Social Behaviors as Determined by Different Arrangements of Social Consequences: Diffusion of Responsibility Effects With Competition

Abstract

According to a recently proposed synthesis, social loafing, social facilitation, and deindividuation can be viewed as different ways of arranging social consequences (B. Guerin, 1999). The effects of such arrangements have been measured in past research as productive output (social loafing and social facilitation) or as antinormative behaviors (deindividuation), but all 3 effects are manipulable by changing individual identifiability, evaluation, social identity, task difficulty, and presence in a group. The synthesis also predicted that these same variables would apply to other measures and other arrangements of social consequences. To this end, in the present 2 experiments, the author varied the arrangements for consequence diffusion in a competition situation by varying small and large competing groups and measured productive output and antinormative behaviors simultaneously. The 2 experiments showed social-consequence effects in competition situations with college students, giving further support for the social-consequence synthesis and the idea that the verbal naming of phenomena in social psychology is arbitrary.     

“增益”还是“损耗”?挑战性工作要求对工作-家庭增益的“双刃剑”影响

基于资源保存理论和不确定管理理论, 采用日记研究法收集81个样本10个工作日的数据, 从静态和动态两个视角, 通过明晰挑战性工作要求的不同属性(每日水平、平均水平、日间变动、波动变化), 全面检验了挑战性工作要求对工作-家庭增益的影响。研究结果表明：(1)在静态模型中, 挑战性工作要求通过工作专注度(增益路径)和放松(损耗路径)作用于工作-家庭增益, 且在个体间的平均水平模型中, 放松的中介作用更为显著; (2)在动态模型中, 挑战性工作要求的日间变动和波动变化, 均通过减少员工工作专注度和放松, 进而降低工作-家庭增益。最后, 本研究讨论了管理者应重视挑战性工作要求的双刃剑作用等实践启示。     

工作场所中他人感知的员工工作-家庭冲突：刻板印象视角

以往研究发现工作场所中他人感知的员工工作-家庭冲突对员工工作结果具有重要影响, 但相关研究处于起步阶段。在文献回顾的基础上, 从刻板印象理论出发, 提出可能影响他人感知员工工作-家庭冲突的工作、家庭相关因素; 采用能力-热情维度框架探讨他人感知员工工作-家庭冲突的作用机制及其结果。今后研究可在整合工作-家庭冲突研究和刻板印象理论的基础上, 对他人感知员工工作-家庭冲突的形成及人际效用机制等方面进行拓展。     

角色压力、工作家庭冲突和心理抑郁的中美比较--社会支持的调节作用

在中国和北美两个样本中,探讨了工作家庭冲突模型的共性和差异。首先使用多组验证性因子分析找到适用于中美样本的模型,然后采用结构方程模型和多层次回归进行假设检验。结果显示,中美员工感知到的工作-家庭(家庭-工作)冲突在工作(家庭)角色压力和心理抑郁的关系中都起中介作用。此外,情境的差异导致中美员工在工作支持和家庭支持的调节作用上有不同的表现,即中国员工感受到的工作(家庭)支持对角色压力和冲突间关系的调节作用不显著,在北美样本中,工作支持负向调节工作角色压力到工作-家庭冲突的关系,而工作支持和家庭支持正向调节家庭角色压力到家庭-工作冲突的关系。本文的发现能够帮助管理者意识到情境因素的重要作用,从而制定更为有效的管理决策。     

Emotional facilitation effect in the picture–word interference task: An ERP study

In this paper, we aimed to verify the emotional facilitation effect in the picture–word interference task using event-related potentials. Twenty-one healthy subjects were asked to categorize the emotional valences of pictures accompanied by emotionally congruent, either centrally or laterally positioned Chinese words. For both the foveal and lateral word presentations, the reaction times were faster compared to the picture-only presentation. Compared to the picture-only presentation, P200 amplitude increased under the foveal word presentation condition and decreased under the lateral word presentation condition, indicating that more attentional resources were required when an accompanying word was in the center of a picture than when the word was in the lateral position. Latency of P300 was shorter in response to picture–word stimuli irrespective of word position, indicating that an emotionally congruent word facilitated the emotional processing of the target picture, which verified the emotional facilitation effect and was consistent with the results in psychology. The late positive component was more positive when the picture–word stimuli were more positive, which reflected the feature of positivity offset. The findings suggest that the time window for an emotional facilitation effect may be limited to processing aspects associated with P300 (i.e., affective evaluation).     

