Psychological Flexibility at Work and Employees' Proactive Work Behaviour: Cross‐Level Moderating Role of Leader Need for Structure

How to promote employees to be proactive behaviourally is a significant issue in the literature because it would benefit organisations in several ways. Drawing on the acceptance and commitment model, we proposed a new antecedent, psychological flexibility that might contribute to employees' proactive work behaviour. Furthermore, we investigated how the contextual role of supervisor need for structure exhibits a cross‐level moderating effect on the relationship between employee psychological flexibility at work and proactive work behaviour based on interactionism. Data from 241 full‐time employees and their corresponding 45 managers indicated that employee psychological flexibility was positively associated with proactive work behaviour. More importantly, the supervisor need for structure played a moderating role, suggesting that employees would demonstrate greater proactive work behaviour especially when the supervisors have a high need for structure. Implications for psychological flexibility, proactivity, and person‐situation interactional research are discussed.     

自我面孔识别的独特性

与识别他人的面孔相比,自我面孔识别在行为反应、种系发生、个体发展以及脑机制等方面都具有很大的独特性。行为指标方面,自我面孔识别在速度上快于识别他人的面孔;种系发生方面,只有人类和大猩猩等高级灵长类动物才具有识别自己面孔的能力;个体发展方面,儿童出生后不久即能识别他人面孔,但要在18个月左右才能表现出自我面孔识别能力;脑机制方面,神经心理学和脑成像研究结果表明自我面孔识别可能主要是右脑的功能。该领域的研究进展将为深入了解自我的形成机理提供一个新的探视“窗口”。     

Re-examining Citizenship: How the Control of Measurement Artifacts Affects Observed Relationships of Organizational Citizenship Behavior and Organizational Variables

We examined the impact that measurement artifacts (antithetical items that overlap counterproductive work behavior (CWB), agreement response, halo in supervisor ratings) in organizational citizenship behavior (OCB) measures has on observed relationships between OCB and 15 predictors. Respondents were 146 employees and their supervisors who completed surveys that included OCB measures with and without artifacts. Predictors (conscientiousness, emotional stability, empathy, distributive justice, procedural justice, role ambiguity, role conflict, leader–member exchange, affective organizational commitment, job satisfaction, negative and positive emotion, turnover intention, CWB, and task performance) were chosen that related to OCB in prior meta-analyses. Results with the OCB scale with artifacts were consistent with meta-analyses, whereas results with the artifact-controlled OCB scale were not, suggesting that accepted conclusions about OCB’s relationships with many other variables should be reexamined.     

The empirical link between relationship marketing tools and consumer retention in retail marketing

This article focuses on the key relationship marketing tools of customer service, loyalty/rewards programs, brand/store community, personalization and customization, and their relationship with customer retention. The relationship between customer service, loyalty/rewards programs, customization, personalization, brand/store community and customer retention were examined via an empirical investigation of 450 loyalty/reward program members of three retail stores in Malaysia. The administration of the survey was personally administered but self‐completed. Four of the five relationship marketing tools, namely, customer service, loyalty/rewards programs, brand/store community and personalization, had a significant positive relationship with customer retention. The findings provided valuable insights into the loyalty program management practices of retail stores in a developing country context. Copyright © 2013 John Wiley & Sons, Ltd.     

The cognitive advantage for one’s own name is not simply familiarity: An eye-tracking study

Eye-tracking technique and visual search task were employed to examine the cognitive advantage for one’s own name and the possible effect of familiarity on this advantage. The results showed that fewer saccades and an earlier start time of first fixations on the target were associated with trials in which participants were asked to search for their own name, as compared to search for personally familiar or famous names. In addition, the results also demonstrated faster response times and higher accuracy in the former kind of trials. Taken together, these findings provide important evidence that one’s own name has the potential to capture attention and that familiarity cannot account for this advantage.     

大学生自信发展特点的研究

本研究选取931名大学生为被试,采用自编“大学生自信问卷”?考察了大学生自信的年龄特点、性别差异及学校类型差异。结果表明：大学生自信总水平差异显著,除社交自信外,整体自信、学业自信和身体自信均存在极显著性别差异,男生高于女生;大学生在整体、学业和身体自信及其分维度上存在显著年级差异：一、四年级显著高于二、三年级,其中三年级自信度明显低于其它年级;学业、社交、身体自信及其分维度存在显著学校类型差异,非重点大学学生显著高于重点大学学生;年级和学校类型在身体自信、整体自信、学业自信、社交自信及其某些层面上存在显著交互作用;性别和学校类型在身体自信某分维度的交互作用达显著水平。     

对文件筐测验(I-B)在选拔高层经理人员中的实证研究

以中国联通辽宁省分公司地市级副总经理选拔中收集到的数据,通过尝试采用文件筐测验的新型计分技术,分析研究了文件筐测验的信度和敛度。结果表明,新型计分技术可以有效改进传统计分技术的一些缺点,体现了文件筐测验未来的计分发展方向;新型计分技术基础上的评分一致性信度较高;在与由笔试、结构化面试和无领导小组讨论综合确定的选拔结果的比较中,文件筐测验获得了较高的同时效度。同时．研究也对文件筐测验结构效度方面存在的问题进行了分析,并对文件筐测验的进一步研究提出了建议。     

面孔识别异族效应的研究

异族效应是面孔识别过程中一种非常稳定的现象,表现为对本族面孔的识别与再认成绩显著高于异族面孔.脑成像研究也证实了这两类面孔在神经表征上的差异.关于该效应主要有知觉经验说与社会分类说两种理论解释,但围绕着其心理机制仍然存在着很多争议然,未来的研究需要考虑族群认同等社会-人格因素对于异族效应的影响,并注意考察本族面孔与异族面孔有提取阶段可能存在的神经活动的差异.