目标动力学图书
Dynamics of Psychological Goals:A Self-organization Theory of Motivation and Personality
[内容简介] 本书从系统回顾和反思领导理论发展现状与组织管理学科的理论形态出发,深入分析了中国管理研究的未来发展之路与希望之路。书中作者创造性地提出了人类心理的自组织模型即“心理目标”这一理解人类心灵的理论钥匙,论证了人类动机的自组织目标理论、情绪情感的目标结构变化说、人格的心理目标系统理论和新的人性假设——“目标人”假设,并深入探讨了心理目标理论在领导研究中的应用。
相关信息
内容提要
序 目标动力学:一个观察和预测人类行为的全新理论
ABSTRACT
第一篇 科学理论的反思
第一章 理论的使命与内涵
一 理论的功能与使命
二 理论的内涵
三 主流管理学文献对理论与理论贡献的集体误读
四 结束语
第二章 学科理论的基本形态与发展策略
一 成熟学科的基本理论形态
二 组织管理学科理论发展的现状:以组织行为学为例
三 组织管理学科的理论创新策略
四 本章小结
第二篇 目标动力学原理
第三章 兴趣与人类心理的自组织模型
一 兴趣:透视人格与人性的窗口
(一)关于兴趣的理论观点
(二)兴趣与理解
(1)兴趣有利于理解水平的提高
(2)兴趣对不同理解水平具有不同的作用
(3)兴趣与文本表征的不同成分有着不同的关系
(4)兴趣与学业成就
(四)预测兴趣强度的因素
二 探索兴趣的出发点
三 自组织理论与人类心理的自组织模型
(一)心理与自组织
(二)自组织系统的基本运行规律
(三)心理目标支配着心理系统的自组织
1.目标与动机
2.目标与情绪
3.目标与认知
4.小结
(四)获取信息是心理目标形成与自我实现的必然要求
(五)人类心理的自组织模型及其范式意义
四 人类心理的自组织模型与兴趣理论的发展
(一)兴趣的产生机制与本质探析:一种自组织观点
(二)兴趣的自组织目标-信息理论的合理性分析
第四章 认知中的动力学:阅读兴趣的心理结构研究
一 研究阅读兴趣心理结构的基本思路
二 关于阅读兴趣心理结构的理论构想
(一)来自兴趣本质的启示
(二)有兴趣文本阅读的特征
(三)关于阅读兴趣心理结构的理论假设
三 阅读兴趣的特征探索与量表开发
(一)预备研究
1.研究目的
2.研究方法
3.研究结果
(二)研究一:阅读兴趣特征的项目修订与结构探索
1.研究目的
2.研究程序与方法
3.结果分析
4.结论与讨论
四 阅读兴趣心理结构的验证性因子分析
1.研究目的
2.研究方法
3.结果与讨论
4.结论
第五章 心理目标与动机:自组织目标理论
一 动机的需要理论
(一)本能理论
(二)弱本能理论
(三)内驱力理论
(四)认知理论
二 动机的目标理论
(一)目标概念在心理学中的演变与发展
(二)现代心理学中的目标概念
(三)动机的目标理论
1.成就目标理论
2.社会目标理论
3.自我概念理论
(四)动机的目标理论的局限性及其未来发展方向
三 目标与需要、动机:一种自组织观点
四 动机的自组织目标理论对管理的启示
(一)心理目标与人本管理
(二)心理目标的可塑性与工作激励
(三)心理目标的未来性与领导
(四)心理目标的观念性与组织的文化管理
(五)优势目标的情境性与行为塑造
第六章 心理目标与情绪、情感:目标结构变化说
一 情绪理论研究的现状
(一)情绪的认知理论
1.阿诺德的评价理论
2.拉扎勒斯的认知-评价理论
3.韦纳的归因理论
(二)情绪的动机理论
1.弗洛伊德的情绪无意识理论
2.汤姆金斯与伊扎德的动机-分化理论
(三)情绪的动机-信息理论
(四)情绪理论的新发展
(五)一点理论启示
