Although cyber incivility (i.e., an interpersonal workplace stressor displayed through uncivil behaviors manifested in online working communication) occurs every day in the workplace, inadequate attention has been paid to its daily influence on employees’ performance. To address this limitation, we conducted a daily diary study to determine the intrapersonal processes and a personal boundary condition of the within-individual relationship between cyber incivility and task performance. Results based on data collected from 112 full-time employees with 866 observations suggest that daily cyber incivility has a time-lagged effect on employees’ task performance the following day, and this effect was found to be transmitted by induced negative affect of the following day and poor sleep quality the previous night. In addition, we found that employees with high self-leadership suffer less from cyber incivility, specifically, the positive effect of cyber incivility on negative affect is weaker for self-leaders.

Although cyber incivility (i.e., an interpersonal workplace stressor displayed through uncivil behaviors manifested in online working communication) occurs every day in the workplace, we know little about how it influences employees' task performance at daily level, nor why and when this influence occurs. To address these limitations, we theorized and tested a model that links cyber incivility to task performance via negative affect and sleep quality at daily level and a cross-level boundary condition at the person level (i.e., self-leadership). Multilevel modeling results based on data collected from 112 full-time employees with 866 observations suggest that daily cyber incivility has a time-lagged effect on task performance of the following day after controlling for task performance the same day. This intrapersonal effect can be explained by the induced negative affect of the following workday but not sleep quality of the previous night. In addition, the relationship between cyber incivility and negative affect and the indirect effect of cyber incivility on task performance via negative affect were weaker among employees with high rather than low self-leadership.

鉴于员工创造力波动对于绩效提高与环境适应产生重要影响,采用经验取样方法对116名员I进行持续5个工作日追踪,以探讨日常睡眠质量与创造力关系的变化及其影响因素.多层次分析结果表明(1)员工日常睡眠质量正向预测创造力;(2)员工尽职人格对睡眠质量与创造力之间的正相关具有跨层次正向调节作用,与尽职人格低水平员工相比,尽职人格高水平员工的日常睡眠质量与创造力之间的正相关更强;(3)工作不确定作为环境因素会改变尽职人格对日常睡眠质量与创造力关系的预测,相对其他条件,低工作不确定、高尽职人格对于日常睡眠质量与员工创造力之间关系的正向调节作用明显.组织提高员工创造力需要以自我控制消耗理论和创造力成分理论为指导,积极关注员工睡眠质量的作用,也需关注员工尽职人格及工作不确定因素的影响.

The antecedents of team creativity and their effects on team task performance are explored in this study, with a particular focus on how leader humility promotes team creativity and when team creativity can be converted into performance. Hypotheses were tested via a multiple-source and time-lagged study with 341 employees and 104 teams from five different organizations in China. The results showed that leader humility promotes team creativity through team creative efficacy, and leader conscientiousness moderates this indirect effect. Furthermore, team creativity is more positively related to team task performance when teams are more future oriented. The theoretical contributions and management significance of these findings are discussed, followed by a discussion of limitations and directions for future research.

领导情感信任会促进员工表现创新行为,但员工个体的风险倾向与组织行为授权可能对其具有调节作用.结果显示(1)领导情感信任能正向预测员工创新行为;(2)领导情感信任、组织行为授权与风险倾向对员工创新行为预测存在三维交互作用,相对于其他条件,组织行为授权和风险倾向均处于高水平条件下,领导情感信任与员工创新行为的正相关程度更为明显.探讨领导情感信任、组织行为授权、风险倾向与员工创新行为的关系可以为甄别影响员工创新行为的个体和环境因素提供理论指导,此外,也可为企业和直接领导如何增加员工创新行为提供借鉴.

研究已经发现自我独立、创造力自我效能感与情感信任可以促进员工创造力.在前人研究的基础上,当前研究主要基于最优区分理论与人格强度理论探讨自我独立与员工创造力的关系.对来自不同行业的员工与直接领导的配对数据分析,结果表明:(1)自我独立能有效预测员工创造力;(2)自我独立通过创造力自我效能感预测员工创造力;(3)情感信任负向调节创造力自我效能感与创造力的关系,即情感信任处于低水平,自我独立更可能提高创造力自我效能感进而增加创造力.识别情感信任与员工自我独立的作用可以为员工创造力开发提供新的依据.

