心理授权理论对课堂英语教学的启示

作为管理学领域中的概念,心理授权在教学中的应用还相对较少,而心理授权研究本身还缺乏对具体实施方法的相关研究。为了将心理授权这一理念引入课堂英语教学并促进心理授权具体实施方法的探索,文章通过对心理授权理论的回顾和分析,联系课堂英语教学,试图建立二者的联系来提高课堂英语教学的效率和对学习者的关注程度。结论:心理授权的适用环境和适用对象在很大程度上与课堂英语教学的环境和对象类似;通过对心理授权模型中各因素的分析,文章提出应将心理授权的理论应用于英语课堂,并总结了对课堂英语教学的相关启发。     

Learning,Empowerment and Judgement

Here is a distinction that appears very simple, looks compelling and seems to be deeply rooted in our reflections on learning. The distinction is between activities of learning that involve training and those that involve reasoning. In the former, the pupil is a passive recipient of habits of mind and action. The mechanism by which they acquire these habits is mimesis, not reasoning. In contrast, learning by reasoning involves considerable mental activity by the pupil who has to work out what to think and do. The very mechanism by which the pupil learns is her own capacity to reason, to things work out for herself.

In this paper I argue that there is no basis for this distinction. I argue that, contrary to the dominant empiricist thinking about such things, learning by reasoning is the only credible form of learning. I start with a brief characterisation of the distinction and an account of why it seems so compelling. In §2 I review the empirical evidence from developmental psychology for a rationalist account of language learning as learning by reasoning. In §§3 and 4 I provide a philosophical argument against the place of training and in favour of a rationalist model of learning by reasoning.     

心理授权对售后服务员工情绪和行为的影响

本文研究在售后服务领域心理授权对离职意向的作用并识别中间的中介变量.通过对198个样本的一线售后服务员工的调查得到以下发现:胜任能力和工作意义对减少离职意向的作用非常显著,其中胜任能力主要通过提高组织承诺进而影响离职意向,工作意义对离职意向的作用主要通过组织情感承诺和减少情绪衰竭而实现,其中前者的中介作用更为显著.同时,心理授权中的感知影响力还会增加情绪衰竭.组织承诺和情绪衰竭对离职意向的直接影响都非常显著.     

高校教师心理授权与工作卷入的关系研究

采用心理授权及工作卷入量表对185名高校教师进行问卷调查。结果表明,心理授权水平与工作卷入间有密切关系,表现在：心理授权各维度与工作卷入均有显著正相关,进一步回归分析表明,职称、工作意义、自我效能及工作影响对工作卷入有显著的正向预测作用。探讨高校教师心理授权水平对工作卷入的影响,找出提高教师工作卷入的方法,可以为最终提高高校教师教学水平及工作绩效提供借鉴,具有重要的理论及现实意义。     

饭店员工心理授权与工作满意度关系实证研究

在市场竞争日益激烈的环境中,饭店相关行业以及饭店衍生行业的兴起和发展,饭店之间的竞争愈益激烈.如何充分发挥员工的技能,提高员工的积极性、自主性,增强对所从事工作的满意感等等饭店人力资源问题已经成为现代饭店竞争的核心竞争力之一.从员工心理授权角度出发,通过分析调查数据,研究心理授权与饭店员工工作满意度的具体相互关系,从而为饭店管理者如何有效实施管理措施来提高员工工作满意度提供一定的参考意见.     

The Influence of Reflection on Employee Psychological Empowerment: Report of an Exploratory Workplace Field Study

ABSTRACT The study examined the influences of reflection on the self‐perception of empowerment in the workplace. The convenience sample consisted of non‐management knowledge workers at a software company headquartered in the United States. A pretest, posttest control group design was used. The experimental group kept guided journals of their learning activities for three months. Immediately prior to and following the journaling period, both groups completed Spreitzer's Psychological Empowerment Scale. Though no significant within‐group results were found, between‐group analyses revealed that participants who kept guided journals were able to maintain a high level of psychological empowerment, even during turbulent periods at the host organization, while the psychological empowerment of the control group worsened. The results suggest that reflection through guided journaling may sustain the perception of empowerment for individuals who already possess a fairly high level of psychological empowerment. The paper concludes with implications for further research.     

