Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Fake emotion refers to the process of emotional interaction that people show positive or negative emotions in disguise to amplify or suppress the original emotions. Fake emotion is the result of a strategic choice. The emotion displayed may not happen at the moment, but sometimes it can be persuasive. Fake emotions are common in daily life, but the present research on it is relatively scattered, and there are still some disputes about the interpersonal influence of fake emotion as well as its mechanism. The existing literature mainly concerns four aspects of the interpersonal effect of fake emotion, including the game process, pro-social behavior situation, organizational situation, and leadership effect. The related mechanisms include the affective reaction of the emotion receivers and the inner process of “speculating others’ emotions by their own standard”. Future research can focus more on the deep and systematic study of fake emotion on the emotional receiver, group fake emotion, the valence of fake emotion, cognitive neural mechanism, culture background, and so on.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Employee innovation is the focus of current organizational behavior research, and the high demand for employee innovation and change in enterprises lead to the high pressure that employees face at work. Several studies have been conducted by researchers on the relationship between work stressors and employee innovation. Current empirical research findings on the relationship between challenge-hindrance stressors and employee innovation vary, for example, in terms of relationship strength and relationship direction. Employee innovation is found to have positive, negative, and nonlinear relationships with the challenge-hindrance stressors. Furthermore, the mechanism and boundary conditions for the challenge-hindrance stressors that affect employee innovation have not been fully revealed. Based on the current state of research on the relationship between the challenge-hindrance stressors and employee innovation, this study used the challenge-hindrance stressors model to investigate the relationship between different types of challenge-hindrance stressors and employee innovation through the meta-analysis method. According to literature retrieval and screening, keywords such as challenging stressor(s) (workload, job complexity, task conflict, and time pressure), hindrance stressor(s) (role stress, interpersonal conflict, and job insecurity), and innovation (individual creativity, individual innovation behavior, and individual innovation performance) were included. Finally, 149 independent studies with 141 articles were included for the analysis, with a total sample size of 46,261. For the analysis, we used the psychmeta meta-analysis package in R, which included publication bias tests, main effect tests, heterogeneity tests, and moderating effect analyses. The publication bias results showed that the p values of Egger’s regression coefficient and Begg rank correlation test for challenging stressor, hindrance stressor, and their subgroups were insignificant (p > 0.05). The heterogeneity test was significant, indicating that the random effect model was suitable for the study. The main effect results showed that the task complexity and task conflict in challenge stressor and subgroups had a positive effect on employee innovation. Hindrance stressor had a negative impact on employee innovation. Cultural differences, data sources, and data collection time had different moderating effects on the relationship between different stressors and innovation, which can be expressed as follows. (1) Compared with individualism orientation, under the background of high collectivism orientation, high power distance, and a long-term orientation, the hindrance stressor had a stronger and significantly negative correlation with employee innovation, while under the background of high collectivism orientation, the hindrance stressor had a significantly positive correlation with employee innovation. (2) Compared with other-rating, when the data comes from employee self-rating, challenge stressor had a stronger and significantly positive correlation with innovation, and hindrance stressor had a stronger and significantly negative correlation with innovation. (3) compared with longitudinal study, in the cross-sectional study, challenging stressor has a stronger positive effect on employee innovation, while data collection time has insignificant moderating effect on the relationship between hindrance stressor and employee innovation. Consequently, we aimed to investigate the strength and direction of the relationship between binary work stressors and employee innovation in a large sample and consider the potential moderating effects of cultural differences, data sources, and data collection time points. The results of this study will provide a reference model for future enterprise management practices, such as maintaining a reasonable pressure level and category control, encouraging employee innovation within the organization, and improving the innovation performance and core competitiveness of individuals and organizations.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Employee boundary-spanning behavior is critically important for organizations. Numerous studies have examined the relationships between employee boundary-spanning behavior and work-related outcomes. However, the findings are inconsistent among studies. This meta-analysis investigated the relationships between of employee boundary-spanning behavior and work attitude, performance, innovation, stress, and burnout, and also examined potential moderators and mediating mechanisms for those relationships based on social exchange theory. We meta-analyzed both Chinese and English primary studies on employee boundary- spanning behavior. Studies were identified with key words including “Boundary spanning”, “Boundary spanning activities/Boundary spanning activity”, “Boundary spanning behavior”, etc., in English databases including Web of Science, ProQuest (Dissertation), EBSCO, Wiley, Sage and Chinese databases of CNKI and CSSCI. Finally, 52 independent samples from 50 empirical studies (with a total sample N = 14366) were included. We chose a random-effect model to conduct the meta-analysis using the R package Psychmeta (Core team, 2020). The results showed considerable heterogeneity among the 52 independent samples, according to the heterogeneity test. The publication bias test was conducted using Egger's test, Begg test, and Failsafe number, which revealed that there was no substantial publication bias in the studies. With the Hunter-Schmidt’s meta-analytic method, employee boundary spanning behavior had significant relationships with job satisfaction and organizational commitment (ˉρρ¯\bar{\rho } between 0.34 to 0.41) and performance outcomes (ˉρρ¯\bar{\rho } between 0.19 to 0.31), as well as a small positive relationship with role stress (ˉρρ¯\bar{\rho } = 0.14). It had no significant relationship with emotional exhaustion (ˉρρ¯\bar{\rho }= -0.10, 95% CI = [-0.25, 0.05]). Employees' boundary-spanning behavior has both benefits and costs. Employee type (knowledge workers-non-knowledge workers), individualism-collectivism, and power distance moderated the relationships between employee's boundary-spanning behavior and its outcomes. The relationships between employee boundary-spanning behavior and performance and innovation were stronger for knowledge workers than for nonknowledge workers, but the relationships between employee boundary-spanning behavior and job satisfaction and role stress were stronger for nonknowledge workers than for knowledge workers. Collectivism positively moderated the relationship between employee boundary-spanning behavior and job satisfaction, performance, innovation. The relationships between employee boundary-spanning behavior and job satisfaction, performance, and role stress were stronger for high power distance regions than low power distance regions. Additionally, a meta mediation analysis was conducted to examine whether work attitudes partially mediated the relationship of employee boundary-spanning behavior with work outcomes. The results revealed that employee boundary-spanning behavior had indirect impacts on performance and innovation, while having suppressing effects on stress and exhaustion. We discuss the important implications for future research and organizational practices.