城市居民垃圾分类行为影响路径研究——差异化意愿与行动

运用计划行为理论和A-B-C理论,结合强政策背景下上海垃圾分类的实际,完善居民生活垃圾分类行为测量量表,改进并区分居民垃圾分类目标意愿和执行意愿,构建城市居民垃圾分类行为影响路径理论模型.基于“2019年上海居民垃圾分类行为”调查数据,覆盖上海16个区县的2555有效样本,运用结构方程模型验证强政策背景下居民环境态度、主观规范和感知行为控制对垃圾分类行为影响路径.结果表明：环境态度、主观规范、感知行为控制分别对居民垃圾分类目标意愿和执行意愿有显著正向的影响.环境态度分别通过目标意愿和执行意愿对垃圾分类行为产生间接效应.主观规范和感知行为控制并没有通过两类意愿对垃圾分类行为产生间接效应.垃圾分类的政策效能感在目标意愿对垃圾分类行为效应中起到了调节作用.虽然环境态度、主观规范、感知行为控制可以促进公众垃圾分类行为目标意愿和执行意愿的形成,但仅有环境态度可以通过激发公众目标意愿和执行意愿进而形塑居民垃圾分类行为.     

A review of perceived diversity in teams: Does how members perceive their team's composition affect team processes and outcomes?

In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point of the diversity perceptions being studied: perceptions of self‐to‐team dissimilarity, of subgroup splits, and of group heterogeneity. Our review concludes that perceived self‐to‐team dissimilarity and perceived subgroup splits mostly have been linked to negative effects for individuals and groups, whereas perceived group heterogeneity has been shown to exert both positive and negative effects on group outcomes. Our review also draws attention to the problem that research on perceived diversity varies not only in definitions and conceptualizations, but also in the methodological approaches towards operationalizing perceived diversity. We conclude by discussing potential areas for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

Reciprocation wary employees discount psychological contract fulfillment

The present study examined the moderating role of reciprocation wariness in the association of employees' psychological contract fulfillment with psychosomatic strain and voluntary turnover, as mediated by perceived organizational support. To study these relationships longitudinally, 169 graduating college seniors were surveyed upon job acceptance and again 3 weeks, 3 months, 6 months, and 18 months following the start of employment. The findings showed that psychological contract fulfillment was positively related to perceived organizational support. However, this positive relationship was eliminated by reciprocation wariness, and this influence was carried over to psychosomatic strain and voluntary turnover. Thus, it appears that reciprocation wariness leads employees to discount psychological contract fulfillment as an indication of the organization's valuation and caring. Copyright © 2015 John Wiley & Sons, Ltd.     

Man in the Light of Current Ecological Problems

The interaction of man and nature is considered in terms of classical ecology, which is becoming a synthetic systemic science based on a set of other sciences. The divisions of modern human ecology that deal with different organizational levels of ecological systems have been developed to different degrees. Attention is given to the necessity of discrediting the mechanistic concept of opposition between man and nature and taking into account the specific ecological functions of man related to group adaptation (culture), as well as the global role of all living organisms in the maintenance of environmental conditions on Earth.     

Time‐based differences in the effects of positive and negative affectivity on perceived supervisor support and organizational commitment among newcomers

Building on the broaden‐and‐build theory and research on the negativity bias, this study examines how trait affectivity, as a stable predisposition predicting the pattern of emotional responding, shapes newcomers' perceptions of supervisor support and experience of organizational commitment. Using latent growth modeling and data collected at four points in time from newcomers (N = 158), we found the initial level of perceived supervisor support to mediate a negative relationship between negative affectivity and the level of commitment. Moreover, although newcomers experienced a general decrease in perceived supervisor support and a related decrease in commitment, those with high positive affectivity experienced a weaker decrease in perceived supervisor support, which led to a weaker decrease in commitment. Incidentally, positive affectivity was also positively related to the initial level of commitment. Two post hoc studies indicated that positive and negative affectivity exerted their effects controlling for state affect and replicated the relationship between change in perceived support and commitment. We discuss how these findings inform our understanding of trait affectivity's influence on newcomers' work attitudes.     

论组建三级环境监测网的必要性和重要性

论述了组建三级环境监测网的必要性和重要性及在环境监测中的作用,组建三级环境监测网是环境监测工作不断拓展和深化发展的需要。     

Is being a leader a mixed blessing? A dual‐pathway model linking leadership role occupancy to well‐being

Recent leadership research has drawn greater attention to how the well‐being of leaders influences leadership behaviors, follower performance and well‐being, and overall leadership effectiveness. Yet little attention has been paid to the relationship between occupying leadership positions and job incumbents' well‐being. This research addresses this question by developing and testing a dual‐pathway model. Our model proposes that incumbency in leadership positions is positively related to high levels of both job demands and job control, whereas job demands and job control have offsetting effects on well‐being. Results based on a longitudinal sample revealed that employees who transitioned from nonleadership positions to leadership roles showed trajectories of increasing job demands and job control, whereas such trends were weaker among those who remained in nonleadership positions. Findings from three additional samples generally demonstrated that leadership role occupancy was indirectly related to various indices of psychological and physiological well‐being through job demands and job control. Because the signs of the indirect effects through job demands and job control differed in expected ways, the overall relationship between leadership role occupancy and the well‐being outcomes was generally small and nonsignificant. We discuss research and practical implications of our framework and findings for organizations, employees, and leaders.     

Antecedents and consequences of satisfaction with work–family balance: A moderating role of perceived insider status

This study developed a moderated mediation model to investigate how family‐supportive paid leave and supervision affect employees' satisfaction with work–family balance and in turn their affective organizational commitment and supervisor‐directed organizational citizenship behavior depending on their perceived insider status in the organization. Our analysis of data collected from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with work–family balance mediated the linkages from family‐supportive supervision to affective organizational commitment and supervisor‐directed organizational citizenship behavior, and the linkage from family‐supportive paid leave to affective organizational commitment. Results further showed that the entire mediational process for family‐supportive supervision was more pronounced for those who perceived themselves to be an insider of their organizations, while the same pattern was not found for the meditational process related to family‐supportive paid leave. Our findings provide theoretical implications for work–family balance research and offer practical suggestions to make employees satisfied with work–family balance.     

论环境监测站在污染源监测中的作用

对环保局所属监测站在污染源监测管理中的作用、监测市场化运作及地位与作为等方面进行了探讨。