感激与利他：从特质与情境的角度考察感激对利他倾向和行为的影响

Recently, as a moral affect and trait, gratitude has been acquiring growing attention in social psychology. Previous research showed those who are grateful were motivated not only to reciprocate the benefactor, but also to make altruistic behavior towards other people. By reviewing previous studies, we found two approaches on exploring the gratitude-altruism link: one is to examine the relationship of correlation between gratitude being a personality trait and altruistic tendency using questionnaires as research method; another is to probe into the causality of gratitude and altruistic behaviors by experimental methods. The present research consists of five studies combining correlative studies and experimental designs, trying to explore the effect of gratitude on altruistic tendency and altruistic behavior from perspective of trait and situation. Participants are 1769 Chinese undergraduates and 332 community residents. Firstly, results of study one showed dispositional gratitude was significantly positively correlated with altruistic tendency: higher dispositional gratitude, higher altruistic tendency. When social desirability, Big Five, and grateful mood were controlled, the correlation of gratitude and altruism still remained relatively significant. Secondly, results of the most experiments showed: main effects of both dispositional gratitude and situational gratitude were significant. For example, people with high dispositional gratitude showed higher altruistic tendency than people with low dispositional gratitude; People in high condition of gratitude arousing showed higher altruistic tendency than people in low condition of gratitude arousing as well as the control group. Thirdly, data analyses showed that the interaction effect of dispositional gratitude and situational gratitude on general altruistic tendency and altruistic behavior was significant. Compared with people with high dispositional gratitude, those with low dispositional gratitude was relatively more sensitive to condition of gratitude arousing. The latter show enhanced altruistic tendency in condition of gratitude arousing than in control condition. This interaction effect was also represented in three different condition of altruistic behavior. (1) As for beneficiaries of altruistic behavior, people with low dispositional gratitude showed enhanced altruistic behavior in condition of gratitude arousing towards strangers rather than friends and relatives. (2) As for the receiver role of altruistic behavior, people with low dispositional gratitude showed less “reject” or more “acceptance” in condition of gratitude arousing than that of the control condition. (3) When it comes to the cost of altruistic behavior, people with low dispositional gratitude showed enhanced altruistic tendency in condition of gratitude arousing than that of the control condition. However, altruistic behaviors of high cost in real life were more affected by dispositional gratitude.

员工的组织支持感和工作压力对工作结果变量的作用——中国民航管制员研究

Both perceived organizational support and job stresses have impact on employees’ work outcomes. Great progresses have been made in past researches. However, there are many disputes about the impact of perceived organizational support (POS) on job performance (especially, safety performance), the impact of job stresses on job performance (especially, safety performance) and job attitudes, as well as the interaction of subordinates’ POS and job stresses, and the impact of supervisor on subordinates’ POS et al.. Thus, the aim of the study is to explore the impact of supervisors’ POS, leader-member exchange(LMX) on subordinates’ POS, the direct impact of subordinates’ POS and job stressors from task and rewards on work attitudes(job satisfaction, turnover intention) and safety behaviors(safety compliance and safety participation), and the interaction of subordinates’ POS and job stresses. Analyses are based on the data from interviewing of 20 staff, posts of a Chinese civil aviation Bulletin Board System (BBS) and surveys of 216 subordinates and 42 supervisors from two Chinese civil aviation Air traffic control centers (ATC). The major findings are listed as follows: Firstly, the exchange relationship between supervisors and members has impact on subordinates’ POS by the fully mediating role of subordinates’ perceived supervisor support (PSS). But supervisors’ POS have no impact on subordinates’ POS. Secondly, subordinates’ POS has a direct and positive impact on their job satisfaction and safety behaviors, and a negative impact on turnover intention. Specifically, the higher the employees’ perceived organizational support, the higher job satisfaction and safety behaviors, as well as the lower turnover intention they have. Moreover, POS has stronger relationship with safety participation behaviors than that of safety compliance behaviors. Thirdly, task-related stressor has no significant impact on job satisfaction, turnover intention and safety behaviors. And compensation-related stressor has significant and positive impact on turnover intention and safety behaviors, which means that with the compensation-related stress increases, turnover intention increases, safety behaviors including safety compliance and safety participation also increases. Fourthly, POS and task-related stressor, POS and compensation-related stressor have significant interaction, respectively. Specifically, POS moderates the relationship between task-related stressor and job satisfaction, and between task-related stressor and turnover intention. Moreover, POS also moderates the relationship between compensation-related stressor and safety compliance behaviors.