基于调节焦点理论的领导对下属创造力影响机理研究

本研究从心理学的调节焦点理论切入,构建了基于调节焦点理论的领导对下属创造力影响机理模型。具体探讨领导的行为示范、语言框架及反馈,通过对个体调节焦点与群体共享调节焦点两个层面的共同引导,进而影响下属创造力的作用过程。本研究将丰富并厘清人们对领导提升下属创造力的影响路径与作用规律的认识,并为领导通过日常管理来激发下属创造力提供借鉴与指导。     

试论创新精神的培育与创新人才的成长

“科学技术是第一生产力” ,技术创新是科技进步的核心 ,是科技与经济的结合点和现代产业发展的动力。创新 ,是时代的精神 ,是民族进步的灵魂。创新 ,对于高等教育来说 ,就是要培养和造就一大批具有创新精神和创新能力的人才。创新精神的培育 ,有赖于教师主导作用和学生的主体作用的充分发挥。认真总结创新型人才的成长过程 ,探讨创新型人才的成长规律 ,是深化高等教育改革、落实科教兴国战略的重要课题     

创造活动课的课程设计与实施

创造活动课是一种新型活动课,在开发学生的创造力方面有很大优势,其设计和实施有着深厚的教育学和心理学理论基础.该课以吉尔福特关于创造力的理智理论为基本框架,结合现代心理学对创造力的研究观点设计、编写了一套小学《创造活动》教材.教材的运用突出学生的主体地位,通过有指导的发现学习培养学生的创造精神和实践能力.     

Balancing employees’ extrinsic requirements and intrinsic motivation: A paradoxical leader behaviour perspective

In this paper, we use self-determination theory to examine the benefits of the use of paradoxical leader behaviour (PLB) by supervisors. We posit that PLB can initiate two complementary mechanisms: a top-down mechanism (perception of leaders' legitimate power) that may encourage employees to satisfy and exceed standard performance criteria, and a bottom-up mechanism (employee intrinsic motivation) that stimulates employees to be proactive. We argue that implementing these mechanisms simultaneously may interactively enhance employee creativity. Our study is based on field data collected from a sample of 392 employees and their supervisors. We find that PLB is positively related to employees’ perception of legitimate power and intrinsic motivation. Furthermore, power perception and intrinsic motivation are associated with standard performance and proactive behaviour, respectively, and these mechanisms jointly influence employee creativity. In demonstrating the efficacy of balancing extrinsic requirements and intrinsic motivation, our findings have significant theoretical and empirical implications for employee motivation.     

简论大学生的创新能力与培养

一个国家 ,只有具备创新能力的人力资源才是最宝贵的 ,它是知识创新和技术创新的源泉 ,是一个国家“可持续竞争优势”的根本所在。高等教育现代化 ,要在培养大学生创造能力上做文章 ,要改变教育思想 ,改革教育观念 ,改善师生关系 ,使教学与科研相融合     

Difficult differences pave the creative road from diversity to performance

In this article, we argue that engagement with differences is important for the relationship between diversity and organizational performance. This importance is explained by the increased potential for creativity and innovation coming out of working in diverse teams. We recognize that difference and diversity can act as a double-edged sword for creativity and also contend that such differences are a fundamental condition for novelty and value to emerge. It is because of differences and not despite them that we create at individual, group, and organizational levels and a European approach to this topic – given Europe's history and philosophical traditions – recognizes the major role played of creative tensions and even conflict in innovation and in society more broadly. In this paper, we review literature that relates creativity and business performance, creativity, and diversity and examine the role of disagreement and tension, both conceptually and based on empirical evidence. We conclude by stressing the point that creativity often comes out of difficult differences, a European lesson that is easily forgotten, in Europe as well as globally.     

德育与创造性人才培养

培养创造性人才是知识经济时代的必然要求 ,同时也是德育的重要任务。但传统德育已有很多方面明显滞后于时代的飞速发展 ,特别是与培养创造性人才形成了一些“两难问题” ,必须认真研究探讨 ,才能发挥德育的优势 ,加速培养新时代所需要的创造性人才。     

Social creativity as a function of agent cognition and network properties: A computer model

Inventions – concepts, devices, procedures – are often created by networks of interacting agents in which the agents can be individuals (as in a scientific discipline) or they can themselves be collectives (as in firms interacting in a market). Different collectives create and invent at different rates. It is plausible that the rate of invention is jointly determined by properties of the agents (e.g., their cognitive capacity) and by properties of the network of interactions (e.g., the density of the communication links), but little is known about such two-level interactions. We present an agent-based model of social creativity in which the individual agent captures key features of the human cognitive architecture derived from cognitive psychology, and the interactions are modeled by agents exchanging partial results of their symbolic processing of task information. We investigated the effect of agent and network properties on rates of invention and diffusion in the network via systematic parameter variations. Simulation runs show, among other results, that (a) the simulation exhibits network effects, i.e., the model captures the beneficial effect of collaboration; (b) the density of connections produces diminishing returns in term of the benefits on the invention rate; and (c) limits on the cognitive capacity of the individual agents have the counterintuitive consequence of focusing their efforts. Limitations and relations to other computer simulation models of creative collectives are discussed.     

高师声乐教学中的“字”“味”“情”

本文从“字、味、情”立意,通过对字清的方法、韵味的手段、歌曲情感内涵的挖掘进行论述,阐明了歌唱的创造性和运用歌唱方法与歌唱技巧的重要性。     

The WICS approach to leadership: Stories of leadership and the structures and processes that support them

This article presents the WICS approach to leadership and relates it to other approaches. Effective leadership is viewed as a synthesis of wisdom, creativity, and intelligence (WICS). It is in large part a decision about how to marshal and deploy these resources. One needs creativity to generate ideas, academic intelligence to evaluate whether the idea are good, practical intelligence to implement the ideas and persuade others of their worth, and wisdom to balance the interests of all stakeholders and to ensure that the actions of the leader seek a common good. The structures and processes underlying WICS work in concert to produce and maintain stories of leadership. These stories in turn enable leaders to fulfill their mission in leading followers.