Joint or separate? The effect of visual presentation on imagery and product evaluation

In this research, we examine the effect of joint versus separate visual presentation on consumers’ product evaluation. Counter to prior research on hedonic editing and unpacking, which suggests that separate presentation or unpacking produces greater utility, we propose and demonstrate in this paper that joint visual presentation can increase product evaluation. This pattern of effects occurs because presenting products together facilitates mental imagery of the product consumption, which leads to greater perceived psychological ownership and higher product evaluation. As such, the effect of joint presentation on product evaluation is attenuated when mental imagery is disrupted under joint presentation, encouraged under separate presentation, or when products lack complementarity to elicit mental imagery of one cohesive consumption episode. Evidence from seven studies provides converging support for these hypothesized effects and their underlying process. Our findings contribute to the literature on visual presentation, unpacking, and imagery, offering relevant implications to marketers and retailers.     

从东航事件看企业与员工心理契约

在企业的管理过程中,通常将目光集中在书面契约上面,而忽视动态变化的心理契约。在近期发生的东方航空事件中,不难发现因为心理契约违背而导致劳资关系紧张的影子。运用心理契约管理飞行员,将有效缓和目前频繁跳槽引致对我国航空事业发展的冲击。     

中国封闭式基金投资心理及其对市场的影响——基于锚定启发式偏差的实证研究

本文根据行为金融学的理论,通过构造合理反映投资者心理预期的指标,利用最小二乘法和Granger因果检验法对中国封闭式基金的投资看涨情绪变动指标和市场走势的相关关系进行检验,以考察封闭式基金是否具有锚定启发式偏差,并进一步考察其投资心理预期对未来市场走势的影响。研究发现,中国封闭式基金具有锚定启发式偏差,并且封闭式基金这种投资心理会对市场的短期走势产生显著影响。     

浅谈高职学生顶岗实习期间的心理状况及可行性对策

顶岗实习是实现高职教育人才培养目标的一项重要环节。但在高职学生顶岗实习的过程中,由于管理不到位而心理呈现出一些问题。本文通过了解和亲身经历高职学生诸多实习心理健康问题状况,提出了一些可行性对策,使学生顺利地完成实习教学环节,并为其今后的职业发展打下良好的基础。     

Challenges to the psychological contract in Hong Kong

This study investigates empirically the psychological contract of a sample of 205 Hong Kong junior and senior managers. It determines the perceptions of factors that employers and employees see as relevant to the employment relationship, and then analyses perceptions of and attitudes towards recent changes in the Hong Kong business environment. In addition to exploring the nature and content of manager's psychological contracts in Hong Kong, the study explores how contracts are related to and affected by both the external environment and internal management practices. A survey questionnaire is used to measure the promises and commitments perceived to have been made by organizations, and the obligations that employees perceive they owe to their employer. In addition, the actual policies and practices of the employing organizations are determined. The impact of the HRM climate of the employing organizations (actual policies and practices) and the attitudes, expectations and feelings of organizational members about ongoing changes in the business and management environment on this exchange relationship are isolated. The study makes two contributions to the psychological contract literature: it examines the relevance of a psychological contract approach in a nonWestern geographical region; and it moves the concept of HRM preferences more centrally into the psychological contracting literature. This enables a better understanding of the construct in relation to the comparative management literature. The content of the psychological contract is shown to be multi-dimensional. Perceptions of organizational commitments and promises focus around four judgements: an intrinsically satisfying and challenging environment; a secure and rewarding job; equity; and supportive leadership. By Western standards the employee side of the employment relationship 'deal' is more one-sided. The proportion of managers who believe employees are strongly obligated to do certain things for their employers is very high. The study examines the factors that predict employees' psychological contracts. Actual HRM practices are shown to predict perceived commitments and obligations, and the strength of obligation is related to perceived promises and commitments. In contrast to the emphasis on the internal cognitive and individualized conception of the psychological contract in much of the literature, this study indicates that this decontextualizes psychological contracts. The true nature of a psychological contract is shown to be an exchange relationship firmly linked to a culture's reciprocity norms.     

The effect of psychological capital on conflicts in the work–family interface,turnover and absence intentions

Using Conservation of Resources (COR) and congruence theories as the theoretical underpinnings, the present study develops and tests a research model that investigates the impact of psychological capital (PsyCap) on work–family conflict, family–work conflict, and turnover and absence intentions. The model also examines the effects of two directions of conflict on these employee outcomes. Self-efficacy, hope, optimism, and resilience are the components representing PsyCap. Based on data obtained from frontline hotel employees with a time lag of two weeks in three waves in Romania, the results suggest that PsyCap mitigates work–family conflict, family–work conflict, and turnover and absence intentions. The results further suggest that PsyCap influences the aforesaid employee outcomes indirectly through family–work conflict. However, work–family conflict has no bearing on these outcomes. Theoretical and practical implications are discussed in the study.     

Psychological contract fulfillment in the hotel workplace: Empowering leadership,knowledge exchange,and service performance

This study developed and tested a group-level model involving empowering leadership, psychological contract fulfillment, knowledge exchange, and service performance. In 28 Taiwan's tourism hotels, data stem from 56 hotel departments and comprise 258 employees was used to test the research hypotheses through structural equation model. We found that, as anticipated, empowering leadership was positively related to psychological contract fulfillment and knowledge exchange; psychological contract fulfillment was positively related to knowledge exchange and service performance; and knowledge exchange was positively related to service performance. This study highlighted that psychological contract fulfillment partially mediated the relationship between empowering leadership and knowledge exchange; knowledge exchange fully mediated the relationship between psychological contract fulfillment and service performance. Theoretical and practice implications, limitations, and suggestions for future were presented.     

从高职新生基本素质调查看素质教育面临的任务

通过对高职新生基本素质情况进行问卷调查,不但能够了解学生的基本素质情况,成为我们做好学生工作的重要依据,也更加明晰了今后学生素质教育面临的任务,这就是：对学生政治上要积极教育和引导,帮助学生减轻就业、升学以及学习能力不强、社交能力不够等带来的心理压力,开展传统文化教育活动和满足学生对校园文化活动的个性要求。     

Exploring civic virtue and turnover intention during organizational changes

Mergers and acquisitions (M&A) are probably the most common strategic manoeuvres in business. Given the critical importance of human factors for their success, this study aims to enhance understanding of employee reactions to such projects. This article looks into the way that psychological contract breach affects employee turnover intention and civic virtue, after taking into consideration the mediating role of organizational commitment and the moderating role of coping with changes. Data were obtained from employees at a recently acquired restaurant chain in Athens, Greece. Statistical analyses confirmed all hypotheses, with one exception.     

Understanding farmers' decision making processes and improving managerial assistance

Few studies have been made of how farmers make decisions. Most research and teaching has focused on the decision event, not the whole process. Current knowledge of the decision making process is reviewed and described as a set of eight functions or elements: values and goals, problem detection, problem definition, observation, analysis, development of intention, implementation, and responsibility bearing. The relevancy of this view of farmers' decision making behavior is tested through a series of case studies. Based on these observations, the conceptual model of the decision process is revised to include four phases and four subprocesses. The four phases are problem detection, problem definition, analysis and choice, and implementation. The four subprocesses are searching and paying attention, planning, evaluating and choosing, and checking the choice. In addition, we note that farmers prefer the ability to continually update their evaluation and plans, a qualitative vs. quantitative analysis, a “quick and simple” vs. detailed and elaborate analysis, small tests and incremental implementation, and feed forward and compensation vs. post-implementation evaluation. Implications of this fuller view of the decision making process for management assistance are discussed.