Crossover of job demands and emotional exhaustion within teams: a longitudinal multilevel study

This study investigated the crossover of job demands and emotional exhaustion among team members and the moderating effect of cohesiveness and social support on this process. Participants were 310 employees of an employment agency in the Netherlands, working in one of 100 teams. Multilevel analysis using a longitudinal design did not reveal a main effect of crossover. However, consistent with the study's hypotheses, the results showed a moderating effect of team cohesiveness and social support. We detected crossover of job demands and emotional exhaustion across time from the group to individual team members only in teams characterized by high levels of cohesiveness and social support. Teams characterized by low levels of cohesiveness and social support showed no crossover of job demands and exhaustion. The findings demonstrate that team-level moderators play an important role in crossover processes. Moreover, social support and cohesiveness may not always be positive.     

A Multi-Dimensional Framework for Evaluation of Instructional Consultation Teams

ABSTRACT

This article describes a multidimensional framework for evaluating team-based services in schools. The theory and literature on developmental, causal and confirmatory program evaluation are discussed as the foundation for this framework. The model of Instructional Consultation Teams (IC-Teams) is presented as an illustration of how program evaluation research supports program development and provides evidence of program impact. The inferred impact of IC-Teams upon over-referral and identification of students for special education, especially minority students, is investigated using the confirmatory criteria of consistency. Three studies investigating the impact of IC-Teams upon special education referrals of the IC-Team model are presented. The studies, conducted across three implementations of the program with three different methodologies, demonstrated decreases in the referral, evaluation and placement of students in special education. The need for additional research and limits of the approach are discussed.     

NONEMPIRICAL REALITY: TRANSCENDING THE PHYSICAL AND SPIRITUAL IN THE ORDER OF THE ONE

I describe characteristic phenomena of quantum physics that suggest that reality appears to us in two domains: the open and well‐known domain of empirical, material things—the realm of actuality—and a hidden and invisible domain of nonempirical, non‐material forms—the realm of potentiality. The nonempirical forms are part of physical reality because they contain the empirical possibilities of the universe and can manifest themselves in the empirical world. Two classes of nonempirical states are discussed: the superposition states of microphysical entities, which are nonempirical because observation destroys them, and the virtual states of material systems, which are nonempirical because they are empty. The non‐empirical part to physical reality represents a predetermined and hidden order that exists before it is empirical, and the visible world is an emanation out of it. I discuss consequences for our understanding of human nature, the origin of life, and human values. Reality is an indivisible wholeness that is aware of its processes, like a Cosmic Spirit, and it reveals its awareness in the mindlike properties of elementary processes as well as in the human consciousness. Thus, one is led to G. W. F. Hegel's thesis that the Cosmic Spirit is thinking in us.     

共享心智模型影响团队绩效的权变模型

共享心智模型指团队成员关于团队关键要素的共同的知识结构, 诸多研究表明其能有效提高团队运作效能。本研究从权变的角度入手, 以负责通讯网络监控与维护的106个高技术团队为分析对象, 探讨团队的共享心智模型与团队绩效的关系, 并揭示团队互依性作为权变因素对共享心智模型与团队绩效关系的调节效应。层次回归分析结果表明, 共享心智模型能显著预测团队绩效, 而团队互依性则负向调节两者之间的关系, 即在互依性程度较低的团队里, 共享心智模型才显著提高团队绩效。作者从共享心智模型的测量和权变因素的作用两个角度展开讨论, 并基于此提出了后续的研究方向。     

关于虚拟现实、远程操作等合成环境中的远程临境感研究

虚拟现实、远程操作、远程通信等系统环境一般称为合成环境。合成环境的特点是用户将以计算机为媒介与物理上与他分离的环境进行交互。远程临境感是用户将自我知觉移入以计算机为媒介的环境中时出现的一种体验。本文论述了有关合成环境中的远程临境感的人因素设计观点,实现远程临境感的重要技术,以及关于远程临境感的将来研究。     

虚拟团队中的信任机制

结合以往研究文献,作者系统地介绍了虚拟团队中信任形成的快速性、发展的阶段性、信任关系的脆弱性,以及信任的作用机制等方面的内容．着重比较虚拟团队中的信任和传统团队中信任的差异,从而阐述了虚拟团队中的信任机制。     

Hindu Perspectives on the Thirst for Transcendence

Abstract. Definitions of nature and transcendence are given, and the framework of Hindu thought is presented. The levels of reality as discovered by physics are then discussed, which leads us to revise our notions of reality and objectivity. Transcendence is defined as something beyond matter‐energy in space‐time and is explored in several contexts of modern science, as in pre‐Big‐Bang state, negative entropy, information, complexity, and others. Finally, a philosophical reflection on consciousness is presented.     

How should utilitarians think about the future?

Abstract

Utilitarians must think collectively about the future because many contemporary moral issues require collective responses to avoid possible future harms. But current rule utilitarianism does not accommodate the distant future. Drawing on my recent books Future People and Ethics for a Broken World, I defend a new utilitarianism whose central ethical question is: What moral code should we teach the next generation? This new theory honours utilitarianism’s past and provides the flexibility to adapt to the full range of credible futures – from futures broken by climate change to the digital, virtual and predictable futures produced by various possible technologies.     

不连续虚拟现实空间中的再定向

虚拟空间的特点之一是具有不连续性, 即在无连接型建筑单元的情况下各个单体间可直接通达的特性。本研究对人在不连续的虚拟空间中的再定向能力进行了探究, 将人类空间再定向能力的研究从现实空间延伸到了虚拟空间, 并研究了人在不同虚拟现实设备中的行为表现差异。结果表明, 人在不连续的虚拟空间中能完成再定向任务, 而虚拟空间中建筑单元的几何信息对人在不连续虚拟空间中的再定向表现无显著影响, 但被试在桌面式虚拟现实中的成绩显著高于在头盔式虚拟现实中的成绩。这些结果表明了人对不连续的虚拟空间的适应性。     

Anger and happiness in virtual teams: Emotional influences of text and behavior on others’ affect in the absence of non-verbal cues

Emotions carry social influence, as evident by emotion contagion - an unconscious process attributed to mimicking of non-verbal cues. We investigate whether emotion contagion can occur in virtual teams; specifically, the emotional influence of text-based and behavior-based cues on participants’ emotion in 4-person virtual teams. In a 2 × 2 design a confederate textually communicated anger or happiness, while behaving in a resolute or flexible pattern. The team task required negotiation offering a performance based reward. We demonstrate that emotion contagion occurs in teams even when communication is only text-based. We show that behaviors are perceived as emotionally charged, resolute behavior interpreted as a display of anger, and flexibility as a display of happiness. Moreover, we demonstrate that incongruence between text-based communication of emotion and emotionally charged behaviors elicits negative emotion in fellow teammates. Our findings extend the boundaries of emotion contagion and carry implications for understanding emotion dynamics in virtual teams.