Subjects: Other Disciplines >> Synthetic discipline submitted time 2023-10-09 Cooperative journals: 《心理科学进展》
Abstract： Owing to the economic recession and reduced employment opportunities, overqualification has become a common phenomenon in organizations worldwide (Hu et al., 2015; Zhang et al., 2016) and has attracted wide attention from industry and academia. In the research field of organizational behavior and human resources, scholars focus primarily on the perceived overqualification of employees—that is, individual employees' subjective feeling that their qualifications surpass the actual needs of job their work. Previous research has shown that perceived overqualification leads to many negative emotional experiences and organizational behaviors in employees, such as reduced job satisfaction and organizational commitment, decreased physical and mental health, increased turnover intention or even actual resignation, increased counterproductive behavior, and reduced organizational citizenship behavior (Harari et al., 2017; Erdogan & Bauer, 2021). However, previous studies have focused primarily on the negative effects of perceived overqualification at the individual level, while the exploration of its potential positive effects have been insufficient. In fact, the perceived overqualification of employees also has a positive effect (Thompson et al., 2013; van Dijk et al ., 2020). In addition, previous studies have neglected to address collective perceived overqualification at the team level (Erdogan & Bauer, 2021; Sierra, 2011; Li et al., 2021). Consequently, this study analyzes and explores the composition and influence of perceived overqualification in the team context by combining the composition approach and compilation approach. The composition approach mainly measures and analyzes the components of perceived overqualification of the team based on the team mean, while the compilation approach mainly measures and analyzes the components of perceived overqualification of the team through team standard deviation. The research for this study focused primarily on three aspects. First, based on social identity theory and the analytical framework of the I-P-O (input-process-output) model, to explored the positive impact and mechanism of the composition of team-perceived overqualification on team work output. Specifically, we explored the positive influence of the aggregate mean of team member's perceived overqualification through a positive team process on team work output, and the moderating effect of the aggregate standard deviation (team differentiation) of team member's perceived overqualification on this process. Second, based on social identity theory, we explored the cross-level positive effect and mechanism of the components of team-perceived overqualification on individual work output. To be more specific, we explored the indirect positive influence of the team mean value of team member's perceived overqualification, and mediating effect of individual team identity, and the boundary effect of team differentiation of team member's perceived overqualification on the above process. Third, based on the expectation states theory, we explored the positive effect of individual-perceived overqualification on individual work output under the effect of team differentiation of team member's perceived overqualification. Specifically, we explored the indirectly effects of individual-perceived overqualification on individual work output through informal team status in the condition of team differentiation of perceived overqualification. In summary, this paper is expected to expand the research on perceived overqualification in the team context and to better guide the practice of enterprise management. Key words
Subjects: Psychology >> Management Psychology submitted time 2023-04-14
Abstract： The perceived overqualification refers to the subjective feeling that an individual thinks his qualification exceeds the actual need of the job he is engaged in. In today's organizations, the phenomenon of overqualification is common, and the influence of perceived overqualification has been widely concerned by scholars at home and abroad. However, previous studies mainly focused on the negative effects of the perceived overqualification at the individual level, and the exploration of its potential positive effects was a little insufficient, and ignored the attention to the perceived overqualification at the team level. Therefore, this study analyzes and explores the composition and influence of the perceived overqualification in the team context by combining composition approach and compilation approach. The research is mainly carried out in three aspects: first, to explore the positive impact of the composition of team perceived overqualification on team work output; Second, the cross-level positive influence of the composition of team perceived overqualification excess on individual work output is investigated. Third, the positive influence of individual’s perceived overqualification on work output is investigated under the condition of team differentiation of perceived overqualification. It’s expected to extend the research on the perceived overqualification in the team context to better guide the practice of enterprise management.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Narcissism leadership is a common phenomenon in organizations. It is important to study whether narcissistic leaders can effectively integrate knowledge in their teams to foster creativity. Draw on the review of the existing research, we adopted the aggregation, process, and social network perspectives to comprehensively clarify the influence of narcissism leadership on team creativity. Specifically, the perspective of aggregation emphasizes the important role of individual creativity in the development of team creativity, the perspective of process emphasizes that the interaction among team members is critical in enhancing team creativity, and the perspective of social network focuses on the team members’ relative positions as well as their internal and external relations. These three perspectives complemented each other to clarify the mechanisms and boundary conditions of the relationship between narcissism leadership and team creativity. This study provides implications regarding the intervention strategies for work teams that are managed by narcissistic leaders.