组织变革准备对心理授权的影响研究——基于浙江民营企业的实证分析

基于浙江民营企业的实际情况,对4个维度的组织变革准备和4个维度心理授权进行相关分析和回归分析。通过198份问卷样本,从组织变革准备各个维度探讨其与心理的关联性及影响,并提出企业提高员工的心理授权,就应加强组织沟通,使员工积极参与变革。     

中等职业学校教师心理授权现状及对策研究

为了解中职教师心理授权现状,提高教师工作绩效,采用《心理授权量表》对218名中职教师进行问卷调查。结果表明:中职教师的心理授权感知水平普遍处于中等偏上水平;男性中职教师的心理授权总分高于女教师;心理授权的自我效能因子存在年龄、教龄及职称差异,工作影响因子存在性别、年龄及受教育类型差异。     

Women,Education and Empowerment in Asia

ABSTRACT Education is widely perceived as an indicator of the status of women and even more importantly, as an agent for the empowerment of women. This article examines the relationship between education and several facets of empowerment, using the macro statistics on countries in Asia presented in the United Nations Human Development Report, 1995, which attempts to compute country specific 'Gender Empowerment Measures', as well as data from qualitative studies in selected representative countries. The study concludes that there is no positive linear relationship between education and the economic, social and political empowerment of women, as a consequence of the interface of gender ideologies and social and economic structural constraints. It further examines factors that surface from within education structures and content and from social and economic structures and gender relations within the family that constrain the role of education as an agent for the empowerment of women.     

Family Structure,Family Instability,and Child Psychological Well-Being in the Context of Migration: Evidence From Sequence Analysis in China

This study conceptualizes parental migration as a dynamic family process that exposes children to parental absence and family instability. Using detailed migration histories, this study identifies the left-behind trajectories of rural Chinese children throughout childhood (age 1–12) and examines the impact on psychological well-being (N = 3,961). Results indicate heterogeneity in children’s experience of parental migration, which is characterized by both persistence (prolonged parental absence) and instability (repeated parental migration). A quarter of rural children experienced prolonged parental migration, and for half of these, by both parents. Another 50% of rural children experienced repeated parental migration. Children continuously left behind by both parents and children who experienced substantial family instability both fared worse in psychological development than those in stable two-parent families.     

伦理领导行为对员工结果变量的影响:心理赋能与真诚性的作用

近年来,一系列公司丑闻事件的爆发引发了理论界关于伦理领导行为的关注.探讨伦理领导行为对员工组织承诺与领导信任的影响,分析影响过程中心理赋能的中介作用与真诚性的调节作用,提出五个规范的理论命题,对构建伦理领导行为影响员工结果变量的理论模型有重要意义.     

The Tao of Empowerment

After all the trendy approaches to improving performance have failed, where can we look for the wisdom we need to advise management on how to overcome employee apathy? The concept of employee empowerment is far from new. Five thousand years ago, the sages of ancient China first formulated the principles of Tao, the primal power that forges all phenomena in the universe. They believed that each individual was a microcosm of the universe. Twenty–five hundred years ago, gifted Chinese scholar Lao-tzu eloquently and concisely described the power that comes from being in harmony with the evolving force of nature. The principles Lao-tzu set forth in Tao Te Ching are as valid today as they were 26 centuries ago. They challenge us to use nature as our model, balancing the extremes in life and work, not causing them; to discover intellectual independence, relying on our own inspiration and instincts; to practice simplicity; to build personal power through awareness and knowledge, and to direct events without resorting to force.     

