大学生英语口语交流障碍的心理因素及克服办法

目前大学生的英语口语表达能力总体很差,在口语交流上也出现各种障碍,其原因除学生英语学习能力较差以外,态度问题、动机偏差、缺乏自信、不耐挫折、缺乏热情、过于紧张、性格内向等心理因素也起着关键的作用。对于大学生英语口语交流存在的障碍,可以通过激发兴趣、心理暗示、教师鼓励、减少心理压力、结交外国朋友等有效方法,指导学生进行口语训练,提高学生口语水平。     

Bridging the gap between green behavioral intentions and employee green behavior: The role of green psychological climate

How do employees' perceptions and interpretations of organizational policies, practices, and procedures affect the enactment of their behavioral intentions? In a daily diary study, we examined the between‐persons relationship of corporate environmental strategy and pro‐environmental or “green” psychological climate; and whether green psychological climate moderates the within‐person relationship of employees' daily green behavioral intentions and their green behavior on the following day. To test our hypotheses, we collected survey data from 74 employees across 10 workdays. Results showed that corporate environmental strategy is positively related to green psychological climate that, in turn, moderates the relationship between green behavioral intentions and next‐day employee green behavior. Specifically, we found the relationship to be positive only when employees perceive a positive green psychological climate. We discuss implications of our findings for future research on employee green behavior and for organizations interested in encouraging employee green behavior. Copyright © 2017 John Wiley & Sons, Ltd.     

How do transformational leaders foster positive employee outcomes? A self‐determination‐based analysis of employees' needs as mediating links

Although followers' needs are a central aspect of transformational leadership theory, little is known about their role as mediating mechanisms for this leadership style. The present research thus seeks to integrate and extend theorizing on transformational leadership and self‐determination. In particular, we propose that the satisfaction of followers' basic needs (autonomy, competence, and relatedness) mediates the relationship between transformational leadership and employee outcomes (job satisfaction, self‐efficacy, and commitment to the leader). We tested this model in two studies involving employees from a broad spectrum of organizations in Germany (N = 410) and in Switzerland (N = 442). Results revealed largely consistent patterns across both studies. The need for competence fulfillment solely mediated the link between transformational leadership and occupational self‐efficacy; the need for relatedness fulfillment solely mediated the link between transformational leadership and commitment to the leader. The mediating pattern for the link between transformational leadership and job satisfaction varied slightly across studies. In Study 1, only the need for autonomy fulfillment was a significant mediator, whereas in Study 2, all three needs mediated this relationship. Taken together, our study integrates theorizing on transformational leadership and self‐determination by corroborating that need fulfillment indeed is a central mechanism behind transformational leadership. Copyright © 2012 John Wiley & Sons, Ltd.     

A moderated mediation test of personality,coping, and health among deployed soldiers

Our study examines how personality and coping influence soldiers' psychological health among 648 US Army personnel who were at that time deployed in Iraq at the height of an insurgency. Conscientiousness, neuroticism, and extraversion were associated with different coping behaviors, and these were in turn related to psychological distress. Conscientiousness was positively associated with problem‐focused coping and negatively with avoidance coping, whereas neuroticism was most positively associated with avoidance coping. Extraversion was positively related to both seeking social support and avoidance coping. As expected, avoidance coping was positively associated with psychological distress. Coping style explained more variance in the relationship between personality and distress among soldiers who perceived higher levels of threat, thus supporting a moderated mediation hypothesis. We discuss implications for facilitating the stress coping of workers who face acute and potentially traumatic stress exposures. Copyright © 2011 John Wiley & Sons, Ltd.     

Measuring implicit psychological constructs in organizational behavior: An example using psychological capital

Implicit psychological constructs are effective predictors of behavioral outcomes but are rarely used in organizational settings because of real or imagined problems with measurement validity and administration. To address these concerns, we present a means of assessing implicit constructs quickly and easily by using psychological capital as an example. Copyright © 2012 John Wiley & Sons, Ltd.     

发展型心理契约视角下情感性组织安全文化对员工安全风险作用机理研究——基于国有煤炭企业的调研数据

为了探索情感性组织安全文化对员工安全风险的作用机理,从发展型心理契约视角出发,设计情感性组织安全文化、发展型心理契约及员工安全风险测度量表,采用结构方程方法分别构建了情感性组织安全文化对员工安全风险直接作用、间接作用和两种作用耦合情形下的作用模型。结果表明:"情感性组织安全文化"对"员工安全风险"有正向影响,"情感性组织安全文化"对"发展型心理契约"有显著正向影响,同时"发展型心理契约"对"员工安全风险"有显著正向影响;在以上直接作用和间接作用耦合情形下,"情感性组织安全文化"对"员工安全风险"不存在直接的正向作用,但"情感性组织安全文化"通过"发展型心理契约"对"员工安全风险"产生正向影响的效果更加显著。研究表明,通过情感性组织安全文化建设降低员工安全风险,融入促进员工发展型心理契约均衡因素,能起到事半功倍的效果。     

A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry

Previous studies have demonstrated that the psychological contract is largely shaped during socialization. This study adopts a complementary perspective and analyzes how the psychological contract at the start of employment shapes the subsequent socialization process. Drawing upon social exchange theory, we propose that newcomers with a higher sense of their personal obligations at entry will perceive orientation training as more useful and develop better relationships with their supervisors and peers, which in turn will facilitate their work adjustment. Results of a longitudinal survey on a sample of 144 recruits from a European Army show that newcomers with a higher initial sense of their employee obligations toward their employer report higher perceived training utility, higher leader–member exchange (LMX) with their instructors, and higher team–member exchange (TMX) with their platoon peers. Moreover, perceived training utility and LMX predict the fulfillment of employers' obligations; and training utility predicts the level of newcomers' employee obligations. Finally, training utility, LMX, and TMX predict some of three indicators of newcomers' adjustment, namely, role clarity (training utility and LMX), group integration (TMX), and organizational values understanding (training utility). These results highlight how newcomers' obligations at the start of employment contribute to the social exchange dynamic underlying organizational socialization. Copyright © 2015 John Wiley & Sons, Ltd.     

炼厂职工安全心理状态研究

探讨了炼厂职工心理因素与安全生产的联系,阐述了可能诱发事故的几种心理状态,从心理学的角度剖析了不安全心理状态的产生原因,提出了安全对策。     

空气提升内循环生物流化床反应器动力学研究

进行了空气提升内循环生物流化床反应液体内循环速度,有机的降解动力学,载体表面生物膜脱落与增工动力学的研究,结果表明,内循环生物硫化内不速度分别与反应器高度及升流区表观气速ｕｇ０．５次方成正比,当内循环流量很大时,反应器可视为ＣＳＴＲ;生物膜的脱降率分别与ｕｇ及膜厚δ的次方,载体数量的２／３次方成正比。