshminarayanan, and Santos (2006) claim to show in three choice experiments that monkeys react rationally to price and wealth shocks, but, when faced with gambles, display hallmark, human-like biases that include loss aversion. We present three experiments with monkeys and humans consistent with a reinterpretation of their data that attributes their results not to loss aversion, but to differences between choice alternatives in delay of reinforcement.