Journal of Applied Behavioral Science最新文献

英文中文

Delivering impact via the ebb-and-flow of a research team: Reflection on a long-term program of research into a global societal challenge* 通过研究团队的兴衰产生影响:对全球社会挑战的长期研究项目的反思*

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-10-26 DOI: 10.1177/00218863231207873

Rebecca Bednarek, Eugenia Cacciatori, Konstantinos Chalkias, Rhianna Gallagher Rodgers, Paula Jarzabkowski, Mustafa Kavas, Elisabeth Krull

In this paper, we draw insights from a 15-year qualitative research program exploring catastrophe insurance and gaps in insurance protection as risks escalate within a world impacted by a climate emergency. We suggest that the ebb-and-flow of our research team's composition and activities through time was inextricably linked with our ability to have a sustained impact on such a large-scale societal issue. The essay situates itself within the research impact and team literature, narrates the trajectory of our research program and team development, and develops a framework for effectively managing impact-oriented qualitative research teams over time. Our framework illustrates key aspects of this process including team (re)forming, building team and individual stickability, performing, and managing team flux. We also present 10 practical takeaways for how these aspects can be managed effectively to produce long-term impact work to address grand challenges.

在本文中，我们从一项为期15年的定性研究项目中得出了见解，该项目探索了在气候紧急情况影响下，随着风险的升级，巨灾保险和保险保护的缺口。我们认为，随着时间的推移，我们研究团队的组成和活动的兴衰与我们对如此大规模的社会问题产生持续影响的能力密不可分。本文将自己置于研究影响和团队文献中，叙述了我们的研究计划和团队发展的轨迹，并随着时间的推移，为有效管理影响导向的定性研究团队开发了一个框架。我们的框架说明了这个过程的关键方面，包括团队(重组)形成、建立团队和个人的粘性、执行和管理团队流动性。我们还提出了如何有效管理这些方面以产生长期影响工作以应对重大挑战的10个实际要点。

引用次数: 0

Competencies of Coaches that Predict Client Behavior Change 预测客户行为变化的教练能力

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-10-12 DOI: 10.1177/00218863231204050

Richard Boyatzis, Han Liu, Amy Smith, Kira Zwygart, Joann Quinn

Coaching as a practice and process has grown. Coach training and certification is currently based on competency models derived from opinion surveys not research on coaching outcomes. Competency models developed on expert opinion were about 50% accurate in terms of predicting managerial effectiveness in prior studies. To address this gap, we tested behavioral emotional and social intelligence competencies of coaches, not self-assessed, that predicted client behavior change over 2 years. The sample was 240 coach-client dyads involving 60 different coaches. Effective coach competencies were achievement orientation, adaptability, emotional self-control, empathy, organizational assessment, and influence. To rule out general mental ability (GMA) as a component, a subsample of 135 dyads based on 27 different coaches showed that GMA was not significant. In the subsample, effective competencies were the above list and conflict management, with near significant findings for coaching/mentoring and teamwork. More studies are needed to guide training and certification programs.

教练作为一种实践和过程已经成长起来。教练培训和认证目前是基于来自民意调查的能力模型，而不是对教练结果的研究。在先前的研究中，根据专家意见开发的胜任力模型在预测管理有效性方面的准确率约为50%。为了解决这一差距，我们测试了教练的行为情感和社会智力能力，而不是自我评估，这些能力预测了2年内客户的行为变化。样本是240个教练-客户二组，涉及60个不同的教练。有效教练胜任力包括成就导向、适应性、情绪自我控制、共情、组织评估和影响力。为了排除一般心理能力(GMA)作为一个组成部分，基于27个不同教练的135对子样本显示GMA不显著。在子样本中，有效能力是上述列表和冲突管理，在指导/指导和团队合作方面有接近显著的发现。需要更多的研究来指导培训和认证项目。

引用次数: 1

Clinical Action Research and Its Radically Reflexive Way: Dialogical Encounters to Face Current Organizational Needs 临床行动研究及其激进的反思方式:面对当前组织需求的对话遭遇

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-10-10 DOI: 10.1177/00218863231193459

Laura Galuppo, Mara Gorli, Silvio Carlo Ripamonti

The paper presents a clinical and radically reflexive approach to action research, capable of nurturing caring relationships and renewed organizational wealth. These outcomes are achieved by creating space for research-oriented, in-the-moment, constitutive, and collective reflexivity. The paper discusses a framework for understanding a clinical and radically reflexive approach to action research. Second, the radically reflexive perspective is illustrated via a case study. Finally, the specific conditions and limits of such an approach are discussed. The radically reflexive perspective we present hopes to return researchers and participants to the center as authors of renewed organizational landscapes, thanks to their collective agency and their capacity to resist the taken-for-granted cultural and social structures whose “sickness” often has a toxic and unconscious impact on people lives. The paper, therefore, contributes to an understanding of radical reflexivity in action research and its implications for productive dialogue between other clinical, dialogical, and reflexive action-research approaches.

