高校不良亚文化对大学生越轨行为的影响及应对措施

高校不良亚文化是存在于大学生群体中的与主流文化背道而驰,不利于大学生身心健康,阻碍社会进步及破坏社会风气、校园文化氛围的文化。这些文化现象对大学生不良人格的形成有着重要的影响,又对大学生违反社会公德、违反校规校纪以及违法犯罪等越轨行为起到了加剧作用。因此,必须采取多方面应对措施预防和矫治大学生的越轨行为。     

基于领导有效性的管理者领导风格抉择——关于中国企业管理者有效领导风格的实证研究

本文在汲取了过往领导风格理论精华的基础上,设计和组织了针对中国企业管理者的有效领导风格问卷调查。在对样本答卷统计分析后,形成的研究结论是:基于有效性的领导风格实质上包含了领导者对多样化领导风格的具备、使用和改进三个层面的系统内容。有成效的领导者应具备多样化的领导风格,并根据具体情境随机制宜地组合使用,持续不断地改进领导风格,才能最终提高领导行为的有效性。     

技术创新联盟的伙伴竞争与决策形成过程研究

技术创新是否成功主要取决于创新参与者是否具有投资能力、技术能力和经济能力,根据这三种能力,可将我国技术创新主体分为大型企业、中小型技术企业、研究机构、高等院校和风险投资企业。我国的创新参与者在很多情况下都会决定参与形成技术创新联盟,如缺少创新投资、技术竞争力、新产品的生产或营销能力等。联盟的决策形成过程就是集聚这些能力的过程,即创新参与者根据创新目标、行业和企业的特征,评价各类互补创新参与者,竞争匹配创新伙伴的过程。     

员工动机对双元销售行为的影响研究:传统性的调节作用

营销人员经常面临现有产品销售和新产品销售之间的悖论,需要采用不同的方式来应对两种销售行为之间的冲突。本研究根据内外动机理论,探究不同动机影响下的销售行为,同时揭示国人的传统性对动机与产品销售两者关系的调节作用。本研究开发了中国情境下的双元销售行为量表,具有良好的信度（0.896）。实证结果表明：（1）内在动机与现有产品和新产品的双元销售行为之间呈现显著的正相关关系,外在动机与现有产品和新产品的双元销售行为呈不显著的正向关系。（2）中国传统性对营销人员的产品销售行为的直接影响作用非常显著,但传统性与内外动机的调节作用表现出多样性。（3）传统性与内在动机的交乘项对双元销售行为起不显著的负向调节作用。（4）传统性与外在动机的交乘项对现有产品销售起不显著的正向影响,对新产品销售起不显著的负向影响。     

基于无标度网络的绿色出行选择行为研究

随着我国城市化进程的加快,机动车污染已成为我国城市空气污染的一个主要来源,提倡绿色出行的理念有助于缓解机动车尾气带来的空气污染,那么对于有限理性个体在复杂社交网络中的绿色出行行为意愿的研究以及群体行为的演化则成为了本文的研究焦点。本文基于计划行为理论等建立了基于个体行为态度、感知行为控制、主观规范及行为结果感知等影响因素的个体绿色出行行为意愿模型,运用观点传播动力学及无标度网络构建了个体选择行为交互网络模型。实证及仿真分析表明,个体行为态度因素在居民的绿色出行行为意愿中取值很高,作用显著,行为感知因素则影响较为有限,提高行为结果感知因素与主观规范因素的取值是提高居民绿色出行行为意愿的主要途径;在择优连接原则与网络增长假设条件下,整个网络向着几个中心节点聚集的趋势越来越明显,即网络节点中心化的程度越来越显著;在社会网络中,提高行为主体的信息交互阈值取值、增加行为主体绿色出行交通费用的折扣系数、提升民众采取绿色出行方式时的精神满足感、塑造宣传绿色出行的意见领袖将有利于提高居民的绿色出行行为意愿。     

Whatever it takes: Leaders' perceptions of abusive supervision instrumentality

In this paper we examine how leaders' perceptions of the instrumental benefits of abusive supervision shape their tendencies to abuse their employees. We posit that leaders who believe abuse has a positive impact on employee performance will engage in more abusive supervision than their peers, with downstream implications for employees' counterproductive work behaviors. Furthermore, we position leader empathic concern as a boundary condition, whereby empathic concern mitigates the effects of leaders' perceptions of abusive supervision's instrumentality. Data from two studies employing both experimental and field survey designs offer convergent support for our hypotheses. Overall, our findings challenge the prevailing view that abusive supervision is primarily motivated by a desire to aggress, instead demonstrating that leaders sometimes abuse their employees in the pursuit of more pro-organizational goals.     

Essentialist Beliefs About Homosexuality Predict Positive and Negative Behavioral Intentions Toward Lesbian Women and Gay Men

This study focuses on essentialist beliefs about homosexuality as determinants of discriminatory intentions against gay men and lesbian women (LG) and the readiness to engage in positive action toward them. A sample of 997 exclusively heterosexual adults participated in an online study set in Croatia, a country with high homophobia undergoing social change that threatens the higher status of the heterosexual majority. Beliefs about immutability and universality of homosexuality were associated with less intention to discriminate and more readiness to engage in positive behavior, while discreteness beliefs were inversely related to both. Furthermore, attitudes toward LGs seem to be the mechanism behind the observed links. Results suggest essentialist beliefs might be fuel for attitudes, which are in turn associated with behavioral intentions. Importantly, essentialist beliefs had both indirect (with attitudes as mediators) and direct effects on behavioral intentions speaking in favor of their robust role in explaining LG-related phenomena.     

Resilience to Discrimination and Rejection Among Young Sexual Minority Males and Transgender Females: A Qualitative Study on Coping With Minority Stress

Sexual minority and transgender status is associated with mental health disparities, which have been empirically and theoretically linked to stressors related to social stigma. Despite exposure to these unique stressors, many sexual minority and transgender individuals will not experience mental health disorders in their lifetime. Little is known about the specific processes that sexual minority and transgender youth use to maintain their wellbeing in the presence of discrimination and rejection. Semistructured interviews were conducted with 10 sexual minority males and transgender females aged 18–22 years, who currently met criteria for an operationalized definition of resilience to depression and anxiety. Data were analyzed qualitatively, yielding information related to a wide variety of problem-solving, support-seeking, and accommodative coping strategies employed by youth in the face of social stigma. Results are discussed in light of their clinical implications.     

论契约文化在管理中的凸现

契约文化的管理功能是通过管理活动中的文化融合、价值观渗透和引导管理者理性抉择来实现的。即契约文化与管理的融合,成为跨文化价值观的“交集”;企业文化是个人价值观与组织哲学观的价值定位,契约文化则是实现其价值观定位的支撑;契约文化价值定位所形成的“组织惯例”引导管理行为理性选择。