个人-文化匹配、群体态度与组织行为图书
PERSON-CULTURE FIT, INTERGROUP ATTITUDE AND ORGANIZATIONAL BEHAVIOR
[内容简介] “文化”在社会科学的各个研究领域都得到了广泛的关注。在心理学、组织行为学以及职业开发与管理领域,关于文化差异、个人-文化匹配性的研究方兴未艾。在心理学领域,学者们提出了解释文化作用机制的文化价值观模型、自我构念模型、认知风格模型、社会信念模型等等。这些理论模型不仅对于关于文化的理论建构做出了巨大贡献,也对于其他相关领域,例如文化关系研究、组织行为研究、职业开发与管理都产生了巨大的影响。本书回顾了跨文化心理学研究的一些最新进展,并结合作者本人近几年发表在学术期刊上的研究成果,对于文化差异与文化关系、个人-组织文化匹配性与工作态度的关系、文化与职业决策风格等问题的相关实证研究结果进行了总结和讨论,并提出了未来的研究方向。
相关信息
前言
第一章 跨文化心理学主要理论模型述评
一 Hofstede的文化价值观模型
二 个人主义-集体主义价值观与自我构念模型
三 Schwartz的文化价值观模型
四 Nisbett等人的认知风格模型
五 Leung和Bond的社会通则模型
第二章 文化与认知:关于决策风格、高峰体验、人性观以及乐观性的研究
一 最优化决策风格与生活满意度:文化的调节作用
(一)研究背景
1.最优化决策风格理论背景
2.文化在最优化决策与生活满意度关系中的调节作用
(二)方法
1.研究对象
2.测量工具
(三)结果与讨论
1.最优化决策、文化和幸福感之间的关系
2.后悔、文化与生活满意度之间的关系
3.分维度检验
二 高峰体验的文化差异:一项实证研究
(一)研究背景
(二)研究方法
1.研究对象及流程
2.高峰体验的类别编码
3.高峰体验的内容编码
(三)研究结果及讨论
三 人性观的文化差异实证研究
(一)研究背景
(二)研究方法
(三)研究结果及讨论
四 面临灾害事件时的乐观性:东西方的文化差异检验
(一)研究背景
1.关于乐观性的研究背景
2.乐观性的文化差异
(二)研究方法
1.研究对象
2.材料和过程
(三)结果及讨论
1.不切实际的乐观主义
2.SARS的积极和消极影响
第三章 文化、刻板印象与群体态度:基于中国人内部群体的实证研究
一 文化差异、刻板印象与群体社会历史背景的关系
(一)研究背景
1.刻板印象内容模型
2.内地中国人与香港中国人之间的刻板印象
(二)研究方法
1.研究对象
2.研究工具
(三)研究结果与讨论
二 外群价值观认同与外群态度:认知闭合需要的调节作用
(一)研究背景
1.外群价值观与刻板印象
2.认知闭合需要的调节作用
3.本研究的中国背景
(二)研究方法
1.研究对象
2.步骤
3.研究工具
(三)研究结果及讨论
1.外群价值观认同与外群态度
2.认知闭合需要的调节作用
三 外群价值观差异与外群态度:共同群体身份与多元文化取向的调节作用
(一)研究背景
1.价值观差异与群体态度
2.共同群体身份的调节作用
3.多元文化取向的调节作用
(二)研究方法
1.研究对象
2.研究工具
(三)结果与讨论
第四章 个人-组织匹配与工作态度的关系:对边界条件的实证研究
一 相似性匹配、互补性匹配与工作态度:自我构念的调节作用
(一)研究背景
1.个人-组织匹配及其效应
2.自我构念
(二)研究方法
1.研究对象及调查过程
2.研究工具
(三)研究结果及讨论
1.验证性因素分析
2.交互作用分析
3.理论意义
4.可能的不足之处与未来的研究方向
二 个人-组织匹配与工作态度:愤世嫉俗信念的作用
(一)研究背景
1.个人-组织匹配与工作态度的关系
2.社会通则的调节作用
(二)研究方法
1.调查对象与调查流程
2.研究工具
(三)结果与讨论
三 人-职匹配与工作态度:认知闭合需要的调节作用
(一)研究背景
1.人-职匹配与工作态度
2.认知闭合需要的调节作用
(二)研究1
1.测量工具
2.结果
(1)验证性因子分析
(2)变量之间的相关性
(3)认知闭合需要和个人-工作匹配的交互作用
(三)研究2
1.研究工具
2.结果
(1)验证性因子分析
(2)变量之间的相关性
(3)认知闭合需要和个人-工作匹配的交互作用
(四)讨论
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