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Ethical crisis fundamentally challenges business operation. Existing literatures have mainly focused on examining ethical behavior from a micro perspective, overlooking the practice of business ethics from a meso perspective. As a result, feasible and effective ethical practice has yet been developed. Human resource management practice (HRMP), as one of the practices of business ethics from the meso perspective, is critical to manage ethical issues. Grounded on the intersection of human resource management and business ethics, we develop the research framework of ethical HRMP by addressing three important issues: (1) on the basis of social context theory, we examine the impact of ethical HRMP on organizational ethical performance and its mechanism; (2) on the basis of social cognitive theory, we examine the cross-level impact of ethical HRMP on group ethical voice and its mechanism; (3) on the basis of social cognitive theory, we examine the cross-level impact of ethical HRMP on individual ethical voice and its mechanism. The present research will not only expand the theory of human resource management, but also offer valuable implications for organizations to effectively implement ethical HRMP.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： “Dirty work” refers to occupational activities that are physically disgusting, that symbolize degradation, that wound the individual’s dignity, or that run counter to the more heroic of our moral conceptions. Firstly, the definition of dirty work is defined from the perspective of objective work characteristics, subjective cognition and contingency, and individual stigma, occupational stigma and organizational stigma are differentiated from the three dimensions of generation, management and dissemination. Secondly, a process model of perceived threat of occupational stigma was constructed based on cognitive evaluation theory, including :(1) antecedents and characteristics of occupational stigma. Antecedents of occupational stigma can be divided into macro factors (laws/regulations/social policies and socio-cultural environment), medium factors (media) and micro factors (public, dirty workers and dirty characteristics of work). The characteristics of occupational stigma are concealability, controllability, centrality and Disruptiveness. (2) Strategies for managing occupational stigma. According to the object and level of change, management strategies can be divided into four categories: individual/behavioral strategy, individual/cognitive strategy, collective/behavioral strategy and collective/cognitive strategy. Individual/behavioral strategies, including personal mobility, information management and confronting or countering outsiders' perceptions of taint and outsiders' behaviours, mainly refer to the strategies used by dirty workers to avoid damage to their own image by keeping a distance from negative occupational groups and distracting the attention of the audience, or to change others' negative evaluation of dirty work by taking active actions. Individual/cognitive strategies, including individualized strategies, acceptance, and emotional labor, mainly refer to the strategies used by dirty workers to reduce the negative impact of occupational stigma by reconstructing their individual cognition. Collective/behavioral strategies, including social competition and realistic competition, mainly refer to the strategies used by dirty workers to improve their professional status and protect their self-esteem from threats associated with occupational stigma through inter-group competition. Collective/cognitive strategies, including occupational ideologies and social weighting, mainly refer to the strategies used by dirty workers to improve their job evaluations by challenging the validity of occupational stigma.; (3) The impact of occupational stigma on dirty workers. The results can be divided into three categories: based on mental health, attitudes and behaviors at work, and relationship outcomes. The effects on mental health are reflected in the stress and negative emotions experienced by dirty workers. The influence on work attitude and behavior is manifested in low job satisfaction, low job meaning perception, high relative deprivation, high dimission behavior, counterproductive work behavior, job burnout and low task performance. The influence on interpersonal relationship is reflected in the perception of social isolation, disrespect and discrimination of dirty workers in interpersonal communication. Potential future research directions are proposed: (1) To explore the sources of occupational stigma from a dynamic perspective; (2) To explore the path and effect of occupational stigma management based on individual and situational factors; (2)To consider diverse cultural backgrounds.
