基于“心理成本”的网络版权侵权监管机制演化博弈分析

基于心理成本,利用演化博弈方法对政府监管部门和潜在侵权者之间相互作用的策略进行分析,探索心理效用与侵权行为治理的关系,从而提出完善侵权监管机制的建议。研究发现：网络版权侵权治理的运动执法现象有待解决,上级部门给政府带来的边际心理效用损失增加方式将会影响演化博弈的稳定收敛。为更好保护网络版权,建议从增加政府和潜在侵权者心理效用损失,降低监管成本和侵权行为的额外收益以及提高对于侵权处罚的力度等方面改善现有的网络版权侵权监管机制。     

农民工职业上升及分化研究

农民工的职业是影响农民工市民化的关键所在,普通员工、中低层管理者、技工和经营者是农民工职业的四大基本类别,技工更是农民工职业上升过程中的主要方向.运用多项logistic模型分析个人特征、人力资本、社会资本、心理资本和城市环境对农民工职业上升及分化的影响,结果表明:25-40岁年龄段的新生代农民工是农民工职业上升的主力军,而体现农民工综合人力资本的学历和最能体现农民工心理资本的强烈进取心是农民工职业由普通员工上升为中低层管理者、技工和经营者等高端职业的共同的关键因素.企业组织内的社会资本和人力资本是农民工晋升为中低层管理者的重要条件,人力资本是农民工成长为技工的关键因素,而组织外社会资本、较强的风险承受力和处于不发达中小城市则是农民工成为经营者的关键因素.     

从悬浮到下沉:农村社会心理服务体系建设——基于江西省三个试点县的案例分析

农村作为社会心理服务体系建设扎根基层的重要场域,在社会心理服务体系建设中发挥着重要作用。通过对江西省三个省级社会心理服务体系建设试点县进行田野调查发现,农村社会心理服务体系建设特点为:社会心理服务中心覆盖率高,但大多处于“空置”状态;社会心理服务专业人才紧缺,且多数处于“悬浮”状态;农村社会心理服务存在“水土不服”现象,并未“下沉”到农民生活中。主要受三县社会心理服务体系定位、功能以及嵌入形式与村民接受的吻合程度的影响。对此,结合当地农村生产生活特点以及风俗习惯,从社会心理服务人才队伍、平台建设、服务内容以及工作模式方面提出农村社会心理服务体系建设的优化路径。     

农村学前儿童师幼关系与情绪能力：心理弹性的中介作用

采用问卷法和测量法对广东省两个地区九所幼儿园的830 名中大班幼儿作为研究对象,探讨农村学前儿童心理弹性在 师幼关系与情绪能力之间的中介作用。结果发现：（1）师幼关系质量在性别、留守状况与独生与否上均存在显著差异,不存在 年级差异;心理弹性在性别、年级上存在显著差异,在留守与否、独生与否上不存在显著差异;情绪能力在年级、独生与否上存 在显著差异,不存在性别差异以及留守状况差异;（2）师幼关系与幼儿心理弹性、幼儿情绪能力两两相关且具有显著正向预测 作用;（3）心理弹性在农村学前儿童师幼关系对情绪能力的影响上起着部分中介作用。     

The mediating role of frustration of psychological needs in the relationship between job insecurity and work-related well-being

Abstract

This study aims to test a new process underlying the negative relationship between job insecurity and work-related well-being. Specifically, based on Self-Determination Theory, frustration of the psychological needs for autonomy, belongingness and competence was expected to explain the associations between job insecurity and emotional exhaustion and vigour (i.e. the core energy-related components of burnout and work engagement, respectively). Structural equation modelling using data from a heterogeneous sample of 3185 Flemish employees confirmed that frustration of the three needs mediated the association between job insecurity and both outcomes. These results suggest that job insecurity is related to impaired work-related well-being, because it frustrates employees’ psychological needs. This study contributes to a rather small, but growing body of research on the theoretical explanations of the negative consequences of job insecurity for employees’ work-related well-being.     

