基于荣格个性类型的个性测量工具建构探索

在当前我国构建和谐社会的进程中,要求各类组织必须充分重视组织个体间的差异,有针对性地做好人力资源的配置和开发。运用实证研究方法,探索荣格个性类型在中国企业人群的因素结构,建构中国人职业个性测量工具(CVPS)。研究涉及的被试对象约2500人。结果表明:CVPS的效度和信度均较为理想,可将CVPS应用于员工心理档案创建等管理实践。     

大学生心理健康教育刍议

提高大学生的心理健康水平,是大学生健康成长的需要,是时代发展和社会全面进步对培养高素质人才的必然要求。本文提出了大学生心理健康的衡量标准,分析了影响大学生心理健康的因素,在此基础上,探讨了做好大学生心理健康教育工作的方法。     

基于交换关系的薪酬解释

薪酬是雇佣双方进行交换的价值尺度。因此，从这种意义上讲，薪酬代表了雇佣双方基于雇佣合同的一种交换关系，这种交换关系可以从经济学、心理学、社会学、政治学等角度分别进行解释，薪酬交换关系的解释对企业建立薪酬制度有重要的现实指导意义。     

关于高校创造性教育的思考

创造性教育是高等教育的重要任务和目标。高校创造性教育的基础是心理健康教育。创造性教育与心理健康教育是相互作用、相互促进的互动关系；高校创造性教育的关键是个性教育。个性教育的最终目标是发展学生的创造力，使之成为创造型的人才；高校创造性教育的途径是教学活动。创造性人才的培养，有赖于学校创造性的教育，而学校实施教育的途径是教学。     

加强大学生心理健康指导的实践

大学生出现的心理问题日趋凸显,应充分认识加强心理健康指导的重要性,建立预警制度,加强心理指导和危机干预,发挥多方面作用,引导学生健康成长。     

对游客心理承载力的探讨

针对在现阶段应用旅游环境承载力量化模型时，忽略游客的感受，没有以游憩体验管理为出发点的现状，对游客心理承载力的内涵、特征作了一些总结和概括，并在寻找降低游客承载力的原因的基础上，从景点建设、服务方式等6个方面为提高游客旅游体验的质量提出了一些建议。     

Psychological ownership as a crisis management advertising appeal – antecedents,outcomes, and moderators

In a crisis communication context, this work examines the impact of Psychological Ownership (PO) appeals on Ad message recipients’ development of feelings of PO. It demonstrates that increased levels of PO influence the managerially relevant outcomes attitude toward the company and purchase intentions. In doing so, it finds new application for the construct. In order to better understand the factors that may contribute to or mitigate PO, this research also investigates environmental consciousness as an additional antecedent and gender, persuasion knowledge, and geographic distance as moderators of individuals’ response to such appeals. Managerial and theoretical implications are discussed.     

Altruism and egoism in investment decisions

We provide survey evidence that personal values have an impact on individual investment decisions, in particular preferences for socially responsible investing. Our findings show that there is a positive link between altruistic values and the relative importance of social responsibility. This effect is stronger when individuals believe that they can make a positive social or environmental impact with their investments, or when they feel morally obliged to invest responsibly. If altruistic individuals associate responsible investments with higher returns, it decreases their motivation to invest responsibly. Egoistic values are negatively associated with the decision to invest responsibly, unless individuals associate responsible investing with higher returns.     

旅游的时空穿越结构机制研究

本文首先通过语义内涵解读、现象考察和比较分析构建了穿越认知逻辑分析框架,然后从语义学视角应用发生学方法、心理距离理论,通过逻辑分析构建旅游时空穿越回环结构、旅游穿越过程结构机制模型,并对旅游穿越结构进行过程机制分析。研究结论认为:旅游的时空转换结构是一种穿越结构,旅游穿越表现出完整的时空穿越特征,具有人类穿越式对话的典型性;旅游结构的本质是时空穿越;旅游穿越就是通过物理时空转换建立心理距离,最终达成心灵对话之目标。因此,旅游运行的核心矛盾就是解决由物理空间转换带来的交通需要和由穿越式对话带来的旅游实景营造需要,从而实现心理时空穿越。本文通过对旅游结构本质的追问,将"穿越"这一日常化语言抽象为学术语言,形成旅游学内生性概念和范畴,为旅游体验活动提供了一种新型的解释话语,并为不同类型穿越结构、穿越感问题的研究拓展了探讨空间。     

Linking customer-employee exchange and employee innovative behavior

Employee innovative behaviors lay the foundation for organizational innovation and are of importance to business success, especially for service firms. Although these innovative behaviors are performed at the individual level, employees still need to have frequent exchanges with others, such as customers. As there is little research investigating customer-employee exchange (CEX) and its influence on employee innovative behavior in services, this study aims to fill this gap in a hotel context. The results of a survey with 180 respondents indicate that both the solidarity and harmonization components of CEX have positive effects on employee innovative behavior, yet the information exchange between customers and employees does not significantly influence employee innovation. Also, higher level of CEX leads to higher level of perceived social psychological climate for innovation. The mediating effect of social psychological climate in the relationship between CEX and employee innovative behavior is partially supported. The findings contribute to the understanding of the role of social exchanges in facilitating employee innovative behavior and provide implications for the management of employee innovative behavior in hospitality firms.