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： As a common ingroup, the Chinese nation community has unique characteristics. First, its properties are complex. Second, as an entity, it has various components. However, previous studies focused more on macro analysis, theoretical generalizations, and policy interpretations and less on microscopic arguments and empirical studies. Therefore, an empirical study on the identity of the Chinese nation community must be carried out. This study employs senior high school students who grew up in Tibetan areas and are current hinterland senior high school students to participate in three experiments. The most special characteristic of Tibetan students is their experiences on cross-ethnic communication and cross-cultural life. In Experiment 1, 50 Tibetan students in hinterland senior high school were employed as subjects. The relationship of the container and the community for the Chinese nation was investigated through the Spatial Stroop Paradigm. In Experiment 2, 50 Tibetan students were also employed as subjects. The Emotional Stroop Paradigm was used to explore the attitude of Tibetan students toward domestic and foreign ethnic groups. In Experiment 3, 320 Tibetan students were employed. Situational tasks of Money Helps and Time Helps were used to test the willingness to help someone from the domestic ethnic group or foreign ethnic group. Experiment 1 exhibited that the reaction time was significantly shorter when a domestic name appeared in the circle or a foreign name appeared outside the circle, which revealed that Tibetan students constructed the community for the Chinese nation as a container, placed the domestic ethnic groups in the container, and placed the foreign ethnic groups outside the container. Experiment 2 unveiled that the judgment reaction time of the positive target word was significantly shorter when the prime word was a domestic ethnic group name, and the judgment reaction time of the negative target word was significantly shorter when the prime word was a foreign ethnic group name, indicating that Tibetan students preferred the domestic ethnic groups and prejudiced the foreign ethnic groups. Experiment 3 showed that Tibetan students donated more money and time to someone from the domestic ethnic group who needed help, signifying that Tibetan students in hinterland senior high school had a stronger willingness to help domestic ethnic groups. This study suggests that Tibetan students in hinterland senior high school with rich experience on cross-ethnic communication and cross-cultural life constructed the Community for the Chinese nation as a container, and placed domestic ethnic groups in the container. Conclusively, Tibetan students had varying attitudes and different levels of help willingness toward domestic and foreign ethnic groups.
Subjects: Psychology >> History of Psychology submitted time 2021-11-05
Abstract： In this article, a meta-analysis method was used to examine the relationships between challenging-hindrance stressors and employee innovation with 149 independent samples (N=46261), findings showed that: (1) Challenging stressor and subgroup's - work complexity and task conflict have a significantly positive correlation with employee innovation. While hindrance stressor had a significantly negative correlation with employee innovation. (2) Compared with individualism orientation, under the background of high collectivism orientation, high power distance, and a long-term orientation, the hindrance stressor had a stronger and significantly negative correlation with employee innovation, while under the background of high collectivism orientation, the hindrance stressor had a significantly positive correlation with employee innovation. (3) Compared with other-rating, when the data comes from employee self-rating, challenge stressor had a stronger and significantly positive correlation with innovation, and hindrance stressor had a stronger and significantly negative correlation with innovation. (4) Compared with longitudinal study, in the cross-sectional study, challenging stressor has a stronger positive effect on employee innovation, while data collection time has insignificant moderating effect on the relationship between hindrance stressor and employee innovation. "
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Applied Psychology submitted time 2020-05-10
Abstract： Fake emotion refers to the process of emotional interaction that people show positive or negative emotions in disguise to amplify or suppress the original emotions. Fake emotion is the result of a strategic choice. The emotion displayed may not happen at the moment, but sometimes it can be persuasive. Fake emotions are common in daily life, but the present research on it is relatively scattered, and there are still some disputes about the interpersonal influence of fake emotion as well as its mechanism. The existing literature mainly concerns four aspects of the interpersonal effect of fake emotion, including the game process, pro-social behavior situation, organizational situation, and leadership effect. The related mechanisms include the affective reaction of the emotion receivers and the inner process of "speculating others’ emotions by their own standard". Future research can focus more on the deep and systematic study of fake emotion on the emotional receiver, group fake emotion, the valence of fake emotion, cognitive neural mechanism, culture background, and so on. "
Peer Review Status:Awaiting Review
Subjects: Psychology >> Applied Psychology submitted time 2019-01-22
Abstract： Players preferences for different types of games are influenced by their own characteristics. The number of players determines that the mode of single player game is more independent, while the mode of online game mode is more collaborative. Given that individualism individuals tend to emphasize independence, collectivism individuals emphasize collaboration. We hypothesized that players’ individualism-collectivism tendency may affect their preference for single player game or online game. This study used Weibo user’s data to explore whether there was a difference in individualism-collectivism words expressions between single player game players and online game players. Then we used these features to predict players single player or online game preferences. The result showed that single player game players expressed more individualism words in Weibo, while online game players expressed more collectivism words. Using machine learning method, individualism-collectivism words expressions could predict players type, but accuracy of the model was low. This study provided preliminary evidence for using Weibo data to identify users preference for games, thus had certain application value.
Peer Review Status:Awaiting Review
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