DRESSING TO IMPRESS: BELIEFS AND ATTITUDES REGARDING WORKPLACE ATTIRE

The purpose of this study was to examine individual differences in beliefs and attitudes regarding workplace attire including: the value placed on clothing, the impact of attire on workplace outcomes (e.g., promotions, raises), the effort and planning involved in dressing appropriately for work, how their clothing made them feel, and whether they used their attire to manage the impression of others in the workplace. Results from a sample of MBA students indicate that those who valued workplace attire used it to manage the impressions of others and believed that it positively impacts the way they feel about themselves and their workplace outcomes. Dressing to impress appeared to have particular utility for high self-monitors and those in management/executive positions. Women were found to be more interested in clothing and experienced more “appearance labor” when compared to men. Suggestions for future research are proposed.The authors wish to thank the University of Southern Indiana for its sponsorship of this research through a 2004 Faculty Research and Creative Work Award grant.     

感知/亲历医疗暴力医生的内向和外向反应——基于浙江调研数据的分析

自行设计量表并收集浙江省36家医院671名医生有效问卷,使用方差分析方法探讨感知/亲历医疗暴力的医生群体的内向和外向反应特征。研究发现,三级医院医生亲历医疗暴力比重显著高于基层医院。高医疗暴力发生率产生削弱医生工作积极性和子女学医支持度,并提升其高风险患者识别意愿的内向反应(P<0.05)。亲历医疗暴力医生感知的医疗暴力发生率高于未亲历暴力医生,且有更消极的内向反应和对于医疗暴力法律环境及医疗卫生改革政策更负面的外向反应(P<0.05)。接受反医疗暴力培训、了解暴力防控流程医生的内外向反应较为正面。     

不合规任务与工作拖延行为的关系：自我损耗和主动性人格的作用

工作拖延行为是当今职场人士面临的普遍困扰之一。基于资源保存理论,本研究从不合规任务视角探究工作拖延行为的成因。对196位员工的两时点调查数据进行层次回归分析,结果表明：不合规任务正向预测员工工作拖延行为,自我损耗在不合规任务与工作拖延行为之间起着中介作用,主动性人格负向调节不合规任务与自我损耗的正向关系以及自我损耗的中介效应。以上结果对预防或降低工作拖延行为具有启发意义。     

Spicy Adjectives and Nominal Donkeys: Capturing Semantic Deviance Using Compositionality in Distributional Spaces

Sophisticated senator and legislative onion. Whether or not you have ever heard of these things, we all have some intuition that one of them makes much less sense than the other. In this paper, we introduce a large dataset of human judgments about novel adjective‐noun phrases. We use these data to test an approach to semantic deviance based on phrase representations derived with compositional distributional semantic methods, that is, methods that derive word meanings from contextual information, and approximate phrase meanings by combining word meanings. We present several simple measures extracted from distributional representations of words and phrases, and we show that they have a significant impact on predicting the acceptability of novel adjective‐noun phrases even when a number of alternative measures classically employed in studies of compound processing and bigram plausibility are taken into account. Our results show that the extent to which an attributive adjective alters the distributional representation of the noun is the most significant factor in modeling the distinction between acceptable and deviant phrases. Our study extends current applications of compositional distributional semantic methods to linguistically and cognitively interesting problems, and it offers a new, quantitatively precise approach to the challenge of predicting when humans will find novel linguistic expressions acceptable and when they will not.     

Positive employment relations: A qualitative meta-synthesis of the evidence

This study utilises a qualitative meta-synthesis approach to scope the evidence on qualities that define positive employment relations. The selection criteria included the identification of emerging themes, concepts and commonalities comprising positive employment relations throughout literature. Findings suggest that 21 core constructs comprised and affected positive employment relations on individual, team and organisational levels. Of the 21 constructs, only six key constructs are positive workplace relations resources: trust, respect, support, communication, equity and equality, and conflict management. Optimal functioning and flourishing of individuals result in an optimally thriving organisation, and, to ensure flourishing individuals and teams, an organisation should attend to and improve the quality of relationships within the work context.     

中国情境下公共服务动机的理论构建与绩效转换机制

准确把握基层公职人员的公共服务动机是提升工作绩效、完善人力资源管理的重要前提。现有公共服务动机研究忽略了中国情景的特殊性, 对公共服务动机的微观激发机制及其消极绩效影响也关注不足。本研究从中国情景下公共服务动机的概念、核心构成要素、激发机制以及绩效结果入手, 从三个方面系统地构建适合中国场景的公共服务动机理论：第一, 将公共服务动机视为混合动机概念, 基于扎根理论的定性方式识别基层公务员公共服务动机的构成要素与核心内涵, 并据此开发本土化、多维度的公共服务动机量表; 第二, 从微观激发机制出发, 探讨受益人接触、自我倡议、观念反思等机制对个体公共服务动机的激发作用; 第三, 从积极影响和消极影响两个方面探讨公共服务动机与个体公务员行为间的关联及其机理。本研究既响应了国内公共管理学界长期以来发展本土理论的呼声, 亦为政府部门完善公共人事政策提供切实思路和实证依据。     

Perception of Injustice as a Predictor of Support for Workplace Aggression

In order to determine the relationship between perceptions of injustice and support for workplace aggression, 139 subjects were presented with four scenarios representing different levels and types of injustice. Subjects then responded to an eight-item aggression scale. Support for aggressive behavior across the scenarios generally corresponded to the amount and type of perceived injustice; a procedural injustice scenario was perceived as the most unjust and led to the most support for aggression. Although the interpersonal and distributive injustice scenarios were seen as virtually identical in terms of injustice, there was significantly more support for aggression with interpersonal injustice. The strongest predictor of support for aggression in the justice scenarios, however, was simply the degree of support for aggression in a neutral, or control, scenario. It is suggested that employers need to be concerned both about fair and courteous relations with employees and also with identifying generally aggressive employees.     

工作场所中越轨行为的定义、特性与分类体系解析

在文献回顾的基础上,系统整理、分析了越轨行为的定义、工作场所中越轨行为的特性和分类体系3个问题,并提出如下建议：（1）应当高度重视工作场所中越轨行为的研究;（2）工作场所中的越轨行为可以定义为“组织成员有意采取的针对其他组织成员或组织财物、且违反组织重要的主流规范的行为,其结果在客观上会出现共赢、损人利己、损己利人和损人损己4种情形”;（3）应当建立和完善符合中国国情的工作场所越轨行为分类体系。     

Personality and sexually deviant behavior

The present research expands on the relationship between subclinical paraphilia and Big Five and Dark Triad personality traits in an online sample of 585 adults. In this sample, sexually deviant courtship behaviors such as exhibitionism and voyeurism were related to high levels of narcissism while transvestism related to greater openness to experience. Further, there were gender differences in the relationship between sadomasochism and personality with sadomasochism reflecting greater openness in men and Machiavellianism in women. These findings suggest that deviant sexual behaviors represent both a degree of antisocial personality functioning and a degree of personal openness that depends on the specific behavior being examined and that more research is needed in this area.