横向交往还是纵向交往?——工具性交往对社会资本的影响

本文提出了组织内员工社会资本的构建过程,探究了员工工具性交往的风格,并检验了横向交往和纵向交往两种工具性交往对员工社会资本的影响。研究1通过对20位管理者和员工的访谈分析,阐述了横向交往和纵向交往两种工具性交往风格,初步构建了社会资本构建过程的理论框架,研究2基于对12个部门整体网络数据的回归分析,进一步验证了两种工具性交往对网络中心性的影响。回归分析显示,横向交往对员工的网络中心性具有正向的作用;横向交往调节了纵向交往对网络中心性的倒U型影响。即,当员工表现出横向交往以及适度的纵向交往时,员工的网络中心性最高。本研究有助于深入理解企业中的员工社会资本形成机制,并对如何构建和谐有效的员工关系具有较强的实践启示。     

网络建构行为的研究现状与展望

网络建构行为是指个体尝试与对自己工作或职业有(潜在)帮助的人建立和维护非正式关系的一系列行为。研究表明：人口统计学差异、个性差异(如工作动机)、环境差异(如职业安全)等能影响个体的网络建构行为; 网络建构行为能使个人(如职业成功)和组织获益(如组织绩效)。今后的研究需要进一步探讨：网络建构测量工具的完善、相关研究的拓展、网络建构行为的培训开发和网络建构的经济衡量等问题。     

The influence of unawareness set and order effects in consumer regret

Prior research on regret has assumed a consideration set of only two-alternatives. The authors have relaxed that assumption and have developed hypotheses to examine the influence of the unawareness set and order effects in the measurement of consumer regret in a post-purchase evaluation. The results demonstrated that the brands consumers were previously unaware of, do indeed influence consumer regret, especially in a post-purchase upward comparison situation (comparing to superior unknown brands); this was not the case in a post-purchase downward comparison situation (comparing to inferior unknown brands). Order effects were also found to moderate consumer regret.     

Relationship context and personality shape people's preferences for network relationship partners

This study investigates how people weight potential relationship partners' personal characteristics (i.e., warmth and competence) when deciding to initiate professional versus personal network relationships, and it also examines how certain personality traits (extraversion and conscientiousness) shape this process. Results from two samples indicate that people tend to value competence more highly when initiating professional relationships, whereas they tend to value warmth more highly when initiating personal relationships. Furthermore, neither extraversion nor conscientiousness was related to how people weighted competence when initiating professional relationships. However, supplementary analyses demonstrated that people high in conscientiousness tend to value competence and people high in agreeableness tend to value warmth in their network relationship partners, regardless of whether they are initiating a professional or personal relationship.     

被动性社交网站使用与错失焦虑症：压力知觉的中介与乐观的调节

本研究为考察被动性社交网站使用对移动社交媒体环境下大学生错失焦虑症的预测,以及压力知觉的中介作用、乐观的调节作用与性别差异,选取443名大学生进行问卷调查。结果表明：（1）被动性社交网站使用通过直接预测与压力知觉的中介作效应两种方式作用于错失焦虑症;（2）乐观调节中介模型的直接路径,在低乐观水平下,被动性社交网站使用对错失焦虑症的预测作用显著;在高乐观水平下,该预测作用不显著;（3）中介效应与调节效应存在性别差异：在女生群体中,压力知觉的中介效应大于男生群体;而乐观的调节效应仅存在于男生群体中。     

Web U2: Emerging Online Communities and Gendered Intimacy in the Asia-Pacific region

Unquestionably, the zeitgeist of Web 2.0 is symbolized by the dominance of social networking sites (SNS) and user-created content (UCC). MySpace, Facebook, and Cyworld mini-hompy are but a few examples of SNS that are becoming increasingly part of urban everyday life and interwoven into the historicity of the Internet. Web 2.0 has promised much about new forms of participation, creation, collaboration, and authorship, and yet within each location, we can find examples of both empowerment and exploitation. This is particularly the case in the divergent region of the Asia-Pacific. Rather than the region being a sum of “imagined communities” (Anderson 1983), this paper argues that the distributed social networks of Web 2.0 UCC is formed, informed, and maintained through the perpetual process of “imaging communities.” These imaging communities can be seen in the visual, textual, and aural modes of UCC and can be seen to reflect the region’s new technocultural cartographies.     

社会比较方向及目标可达性对行为水平的影响

采用“错觉合取效应”实验材料,以正确率和反应时为行为水平的指标,探讨在coaetion的情景下．不同的社会比较方向及比较目标的可达性对个体任务操作水平的影响。结果发现,成绩差异量越大．可达性越低：无论个体进行上行比较还是下行比较,当成绩差异量为20％时,其行为水平显著高于其他成绩差异量时的行为水平。上行比较时,不同的成绩差异量,任务操作的正确率由高到低依次为：20％、30％、10％、40％;下行比较时．不同的成绩差异量,任务操作的正确率由高到低依次为：20％、10％、30％、40％。对个体心理紧张度进行方差分析发现,当个体进行上行比较时,心理紧张度显著高于下行比较。     

“行高人非”还是“见贤思齐”？职场上行比较对员工行为的双刃剑效应

本研究基于压力认知评估理论,从理性认知视角探讨了职场上行比较存在的提升自我和贬损他人效应,以及驱动不同路径效应生效的边界条件和传导机制。本研究通过轮询设计,在3个时间点收集了来自60个团队240位成员的720份人际配对样本,并采用社会关系模型分析数据得出以下结论:在低水平绩效证明目标导向情况下,员工倾向于将上行比较对象评估为挑战,进而激发员工向上行比较对象的学习行为;相反,在高水平绩效证明目标导向情况下,员工倾向于将上行比较对象评估为威胁,进而驱使员工采取针对上行比较对象的社会阻抑。     

Appearance-related cyberbullying: A qualitative investigation of characteristics,content, reasons,and effects

The aim of this study was to explore 15-year-old adolescents’ experiences of appearance-related cyberbullying. Twenty-seven adolescents participated in four focus groups. The adolescents in this study perceived that it is common to be targeted in appearance-related cyberbullying, especially for girls, and that appearance-related cyberbullying is considered to be a potent strategy when attempting to hurt girls. Girls often received comments about being fat, while among boys, it was common to receive comments about looking or seeming “gay.” According to the adolescents, an important reason for engaging in appearance-related cyberbullying was to attain higher social status in the peer group. The girls and boys reacted differently to appearance-related cyberbullying. Boys tended to act out or take no offence, while girls experienced lower self-esteem and feelings of depression. Findings in this study contribute to research on cyberbullying as well as to research on girls’ body esteem development.     

Networking In Organizations: Developing A Social Practice Perspective For Innovation And Knowledge Sharing In Emerging Work Contexts

This article focuses on the micro-level phenomena related to emergent ways of organizing. It explores how new ways of organizing might be enabled or inhibited through the networking activities and knowledge flows that organizational members engage in within a multinational business organization after the set-up of an innovative Internet business unit. The article considers innovation and networking as social practices mediated in this particular case study through knowledge-sharing activities. This perspective on innovation, networking, and knowledge leads to a conceptualization of organizations that stresses their inherent complexity and their interactive and co-evolving nature with their environments.