Motion coordination affects movement parameters in a joint pick-and-place task

This study examined influences of social context on movement parameters in a pick-and-place task. Participants' motion trajectories were recorded while they performed sequences of natural movements either working side-by-side with a partner or alone. It was expected that movement parameters would be specifically adapted to the joint condition to overcome the difficulties arising from the requirement to coordinate with another person. To disentangle effects based on participants' effort to coordinate their movements from effects merely due to the other's presence, a condition was included where only one person performed the task while being observed by the partner. Results indicate that participants adapted their movements temporally and spatially to the joint action situation: Overall movement duration was shorter, and mean and maximum velocity was higher when actually working together than when working alone. Pick-to-place trajectories were also shifted away from the partner in spatial coordinates. The partner's presence as such did not have an impact on movement parameters. These findings are interpreted as evidence for the use of implicit strategies to facilitate movement coordination in joint action tasks.     

Evaluation Potential and Task Performance: Evidence From Two Randomized Field Experiments in Election Administration

Individuals behave differently in the presence of others. Some scholars argue the mere presence of others has the capacity to improve task performance, while other researchers demonstrate individuals become “social loafers,” exerting less effort in group tasks unless they perceive potential for evaluation. I investigate these claims in the context of evaluating poll‐worker performance using two randomized field experiments conducted in New York City during a special election that took place in February 2009 and during the presidential primary conducted in April 2016. The results suggest that manipulating the presence of observers, or even poll workers’ perceptions of the potential for evaluation, likely enhances their performance overall, resulting, especially, in greater efficiency and potentially strengthening voters’ confidence that their ballots were accurately counted and diminishing perceptions of electoral fraud.     

Testing enhances both encoding and retrieval for both tested and untested items

In forward testing effects, taking a test enhances memory for subsequently studied material. These effects have been observed for previously studied and tested items, a potentially item-specific testing effect, and newly studied untested items, a purely generalized testing effect. We directly compared item-specific and generalized forward testing effects using procedures to separate testing benefits due to encoding versus retrieval. Participants studied two lists of Swahili–English word pairs, with the second study list containing “new” pairs intermixed with the previously studied “old” pairs. Participants completed a review phase in which they took a cued-recall test on only the “old” pairs or restudied them. In Experiments 1a, 1b, and 2, the review phase was given either before or after the second study list. Testing benefited memory to the same degree for both “new” and “old” pairs, suggesting that there were no pair-specific benefits of testing. The larger benefit from testing when review was given before rather than after the second study list suggests that the memory enhancement was due to both testing-enhanced encoding and testing-enhanced retrieval. To better equate generalized testing effects for “new” and “old” pairs, Experiment 3 intermixed them in the review phase. A statistically significant pair-specific testing effect for “old” items was now observed. Overall, these results show that forward testing effects are due to both testing-enhanced encoding and retrieval effects and that direct, pair-specific forward testing benefits are considerably smaller than indirect, generalized forward testing benefits.     

工作家庭冲突研究综述

随着职业女性的不断增加,越来越多的人们开始调整自己在工作和家庭上的责任与投入,由此日益凸显的工作家庭冲突问题近年来得到大量管理者和研究者的关注。该文从工作家庭冲突的概念、理论、相关研究等方面总结了对工作家庭冲突的研究结果,并在此基础上探讨了该领域未来的研究趋势。     

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.