二 情绪、情感对个体心理与行为的影响
(一)信号功能
(二)动力功能
(三)组织功能
(四)感染功能
三 情绪理论探新:目标结构变化说
四 目标结构变化说对情绪与认知、动机关系的分析
五 情感管理的本质及其实践模式的发展
第七章 一种新的人性论:“目标人”假设
一 西方管理研究中的人性假设剖析
(一)人是一种物理的或机械的动物:“机械人”假设
(二)人是一种由生物本能或内在需求驱动的动物:“自动人”假设
(三)人是一种符号的或文化的动物:“文化人”假设
二 人是寻求意义的生命:“目标人”假设
三 “目标人”假设对西方人性假设的理论整合与超越
四 “目标人”假设与管理模式的选择
(一)“目标人”假设的管理模式:个性化管理
1.个性化管理的基本思想
2.个性化管理的主要内容
(二)个性化管理与目标管理比较
(三)个性化管理与学习型组织
第八章 心理目标系统与人格动力论
一 人格的属性
二 人格的概念界定
三 人格的构成:个体目标系统研究
(一)目标层次
(二)目标内容与目标类型
1.目标系统的局部内容研究:成就目标的类型
2.个体目标系统的构成研究
四 中国文化背景下员工的个人目标结构研究
(一)个人目标内容的定性研究与问卷编制
1.研究方法
2.工作情境中员工个人目标的内容调查
(1)开放式问卷调查
(2)调查结果分析
3.工作情境中员工个人目标的问卷编制
(二)工作情境中员工个人目标结构探索
1.研究工具
2.研究对象
3.探索性因子分析
五 人格的动力属性与自我调节功能
(一)人格自我调节的两种类型:自我提升与自我防御
(二)学习目标、内生动机对消极情绪的调节作用
第三篇 实证与应用
第九章 成就目标与文本理解中的兴趣效应
一 理论与假设
二 研究方法
(一)被试
(二)实验任务与程序
(三)实验材料
(四)测量
1.成就目标的测量
2.阅读兴趣的测量
3.文本理解的测量
三 结果分析
(一)文本理解的记分
(二)高、低兴趣组各变量的平均值
(三)各变量间的相关分析
(四)学习目标和成绩目标对文本理解中兴趣效应的影响
1.无协变量的二元方差分析结果
2.以学习目标为协变量的二元协方差分析结果
3.以成绩目标为协变量的二元协方差分析结果
四 讨论与结论
第十章 成就目标与员工的领导偏好
一 理论与假设
(一)领导偏好与变革型领导
(二)成就目标与变革型领导偏好
(三)提升型调节倾向和变革型领导偏好
(四)提升型调节倾向的中介效应
二 研究方法
(一)研究对象
(二)研究工具
三 数据分析与结果
四 结论与讨论
第十一章 组织-员工目标融合的策略探索
一 引言
二 研究方法
(一)研究方法及案例选择
(二)数据来源
(三)数据分析方法及研究步骤
(四)信度和效度保证
三 案例简介
(一)海尔设计并推行自主经营体管理的背景
(二)自主经营体的基本特征
(三)自主经营体的核算体系和支持体系
(四)实施后的效果
四 案例分析与结果
(一)分析举例:建立基于目标承诺的契约关系
(二)分析总结:组织-员工目标融合的管理过程及其策略体系
五 讨论与结论
(一)结果讨论
(二)研究结果对理论发展的启示
第十二章 愿景感召与魅力型人格
一 文献回顾
(一)领导者魅力的内涵与本质
(二)领导者魅力的人格表现:个性特征与行为表现
二 预研究:关于领导者魅力型人格的开放式调查
三 研究方法
(一)调查对象
(二)研究方法
1.测量工具
2.统计分析
四 数据分析与结果
(一)魅力型人格的探索性因子分析
(二)描述性统计分析
(三)回归分析
五 结果讨论
前言
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