双向视角下高绩效工作系统对雇佣双方利益的影响：一项本土化研究

研究探讨了高绩效工作系统对团队创新绩效与员工幸福感的影响,以及员工感知的高绩效工作系统的中介作用和领导成员交换的调节作用。运用多层线性模型对经理与员工配对数据的研究表明：经理实施的高绩效工作系统对团队创新绩效、工作满意度及工作-生活平衡满意度有积极影响;员工感知的高绩效工作系统在经理实施的高绩效工作系统与工作满意度及工作-生活平衡满意度之间表现出部分中介作用;领导成员交换调节了经理实施的与员工感知的高绩效工作系统之间的关系;进而,领导成员交换调节了员工感知的高绩效工作系统对经理实施的高绩效工作系统与员工满意度的部分中介作用。     

Effects of a carbohydrate and caffeine gel on intermittent sprint performance in recreationally trained males

Abstract

We investigated the effects of ingesting carbohydrate gels with and without caffeine on a ~90-minute, four blocks intermittent sprint test (IST), in 12 recreationally trained male athletes. Using a cross-over design, one 70 ml dose of gel containing either 25 g of carbohydrate with (CHOCAF) or without (CHO) 100 mg of caffeine, or a non-caloric placebo (PL) was ingested on three occasions: one hour before, immediately prior to and during the IST. Blood glucose, rating of perceived exertion (RPE) and fatigue index (FI) were analysed. Glucose showed significantly higher values for both CHOCAF and CHO at the first (p=0.005 and p=0.000, respectively), second (p=0.009 and 0.008, respectively) and third (p=0.003 and 0.001, respectively) blocks when compared with PL, while only CHOCAF was significantly different to PL (p=0.002) at the fourth block. CHOCAF showed an improved FI (mean 5.0, s =1.7) compared with CHO (mean 7.6, s =2.6; p=0.006) and PL (mean 7.4, s =2.4; p=0.005), a significantly lower RPE (mean 14.2, s =2) compared with PL (mean 15.3, s =2; p=0.003) and a trend in respect of CHO (mean 14.9, s =2.3; p=0.056) after the third block. In conclusion, ingesting CHOCAF one hour before, prior to and during an IST is effective at transiently reducing fatigue and RPE whilst maintaining higher glucose levels at the final stages of the exercise.     

Factors influencing physiological responses to small-sided soccer games

Abstract

The aim of this study was to examine the effects of exercise type, field dimensions, and coach encouragement on the intensity and reproducibility of small-sided games. Data were collected on 20 amateur soccer players (body mass 73.1 ± 8.6 kg, stature 1.79 ± 0.05 m, age 24.5 ± 4.1 years, [Vdot]O_2max 56.3 ± 4.8 ml · kg^?1 · min^?1). Aerobic interval training was performed during three-, four-, five- and six-a-side games on three differently sized pitches, with and without coach encouragement. Heart rate, rating of perceived exertion (RPE) on the CR10-scale, and blood lactate concentration were measured. Main effects were found for exercise type, field dimensions, and coach encouragement (P < 0.05), but there were no interactions between any of the variables (P > 0.15). During a six-a-side game on a small pitch without coach encouragement, exercise intensity was 84 ± 5% of maximal heart rate, blood lactate concentration was 3.4 ± 1.0 mmol · l^?1, and the RPE was 4.8. During a three-a-side game on a larger pitch with coach encouragement, exercise intensity was 91 ± 2% of maximal heart rate, blood lactate concentration was 6.5 ± 1.5 mmol · l^?1, and the RPE was 7.2. Typical error expressed as a coefficient of variation ranged from 2.0 to 5.4% for percent maximal heart rate, from 10.4 to 43.7% for blood lactate concentration, and from 5.5 to 31.9% for RPE. The results demonstrate that exercise intensity during small-sided soccer games can be manipulated by varying the exercise type, the field dimensions, and whether there is any coach encouragement. By using different combinations of these factors, coaches can modulate exercise intensity within the high-intensity zone and control the aerobic training stimulus.     

