It don't go both ways: Limited bidirectionality in sociolinguistic perception

This article explores the sociolinguistic perception of morphosyntactic variation, using sociolinguistic priming experiments. Two experiments tested participants' perception of the connection between social status and variation in two English subject‐verb agreement constructions: there's+NP and NP+don't. Experiment 1 tested sentence perception and found that exposure to non‐standard agreement boosted the perception of non‐standard agreement, but only for there's+NP. Social status cues had no effect on sentence perception. Experiment 2 tested speaker perception and found that participants were more likely to believe that non‐standard agreement was produced by low‐status than high‐status speakers. Results suggest that, especially for heavily stigmatized variables, non‐standard sentences strongly constrain the social judgments made by speakers, yet social cues do not necessarily constrain linguistic perception. The results suggest that the perceptual relationship between linguistic and social knowledge may be one of only limited bidirectionality. Implications for sociolinguistic perception and exemplar‐theoretic accounts of sociolinguistic competence are discussed.     

临床医学学科带头人胜任特征模型建构——量化与质化结合的方法

胜任特征模型研究是人力资源管理理论和实践的前沿问题,然而目前研究多采用单一的方法。本研究首先使用O*NET问卷对494位医院工作人员进行工作分析,然后对20位学科带头人进行行为事件访谈,结合进行专家小组访谈,构建临床医学学科带头人的胜任特征模型。研究发现多方法构建模型具有较好的效果。该职位胜任特征模型包括18项特征,可以分为个性特征,认知技能,管理能力三个理论层次。此外,本研究发现了个性化关怀等三项较新的素质要求。     

The role of CEO emotional stability and team heterogeneity in shaping the top management team affective tone and firm performance relationship

In this paper, we aim to bridge the micro-macro divide by addressing continued calls from strategic leadership and affect researchers to examine the black box to consider how CEO characteristics relate to top management team (TMT) affective experiences, and, in turn firm outcomes. We further consider the role of one key contextual factor in this relationship: TMT heterogeneity. We predict that CEO personality, specifically, emotional stability, is positively associated with TMT affective tone. Moreover, we posit that the relationship between TMT affective tone and firm performance depends on TMT task-related heterogeneity, such that positive affective tone benefits firm performance in heterogeneous TMTs, whereas negative affective tone benefits firm performance in homogeneous TMTs. Using a novel methodology that measures key psychological aspects of the CEO and TMT, we examined 50 TMTs from publicly-traded companies to test our predictions. Our findings offer theoretical contributions to the strategic leadership, affect and diversity literatures as well as managerial applications for CEO selection and management and managing diversity in upper echelons.     

Human-robot collaboration: A multilevel and integrated leadership framework

In an era of rapid advances in artificial intelligence, the deployment of robots in organizations is accelerating. Further, robotic capabilities are expanding to serve a broader range of leadership behaviors related to task accomplishment and relationship support. Despite the increasing use of robots in various roles across different industries, research on human-robot collaboration in the workplace is lagging behind. As such, the current research aims to provide a state-of-the-science review and directions for future work in this underdeveloped area. Drawing on current leadership paradigms, we review human-robot collaboration studies from four academic disciplines with a history of publishing such work (i.e., management, economics, psychology, engineering) and propose that the research trajectory of human-robot collaboration parallels the evolution of leadership research paradigms (i.e., leader centric, relational view, and follower centric). Given that leadership is an inherently multilevel phenomenon, we apply a levels-of-analysis framework to integrate and synthesize human-robot collaboration studies from cross-disciplinary research areas. Based on our findings, we offer suggestions for future research in terms of conceptualization, theory building and testing, practical implications, and ethical considerations.     

论我国公共支出中的斯蒂格勒“领导人法则”现象

斯蒂格勒＂领导人法则＂是指中高收入集团是公共支出计划的主要受益者,而低收入者从中收益甚微。国外学者根据不同国家的数据证实或证伪了斯蒂格勒＂领导人法则＂。我国斯蒂格勒＂领导人法则＂现象有三个特征,一是越是接近权力的群体其收入就越高;二是我国公共财政支出的非均等性比较严重,尤其表现为城乡巨大的差距;三是财政支出中,富人受益多于穷人。我国斯蒂格勒＂领导人法则＂现象产生的原因既有经济发展水平方面的,但更主要的原因还是体制和制度上的。因此,我国首先要实现从建设财政向公共财政的转变。其次,要完善我国的公共支出体制和机制。     

论高校后勤领导者的素质影响力

高校后勤领导者 ,要正确认识素质影响力的构成及其作用 ,在实践中不断提高自身综合素质 ,充分发挥自身素质的影响力 ,才能有效地调动广大后勤职工的积极性 ,富有成效地开展后勤保障工作     

中共三代领导人的赶超思想研究

毛泽东赶超有明确的出发点和指标,虽有片面性,毕竟使中国改变了积贫积弱的面貌。邓小平总结历史,依据国情,调整了赶超目标和方向。江泽民充分分析新一轮经济发展动力,设置了我国赶超世界发达国家的新路径。     

伦理型领导与团队任务绩效的关系研究：一个有调节的中介模型

伦理型领导对团队绩效的影响是学术界和企业界共同关注的一个热点问题。以往研究基本上都是运用社会交换理论来解释这种影响,对社会交换所必需的认知和情境因素则重视不足。通过构建一个有调节的中介模型,探究团队过程中基于信任视角的中介机制和基于价值观一致的调节机制,实证数据表明：伦理型领导正向影响团队绩效,员工对领导的信任在其中发挥完全中介作用;同时,道德认同对这一关系起调节作用,团队的道德认同水平越高,伦理型领导（经由员工对领导信任）对团队绩效的间接作用越强。     

RAP Therapy: A Group Work Intervention Method for Urban Adolescents

ABSTRACT

The Council on Social Work Education (CSWE) places a premium on the development of cultural competence among practitioners. To this end, the present study highlights how social work practitioners, specifically group work leaders, can utilize elements of the culture of urban adolescents to develop effective group work intervention strategies. The article compares adolescent participants' perceptions of usefulness of traditional group therapy and similar group work sessions using RAP music as a conduit to support prosocial skills development. A nomenclature of three adolescent groups was tested: violent offenders, status offenders, and a control condition of high school students with no criminal history. Findings were unequivocally in favor of the RAP therapy as a tool for advancing prosocial behavior.     

论创新与创造性思维--兼论领导干部的创新素质

创新是民族进步和社会发展的生命线.创新的基础是创造性思维的激发.创造性思维是开拓认识新领域,解决现实新问题的一种思维,是人的智力的核心部分,也是人类创造力的最重要的主体性条件和根据.激发创造思维离不开内在要素的训练,离不开制约创造性思维的内在非智力因素的培育.领导干部惟有具备独特的创新品格和素质,才能肩负起历史赋予的创新重任.