Subjects: Psychology >> Applied Psychology submitted time 2021-10-07
Abstract： "Dirty work" refers to occupational activities that are physically disgusting, that symbolize degradation, that wound the individual’s dignity, or that run counter to the more heroic of our moral conceptions. By reviewing the relevant literature on the occupational stigma of dirty workers, the concept and connotation of dirty work and occupational stigma are divided and differentiated. Based on cognitive evaluation theory, a perceptual process model of occupational stigma threat was constructed to explore the antecedents, assessment, coping strategies and potential consequences of occupational stigma among dirty workers. Potential future research directions are proposed: (1) To explore the sources of occupational stigma from a dynamic perspective; (2) To explore the path and effect of occupational stigma management based on individual and situational factors; (2)To consider diverse cultural backgrounds. "
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Applied Psychology submitted time 2020-05-26
Abstract： Narcissism leadership is a common phenomenon in organizations. It is important to study whether narcissistic leaders can effectively integrate knowledge in their teams to foster creativity. Draw on the review of the existing research, we adopted the aggregation, process, and social network perspectives to comprehensively clarify the influence of narcissism leadership on team creativity. Specifically, the perspective of aggregation emphasizes the important role of individual creativity in the development of team creativity, the perspective of process emphasizes that the interaction among team members is critical in enhancing team creativity, and the perspective of social network focuses on the team members’ relative positions as well as their internal and external relations. These three perspectives complemented each other to clarify the mechanisms and boundary conditions of the relationship between narcissism leadership and team creativity. This study provides implications regarding the intervention strategies for work teams that are managed by narcissistic leaders. "
Peer Review Status:Awaiting Review
Subjects: Biology >> Zoology submitted time 2017-11-07 Cooperative journals: 《动物营养学报》
Abstract：本试验旨在研究二丁酰环腺苷钙对肥育猪生长性能和血清生化指标的影响。选取日龄和体重相近[（83.18±1.62） kg]、生长状况良好的“长×白×杜”三元杂交育肥猪18头，随机分成2组，每组9个重复。对照组饲喂基础饲粮，试验组在基础饲粮中添加40 mg/kg的二丁酰环磷腺苷钙。试验期30 d。结果显示，与对照组相比：1）饲粮中添加二丁酰环腺苷钙使肥育猪日增重提高了30.12 g(P＞0.05)；2）饲粮中添加二丁酰环腺苷钙显著提高了肥育猪血清乳酸脱氢酶活性（P<0.05），同时显著降低了血清中尿素的含量（P<0.05）；3）饲粮中添加二丁酰环腺苷钙显著降低了肥育猪血清非必需氨基酸中的丝氨酸、甘氨酸、天冬氨酸的含量（P<0.05），同时显著提高了必需氨基酸中的苏氨酸、色氨酸、缬氨酸、丙氨酸和异亮氨酸含量（P<0.05）。以上结果表明，二丁酰环腺苷钙在一定程度上能改善肥育猪的生长性能，这可能与其促进氨基酸的代谢相关。
Subjects: Biology >> Zoology submitted time 2017-10-10 Cooperative journals: 《动物营养学报》
Abstract：机体在维持内环境稳态和适应外环境的过程中，各种生理机能和代谢活动按照一定的时间顺序发生周而复始的节律变化，称为生物节律。肾上腺糖皮质激素作为机体内维持稳态的一种核心内分泌激素，在维持机体内生命活动发生和营养物质代谢的有序性方面扮演着重要角色。自然状态下，外源受控因素（食物和光照等）通过丘脑的视交叉上核和生物钟之间的复杂地同步反馈调控，使肾上腺糖皮质激素的产生、分泌及生物学作用都具有了节律性特征。本文主要就糖皮质激素的合成、分泌及其内在作用机制的节律性变化特点等方面进行综述，以期为机体内生物节律机制的研究及其对动物生产的指导提供参考。
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