This study examines the total moderation role that psychological capital plays in the integrative emotional labor model in which positive display rule perceptions predict emotional exhaustion both directly and indirectly via emotional labor strategies, i.e., deep acting and surface acting. The results reveal that psychological capital moderates the direct and indirect relationships between positive display rule perceptions and emotional exhaustion. Psychological capital also moderates the relationship between deep acting, but not surface acting, and emotional exhaustion. These findings suggest that psychological capital generally plays a positive role in the emotion regulation process. It is also noted that although psychological capital can reduce employees’ emotional exhaustion, employees with high psychological capital who practice surface acting may suffer increased emotional exhaustion. Suggestions are offered accordingly for organizations that wish to enhance their employees’ psychological capital and to reduce the negative effects of emotional labor.

睡眠作为人类必须满足的一项基本需要,不仅关系到人类的身心健康,还与个体的工作表现息息相关.正因如此,睡眠研究主题近年来被引入管理学研究领域,并取得了不少研究成果.目前,睡眠研究主要聚焦在睡眠剥夺、失眠、睡意、睡眠质量和数量等主题,内容主要涉及两个方面:(1)工作特征对员工睡眠活动的预测作用;(2)员工睡眠活动对其社会认知、情绪情感、工作产出和领导力感知的影响.资源保存理论、工作要求-资源模型、自我损耗理论是解释上述现象的主要理论基础.未来研究可从团队、领导者和组织文化等视角做进一步的探索,如探讨团队睡眠活动的调节作用,领导者睡眠与员工睡眠之间的关系,以及健康导向组织文化如何调节睡眠的作用效果.

Teachers’attitudes towards students’creativity need to be discerned.For example, teachers’bias towards students’creativity in cognition, emotion and behavior may have influences on students’creativity.Students’creativity embodies their personality. There are obvious differences between high creative individuality and low creative individuality.Teachers may focus on the cognitive aspects of creativity personality in students, which can make them neglect the holistic characters of creativity.Teachers’bias towards creativity can influence their instrument practice and curriculum designs. Teachers may change their attitudes towards students’ creativity, which can facilitate the development of creativity in students.

本研究采用问卷调查法，以310名员工与他们的直接主管配对数据为样本，考察了回避型依恋对员工创造力的影响以及团队风险认知的调节效应和员工角色广度效能感的中介效应。研究结果表明：回避型依恋对创造力无显著影响；角色广度效能感完全中介了回避型依恋对创造力的正向预测；团队风险认知调节回避型依恋与创造力的关系，风险认知越高，回避型依恋的正向效应越强；这种调节作用通过角色广度效能感的完全中介效应影响创造力。

目前组织行为学中领导力方面的研究重视引入进化观点探讨领导力起源及其追随力问题。已有研究从领导力的特质理论以及情景理论出发主要关注领导力的类型（如共享型领导力、变革型领导力、授权型领导力等）。在现有领导力的研究成果的基础上，进化观点下的领导力研究提出一些独特的见解，如强调领导力与追随力密不可分，环境不匹配会导致领导力失能，领导力过度会产生危害等。在介绍进化心理学理论观点的基础上，也论述了领导力的进化起源以及提升领导效能的进化方法，同时也探讨了进化领导力研究的未来研究取向。

College students make up an important part of Internet users, and the ability of using internet is becoming a basic required quality for college students' development. The theory of planned behavior suggests the effect of individual cognition, attitude and social norms on behavior was mediated by behavior intention. Behavior intention as the antecedent variable of behavior refers to an indication of an individual's readiness to perform a given behavior. The present research sampled 1110 students in two colleges of Beijing area by a questionnaire survey. Path analysis showed that: (1) both Internet self-efficacy and Internet use subjective norms affect the function used of Internet through the Internet use intention;(2) Internet use attitude cannot affect network function through the network use intention;(3) male students has higher level of Internet use intention than female students;(4) students with a friend of opposite sex has lower level of Internet use intention than students without. These results indicated that we can increase college students' Internet use intention by increasing their Internet efficacy and functions of the Internet. Meanwhile, when giving advice on changing students' Internet use intention, educators should pay attention to the importance of Internet self-efficacy, and the influence of sex and personal relations.

Employment network is a new employment channel.Factors affecting college students'internet employment aspira-tions from the interaction of individuals (students information leadership,creativity and performance to identify employment op-portunities,etc.)and social capital and other factors.Under the network era background,new features of college students'leadership (including self-cognitive abilities,interpersonal and creative thinking,etc.)provide new employment opportuni-ties for them.When the network social capital level of cognitive dimension,structural dimensions and relationships in a higher level,they will show network employment aspirations with high level.Structured and theoretical mechanism to impact of net-work employment aspirations of college students have some practical significance.