裁员不确定感、心理调控与员工绩效——组织干预感知的调节作用

利用沿海地区481名留任员工的调查数据拟合假设关系模型,研究发现:两种裁员不确定感都是消极影响员工心理调控能力的重要因素,但它们对员工心理调控能力的影响机制却并不一致;员工自我调控对员工绩效的正向影响要远大于自我效能;通过多群因果分析和联合T检验发现,组织干预感知对裁员不确定感、心理调控和员工绩效三者之间的关系起调节作用。     

服务接触中顾客的职业刻板印象对其服务感知的影响研究

以心理学中的职业刻板印象理论为基础,三个实验分别探讨了服务接触中顾客的性别、容貌及年龄职业刻板印象对其感知服务质量的影响。结果发现性别职业刻板印象在服务失败的时候会影响顾客对性别与职业特征不一致的服务人员做出较低评价;而容貌职业刻板印象正好相反,会在服务成功的情况下影响顾客对容貌吸引力高的服务人员给予更高评价;年龄职业刻板印象无论是成功还是失败的服务下,都会影响顾客对年轻服务人员做出较高的评价。     

新生代员工核心自我评价与工作投入的关系:有调节的中介模型

采用核心自我评价量表、工作投入量表、心理授权量表和不匹配感知量表对16家企业447名新生代员工进行调查,通过层级回归分析新生代员工核心自我评价与工作投入的关系,以及考察心理授权与过度教育在此关系中发挥的作用。结果表明:(1)新生代员工核心自我评价对工作投入有显著正向影响;(2)心理授权在核心自我评价和工作投入关系中有着部分中介效应;(3)过度教育对心理授权中介效应的调节作用成立,对过度教育的高感知不仅削弱了核心自我评价与心理授权的正向关系,也进而弱化了心理授权对工作投入的积极作用。     

A Latent Growth Curve Approach to Investigating Developmental Dynamics and Correlates of Change in Children's Perceptions of Physical Competence

Abstract

In both the physical and academic domains interest has recently grown regarding developmental change in children's perceptions of competence. Recent advances in statistical methodology, such as latent growth modeling, enable the researcher to analyze developmental trends from both an inter- and intraindividual perspective, thus serving to increase our understanding of correlates of change in perceived competence. Using latent growth modeling, the purpose of the present study was to investigate developmental change in children's perceived competence at physical skills, examining maturational factors and chronological age as possible correlates of change. Subjects were male adolescents (N = 94). Data were collected during the child's sixth, eighth, and ninth grade school years. Results revealed a good fit for the hypothesized model, which specified mean level changes in the variables over time and an interrelationship among the latent chronometric common factors. Although a significant relationship existed between maturation and perceived competence, no significant relationship was evident between chronological age and perceived competence. Findings are discussed with particular reference to the utility of latent growth curve models for assessing developmental processes at both the inter- and intraindividual level.     

Different types of compression clothing do not increase sub-maximal and maximal endurance performance in well-trained athletes

Abstract

Three textiles with increasing compressive surface were compared with non-compressive conventional clothing on physiological and perceptual variables during sub-maximal and maximal running. Fifteen well-trained endurance athletes (mean ± s: age 27.1 ± 4.8 years, [Vdot]O_2max 63.7 ± 4.9 ml · min^?1 · kg^?1) performed four sub-maximal (～70%[Vdot]O_2max) and maximal tests with and without different compression stockings, tights, and whole-body compression suits. Arterial lactate concentration, oxygen saturation and partial pressure, pH, oxygen uptake, and ratings of muscle soreness were recorded before, during, and after all tests. In addition, we assessed time to exhaustion. Sub-maximal (P = 0.22) and maximal oxygen uptake (P = 0.26), arterial lactate concentration (P = 0.16; 0.20), pH (P = 0.23; 0.46), oxygen saturation (P = 0.13; 0.26), and oxygen partial pressure (P = 0.09; 0.20) did not differ between the types of clothing (effect sizes = 0.00–0.45). Ratings of perceived exertion (P = 0.10; 0.15), muscle soreness (P = 0.09; 0.10) and time to exhaustion (P = 0.16) were also unaffected by the different clothing (effect sizes = 0.28–0.85). This was the first study to evaluate the effect on endurance performance of different types of compression clothing with increasing amounts of compressive surface. Overall, there were no performance benefits when using the compression garments.     

Examining the Relationships Among Coaching Staff Diversity,Perceptions of Diversity,Value Congruence,and Life Satisfaction

The purpose of this study was to examine relationships among coaching staff diversity, perceptions of diversity, value congruence, and life satisfaction. Data were collected from 71 coaching staffs (N = 196 coaches). Observed path analysis was used to examine the study predictions. Results indicate that actual staff diversity was positively related to perceptions of such heterogeneity, which were negatively related to value congruence among the coaches. Finally, value congruence was positively associated with life satisfaction of members of the coaching staff. Results are discussed in terms of research and practical implications.