双文化经验对整体加工方式的影响*

已有研究表明,与个体主义文化相比,集体主义文化易引发整体加工方式。但是,文化不仅可以按照东西方文化划分为个体主义和集体主义,还可以依据个体的文化经验划分为多元文化和单一文化。那么,与单一文化经验相比,多元文化经验,尤其是最常见的双文化经验是否也有利于整体加工方式呢?在两个实验中,我们将被试分为两组,让其中一组被试暴露在双文化情境下,另外一组被试暴露在单一文化情境下。然后让这两组被试要么寻找两段视频间的相似点或者差异点（实验1）,要么回忆与老年人刻板印象一致或不一致的信息（实验2）。结果发现,与暴露在单一文化情境下相比,暴露在双文化情境下的被试倾向于寻找事物间的相似点（实验1）,并且不易形成刻板印象（实验2）。这表明,双文化经验有利于整体加工方式。     

Quackademia? Mass-Media Delegitimation of Homeopathy Education

In response to concerns about the standards of training for non-medically qualified homeopathic practitioners, between 1999 and 2009 a number of UK universities taught Bachelor of Science (BSc) degrees in homeopathy. All the courses were subsequently closed following media coverage of a vigorous campaign from scientists against the degree courses. A boundary-work analysis of 65 articles published in the UK print media reveals the use of metaphors from a number of different fields as rhetorical strategies to malign homeopathy education. As well as the commonly used contrasts of profit versus academic integrity, rationality versus faith and logic versus magic, media reports associated homeopathy with new universities and Mickey Mouse degrees, both of which had been denigrated in the press previously. In the press coverage, much attention was also drawn to the fact that the method of repeatedly diluting homeopathic medicines defies both logic and common sense, and the plausibility argument became a decisive blow in the debate over the legitimacy of teaching homeopathy as a science degree. It seems that the boundary work sought to protect the authority of both science and medicine by expelling homeopathy from higher education. These findings contrast with previous studies that suggest that orthodox medicine has occasionally expanded to incorporate desirable aspects of complementary and alternative therapies. Scientists carry out boundary work not just to demarcate the boundaries of science and directly defend their own interests, but also to protect the authority of other allied professions.     

领导-团队投入匹配对团队绩效的影响：团队满意度氛围的作用

基于领导-团队匹配的视角,研究以133名领导和645名成员的团队配对数据,采用二次多项式回归与响应面分析对领导工作投入与团队投入氛围的一致性匹配和不一致性匹配,以及团队满意度氛围如何影响团队绩效进行了探讨。结果发现：领导工作投入与团队投入氛围一致与不一致相比,团队绩效较好;并且一致性匹配具有加强效应,即当领导工作投入与团队投入氛围一致时,团队绩效随着双方投入的增加而提高;同时,团队满意度氛围在领导-团队投入的一致性匹配与团队绩效的线性关系中起到部分中介作用。     

新生代工作价值观结构、测量及对绩效影响

采用质化和量化相结合的方法, 运用3批共893份问卷, 探析中国情境下新生代工作价值观的结构、内涵和测量工具, 并检验新生代工作价值观对绩效的影响。结果表明, 新生代工作价值观是一个包含功利导向、内在偏好、人际和谐、创新导向、长期发展的二阶五因子结构, 其量表具有良好的信度和效度, 且对角色内绩效和角色外绩效都呈显著的正向影响效应。文章有利于管理者更全面、深刻地理解新生代员工的工作价值观, 并为构建基于工作价值观的新生代管理体系提供必要的理论基础和技术支持。     

促进工作动机的有效路径:自我决定理论的观点

自我决定理论是关于人类行为的动机理论。本文通过分析阐述了自我决定理论的哲学基础,从有机辩证的视角梳理了自我决定理论的基本思想,并对组织背景中以自我决定理论为指导框架的工作动机研究进行了综述,结论认为满足胜任、关系和自主三种心理需要的组织环境因素是增加内部动机并促进外部动机的内化,进而促进员工的工作绩效与心理健康的有效路径。     

“To serve and protect” when expecting to be seen negatively: The relation between police officers' contact with citizens,meta‐stereotyping,and work‐related well‐being

We examined the relationship between contact of police officers with citizens, their (meta‐)stereotypes about citizens, and their work‐related well‐being. Ninety‐three police officers from 4 police stations in low‐ and high‐crime regions in France completed the questionnaire. As expected, negative well‐being of police officers is predicted by negative contact with citizens and their belief that police officers are stereotyped negatively by citizens. Moreover, the relationship between negative contact and negative well‐being was mediated by police officers' beliefs that police officers are perceived negatively by citizens, whereas their perceptions of citizens did not mediate this relationship. Interestingly, level of crime did not influence these relationships. Together, this research shows the important role of beliefs about how one's group is stereotyped when in contact with another group as it may have consequences for people's well‐being.     