T he problem of how innovation makes effect on creativity in employees of new generation at‐tracted many researchers'attention .Drawing on the self‐determination and social‐exchange theory ,the present study explored the influential factors of innovation behavior of employees of new generation ,by sampling 638 employees in new generation of youth ,born from 1980 to 1990 .The result showed that in‐novation self‐efficacy can mediate the effect of affected‐trust on innovation behavior ,and affected‐trust also can directly predict innovation behavior .Furthermore ,we also found that the personality openness plays the moderation role in the relationship between affected‐trust and innovation self‐efficacy .When the opennes is lower ,the employees with more highly affected‐trust can perform higer innovation self‐efficacy ,then can promote more innovation behavior .This paper explored the innovation behavior of employees of new generation ,from employee's affected trust ,openness and innovation self'efficacy .

In order to probe into the influence of internet use on the psychological development of teenagers , we have adopted the questionnaire survey to probe into how internet use affects the relationship between awareness and self-effectiveness , positive attitude and mental elasticity by 320 teenagers in one province. The results showed that the knowledge and experience of the teenagers gained from the internet use could notably predict their self-effectiveness ; the regulation skills of teenagers gained from the internet use could notably predict their positive attitude ; the positive affect and regulation skills of teenagers gained from the internet use could notably predict their mental elasticity. The positive quality of the teenagers' mental development such as self-esteem and confidence , morality and pro-social behavior , mental elasticity and willpower can be cultivated in the internet space. The positive mental quality of the teenagers in the information era should break through the limitation of the realistic space and fully reflect the distinct characteristic of the information era.

Knowledge is stored as perspectives in organizations. Perspective taking can promote employees and organizations integrating different views. Perspective taking in many studies consists of emotional per- spective taking,behavioral perspective taking, cognition perspective taking and spatial perspective taking. Values and organizational culture can make an antecedent effect on perspective taking. Perspective taking also can give rise to help behavior, organizational citizenship behavior, negotiation success, creativity and innovation. The future studies of employees taking perspective should bring disadvantages of perspective taking into account, such as self-egoism. The evolutionary goals that motivate perspective taking need to be explored, for examples, mating and self-protection goals may have discriminative influence on perspec- tive taking. The organizational variables, such as work design, leadership styles, and prosaically personali- ty and openness, may interact with goals, and then affect employees' perspective taking. The relationship between perspective taking and organization performance also should be noted in future.

文章首先总结了风险(risk)的概念与分类,探讨了风险如何测量的问题.再次,在以往静态测量风险的基础上,认为风险的动态测量具有(1)随机性、过程性与、临境性;(2)同时指出了通过计算机程序控制收益与损失概率,模拟真实情景下的风险动态变化过程的测量工具主要包括气球模拟风险任务(Balloon Analogous RiskTask,BART),哥伦比亚纸牌任务(Columbia Card Task,CCT)、骰子抛掷游戏(Game Dice Task,GDT)等,也比较了这些动态风险测量方法在理论基础与应用范围等方面的差异.最后指出未来研究需要探讨风险决策能力与风险动态测量的关系,需要探讨不同领域、不同人群动态风险决策的特点.

工作激情是个体对所喜欢的工作表现出的强烈喜欢倾向.工作激情与过往探讨的工作动机、工作投入或卷入、工作满意度、工作狂和情绪劳动存在区别.工作激情的前导变量有组织公正、员工自主、工作承诺等,工作激情影响的结果变量表现为组织绩效、员工创造力与心理行为调节能力等.工作激情研究需要关注(1)员工的价值观或道德水平是否是决定工作激情及其结果的最主要因素；(2)虚拟组织中员工的工作激情保持与激发问题；(3)从组织设计的角度如何优化工作岗位与工作激情类型的匹配度；(4)组织层面的影响结果,如组织决策、团队凝聚力与绩效等.

进化动机影响社会认知的研究关注社会认知的起源、机能及影响。进化动机影响社会认知的一般特点有（1）特殊性,如成功地解决求偶问题的机制不能用来解决身体危险有关的问题,（2）灵活性,如不同类别的环境线索自动地激活与线索类别有关的社会信息。借用传统的社会认知研究方法,研究者发现特定的线索会启动相应的进化动机（如面孔吸引力启动人们的求偶动机）,进化动机激活后就能引导人们加工有利于这种动机（或目标）实现的信息（如性别相关的风险信息等）。未来的进化动机影响社会认知的研究可以结合积极心理学（positive psychology）与具身认知（embodied cognition）的理论假设,以产生更有价值的研究成果。

Online shopkeepers have been seen as a kind of vocational choice in college students;however,few studies have focused on the capability construction of managing online shops.This study surveys 227 college students who have experience of managing online shops.The result shows that five factors are very important for their capability of managing online shops: personal influence,web marketing strategy,risk taking and achievement desire,creative spirit,and group and organization control.The alphas of the overall scale and five subscales are greater than 0.86.This study also finds that shopkeepers with higher credit rank have more capability scores of managing online shops.