Psychological capital and the intent to pursue employment with developed and emerging market multinational corporations

The entrance of emerging market multinational corporations (EMNCs) into developed markets and their subsequent demand for western talent is an important new research topic in the field of human resource development (HRD). Upon entering developed markets, EMNCs will find themselves competing with a host of well-established western firms for the same limited pool of talent. Due to possible liability of origin issues, EMNCs may be perceived as less attractive employers. Human resource development professionals tasked with helping these newly arrived firms to recruit necessary talent will find the ability to identify those individuals most likely to pursue employment with an EMNC highly beneficial. In pursuit of this goal, five hypotheses were tested on 703 American and European respondents. Specifically, we examined the interaction between the level of psychological capital of western job seekers and their intent to pursue employment in order to identify possible predispositions for finding EMNCs as attractive employers.     

A missing link: psychological ownership as a mediator between transformational leadership and organizational citizenship behaviour

Interest in psychological ownership (PO) has increased due to its influence on employees’ attitudes and behaviours. This study focuses on PO as a mediator between transformational leadership (TL) and organizational citizenship behaviour (OCB) in the Korean public sector, which does not have employee stock ownership plans (ESOPs). With a total of 214 cases from the Korean public sector, structural equation modelling (SEM) analysis was conducted, and chi-square difference-based model comparison was performed to examine the mediating effect. Results indicated statistically significant relationships between TL and employees’ PO and between employees’ PO and their OCB. A statistically significant full mediating role of PO between TL and OCB in the Korean public sector context was found.     

The relationship between organisational change and being a perpetrator of workplace bullying: A three-wave longitudinal study

ABSTRACT

While research has unravelled the association between organisational change and being a target of workplace bullying, scholars have still to shed light on the perpetrator perspective of this association. In the current study, we further the literature by investigating the relationship between exposure to organisational change and being a perpetrator of workplace bullying. We introduced perceptions of psychological contract breach as a mechanism that accounts for the process in which exposure to organisational change leads employees to direct bullying behaviours to other members of the organisation. Using three-wave longitudinal data from 1994 employees we estimated a between-subjects mediation model controlling for autoregressive effects. Results confirmed our hypothesis that exposure to organisational change at Time 1 was positively related to being a perpetrator of workplace bullying at Time 3 through perceptions of psychological contract breach at Time 2. These findings suggest that organisations should invest in factors that lower employees’ likelihood to perceive psychological contract breach in the aftermath of organisational change because these perceptions may indeed result in the enactment of workplace bullying towards other members of the organisation.     

人际沟通与企业间关系:心理契约的中介作用

如何分析并揭示企业间关系质量的影响机制是管理学关心焦点。本文通过引入传统文献所忽视变量,形成以人际技能、心理契约和关系质量为核心的新企业间关系分析框架,并通过199个中国企业间采购关系数据进行了验证。结果表明:人际技能对心理契约的交易建构和关系建构具有显著正向影响,特别是移情和反馈;心理契约交易建构和关系建构对持续采购和采购比例具有显著正影响;心理契约对人际技能和关系质量具有一定的中介作用。研究结果对于相关的理论发展和管理实践具有一定的启示作用。     

变革型领导与下属工作绩效及组织承诺:心理资本的中介作用

探讨变革型领导影响下属的深层心理作用机制,即变革型领导是否会通过下属心理资本的中介作用对下属工作绩效和组织承诺产生影响。以230位MBA学员为样本,采用结构方程模型的方法分析了变革型领导行为、下属工作绩效、组织承诺以及下属心理资本各维度间的关系。研究结果表明,下属心理资本中的自我效能、希望和恢复力对变革型领导行为与下属工作绩效的关系起到中介作用;下属心理资本中的自我效能和恢复力对变革型领导行为与下属组织承诺的关系起到中介作用。