The Work–Home Interface: Linking Work‐Related Wellbeing and Volunteer Work

An abundance of research shows the benefits of participation in volunteer work for individuals, employers and the society as a whole. However, relatively little is known about the precursors of volunteer work. In this study, we aim to fill this gap by investigating to what extent work‐related well‐being can function as a driver of volunteer work. Moreover, building on the Conservations of Resources Theory (Hobfoll, 1989 , 2011 ), we propose that the relationship between work‐related well‐being (burnout and engagement) and volunteer work is mediated by the work–home interface (work–home enrichment and work–home conflict). This hypothesis was tested in a large Swiss sample (N = 1947). Consistent with our expectations, structural equation analyses revealed an indirect relationship between (i) work engagement and volunteer work via work–home enrichment and (ii) between burnout and volunteer work via work–home conflict. In conclusion, it seems that well‐being at work indeed functions as a precursor for volunteer work because of the consequences it has for the work–family interface. Copyright © 2016 John Wiley & Sons, Ltd.     

Forecasting the influence of customer-related micro-events on employees’ emotional,attitudinal and physiological responses

The affective events theory proposes that daily events elicit affective reactions on workers that, over time, influence affective and judgement-driven behaviours. It also suggests that this relation is moderated by dispositions and appraisals. On the other hand, the social interaction model argues that the impact of emotions is moderated by how individuals regulate them. This study aimed to: (1) investigate what customer-related events elicit affect; (2) test the moderating role of workers’ susceptibility for emotional contagion on the relation events-affect; and (3) explore whether affective states influence cardiovascular efficiency and turnover intentions. We conducted a longitudinal study in an inbound call centre by following 48 workers during 10 working days, gathering 267 events and 1,232 affective reactions. We combined diaries, questionnaires and physiological data. Data was analysed qualitatively and quantitatively. We extracted 13 event categories and, using artificial neural networks (ANN), found support for the moderating role of emotional contagion. At daily level, fear was the stronger predictor of cardiovascular efficiency, whereas anger was the stronger predictor of turnover. ANN models showed satisfactory predictive values (R²_Turnover = .51, p < .01; R²_{Cardiovascular efficiency} = .32, p < .01). The importance of results for theory and practice is discussed.     

Work-anxiety-coping intervention improves work-coping perception while a recreational intervention leads to deterioration: Results from a randomized controlled trial

Work-anxieties are costly and need early intervention. The perception of being able to cope with work is a basic requirement for work ability. This randomized controlled trial investigates whether a cognitive behavioural, work-anxiety-coping group (WAG) intervention leads to better work-coping perception than an unspecific recreational group (RG). Heterogeneous people in medical rehabilitation, who were due to return to work, were interviewed concerning their work-anxieties, and either randomly assigned to a WAG (n = 85) or a RG (n = 95). The participants (with an average of 50 years old [range 23–64]; 51% women; 70% workers or employees, 25% academics, 5% unskilled) followed the group intervention for four or six sessions. The perceived work-coping was assessed by self-rating (Inventory for Job-Coping and Return Intention JoCoRi) after each group session. Although participants had a slight temporary decrease in work-coping after group session two (from M₁ = 2.47 to M₂ = 2.28, d_Cohen = ?.22), the WAG led to the improvement of perceived work-coping over the intervention course (from M₁ = 2.47 to M₆ = 2.65, d_Cohen = .18). In contrast, participants from the RG reported lower work-coping after six group sessions (from M₁ = 2.26 to M₆ = 2.02, d_Cohen = ?.18). It is considered that people with work-anxieties need training in work-coping. By focusing on recreation only, this may lead to deterioration of work-coping. Indeed, intervention designers should be aware of temporary deterioration (side effects) when confronting participants with work-coping.