Teacher Empowerment,Consultation, and the Creation of New Programs in Schools

In this article, I discuss implications of empowerment theory, as developed by community psychologists, for consultants involved in the development of new programs in schools. I consider the nature of empowerment, including the distinction between psychological and political empowerment. Factors in the planning process and the organizational environment that influence empowerment are specified, including clear and meaningful roles, self-efficacy, self-determination, impact, political and socio-emotional support, access to strategic information and resources, inspiring and shared leadership, and a strengths-based work culture. I present data from a study of teachers showing how these factors contribute to greater openness to change, and I summarize two other studies that highlight dilemmas encountered in pursuing empowerment. I conclude with action guidelines for consultants who wish to increase teacher support for new programs.     

Empowerment as a purpose of education

Within the field of alternative higher education is a growing movement which distinguishes itself through its orientation to individual and social change. Its proponents contend that conventional (and many alternative) higher education programs are oriented primarily to the conservation and maintenance of the dominant societal systems. Furthermore, they contend that those systems hinder us, individually and collectively, in achieving greater social, political and economic justice and a higher quality of life for all. This sector operates with the conviction that alternative education can have a liberating or empowering impact for individuals and communities by contributing to their appropriate development.Dr. Mark Rosenman, Guest Editor of this section, is president of Beacon College (formerly Campus-Free College), headquartered in Washington, D. C.     

Empowerment amongst teachers holding leadership positions

This study used semi-structured in-depth interviews to explore empowerment patterns among teachers who hold leadership positions in school. Our qualitative analysis presents a hierarchical ladder with three types of empowerment amongst these teachers, ranging from limited empowerment through rewarding empowerment to change-enhancing empowerment. The level of empowerment seems to be related to the leadership position which the teachers hold and to their perception of the position. Our results contribute to the theoretical understanding of empowerment as a complex construct that affects the career characteristics of the teacher, ranging from limited impact of the leadership position to a powerful effect on the organizational culture. We also suggest that this model has practical implications on the way principals can evaluate their teachers’ empowerment patterns and accordingly assist their development toward change-enhancing empowerment.     

Empowerment: In Search of a Viable Paradigm

The word “empowerment” is associated with several different and fundamentally inadequate paradigms. This paper presents an alternative, empowering view of empowerment. The essence of empowerment is increasing the behavior potential of persons, individually and in groups and organizations. Behavior potential is not some abstract concept of “what a person might do if” Instead, it is the totality of behaviors that are actually available to a given person in a given environment. These behaviors do not occur in a vacuum; behavior potential is the intersection of the person's behavioral productions with the organization's expectations and permissions. An individual is empowered to the extent that he or she possesses a rich repertoire of behaviors and is expected and permitted to make full use of this repertoire by the organization.     

硕士研究生心理授权对心理健康的影响研究--生命意义感的中介作用

为探究硕士研究生心理授权、生命意义感对其心理健康的影响机制,选取419名硕士研究生为被试,采用研究生心理健康量表、心理授权量表及生命意义感量表进行调查。结果表明,心理授权显著正向预测研究生心理健康(t=20.612,P<0.001);心理授权可以直接影响心理健康,也可通过生命意义感影响心理健康,直接效应与间接效应分别为0.0511和0.0962。生命意义感在心理授权与研究生心理健康之间起部分中介作用;硕士类型能够调节中介效应的前半段;专业兴趣能调节中介效应的后半段。     

Exploring Empowerment Through a Framegame

This article explores empowerment as a performance technology intervention in general, and as a decision making strategy in particular. Typical managers are apprehensive that empowerment will force them to relinquish their decision making authority. The use of a framegame provides a high touch approach to fair, open, and interactive decision making. This article describes a framegame called Elephant Grope for facilitating cross–group decision making. The requirements and rules for playing Elephant Grope are discussed in detail. Sample applications for conducting Elephant Grope in various organizational settings to achieve various performance outcomes are described. Suitable follow–up activities are suggested to enhance both the process and the product of decision making.