本文提出了一种临床的、从根本上反思的行动研究方法，能够培养关怀关系和更新组织财富。这些成果是通过为研究型、即时性、结构性和集体反身性创造空间来实现的。本文讨论了一个理解临床和激进的反思性行动研究方法的框架。其次，通过一个案例研究说明了激进的反身性观点。最后，讨论了这种方法的具体条件和局限性。我们提出的激进的反思性观点，希望让研究人员和参与者回到中心，成为更新组织景观的作者，这要归功于他们的集体能动性和他们抵制被视为理所当然的文化和社会结构的能力，这些结构的“疾病”往往对人们的生活产生有毒的、无意识的影响。因此，本文有助于理解行动研究中的激进反身性及其对其他临床、对话和反身性行动研究方法之间富有成效的对话的影响。

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引用次数: 0

The Harwood Manufacturing Corporation and the International Ladies’ Garment Workers Union: A Case of Role Reversal 哈伍德制造公司和国际女装工会:角色转换的案例

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-10-09 DOI: 10.1177/00218863231204049

Bernard Burnes, W. Warner Burke

In the 1940s, Alfred Marrow and the Harwood Manufacturing Corporation played a key role in laying the foundations of participative management. Concurrently, they were also accused of being antitrade union. These accusations resurfaced in the 1960s with the publication of five articles in Trans-Action, which were initiated by William Gomberg, a former International Ladies’ Garment Workers Union (ILGWU) official. This paper examines those articles and Gomberg's relationship with Harwood. It draws particular attention to the “a role reversal in the running of factories” whereby Harwood sought to democratize many of its practices by giving some control to workers, whilst the ILGWU sought to act more like an employer by taking on the industrial engineering role of managers in determining methods and times for jobs. The paper concludes that there is little evidence of antitrade unionism, there was a clash between Harwood's worker-centered approach to industrial democracy and ILGWU's industrial engineering-centered approach.

在20世纪40年代，阿尔弗雷德·马罗和哈伍德制造公司在为参与式管理奠定基础方面发挥了关键作用。同时，他们还被指控为反工会。这些指控在20世纪60年代重新浮出水面，由前国际妇女服装工会(ILGWU)官员威廉·冈伯格(William Gomberg)在《跨行动》(Trans-Action)上发表了五篇文章。本文考察了这些文章以及冈伯格与哈伍德的关系。它特别关注“工厂运行中的角色逆转”，哈伍德试图通过给予工人一些控制权来实现其许多实践的民主化，而ILGWU则试图通过承担管理人员在确定工作方法和时间方面的工业工程角色来更像雇主。本文的结论是，反工会主义的证据很少，哈伍德以工人为中心的工业民主方法与ILGWU以工业工程为中心的方法之间存在冲突。

引用次数: 0

Collaborative Inquiry for Change and Changing: Advances in Science-Practice Transformations 变革与变革的合作探究:科学-实践转型的进展

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-10-05 DOI: 10.1177/00218863231204372

Abraham B. (Rami) Shani, David Coghlan, Jill W. Paine, Filomena Canterino

The overall context of this special issue is that in this volatile, unpredictable, complex, and ambiguous contemporary world, collaboration between researchers of different disciplines, between researchers and practitioners, and between institutions is imperative. This special issue presents seven papers with different approaches to collaborative inquiry. Each one provides a perspective of the way collaborative inquiry can address multilevel, multistakeholder, and longitudinal change in the current dynamic and constantly changing environment in which organizations reside. Taken together, the contributions in this volume make a powerful statement concerning the emerging significance of the collaborative inquiry paradigm and its potential future.

本期特刊的总体背景是，在这个多变、不可预测、复杂和模棱两可的当代世界中，不同学科的研究人员之间、研究人员与从业人员之间以及机构之间的合作是必不可少的。本期特刊介绍了七篇采用不同方法进行协作探究的论文。每一篇文章都提供了一个视角，说明协作探究如何在当前动态和不断变化的组织环境中处理多层次、多利益相关者和纵向变化。综上所述，本卷的贡献对合作探究范式的新兴意义及其潜在的未来做出了强有力的陈述。

引用次数: 1

Mutual Sense-Censoring, Generative Exploration, and Collaborative Change: A Case Study of Headquarters–Subsidiary Relationships in Asia 相互意义审查、生成性探索与协同变革:亚洲总部与子公司关系的个案研究

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-07-27 DOI: 10.1177/00218863231191150

Makoto Nagaishi

This study contributes to the literature on power processes within multinational corporations (MNCs) by finding that the headquarters and subsidiaries mutually censor their sensemaking and may opt for strategic inaction, depending on the relational context. It develops systematic explanations of the patterns in the headquarter–subsidiary partnership by proposing a model of evolutionary, co-existent meaning-making transition processes. In a Japanese manufacturing MNC, change practitioners helped balance paradoxical processes to create psychological safety in a dialogic space, leading members to move ahead with a sense of crisis. The study deals with collective reactions to change from a qualitatively grounded approach. It then proposes theoretical and practical implications for building collaboration capability in multistakeholder partnerships by inspiring people's spirit of inquiry.

本研究通过发现总部和子公司相互审查其意义，并可能根据关系背景选择战略不作为，为跨国公司(MNCs)内部权力过程的文献做出了贡献。通过提出一个进化的、共存的意义生成转换过程模型，对总部子公司伙伴关系中的模式进行了系统的解释。在一家日本制造业跨国公司，变革实践者帮助平衡矛盾的过程，在对话空间中创造心理安全感，引导成员带着危机感前进。这项研究从定性的角度探讨了集体对变化的反应。然后，通过激发人们的探究精神，提出了在多利益相关者伙伴关系中建立协作能力的理论和实践意义。

引用次数: 0

Perceived Supervisor Remorse and Turnover Intentions: The Role of Organization Based Self-Esteem and Affective Commitment 主管懊悔与离职意向:组织自尊与情感承诺的作用

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-06-20 DOI: 10.1177/00218863231181131

Sadia Jahanzeb, Dave Bouckenooghe

Leadership behavior is essential for retaining employees. Using positive actions, leaders engage and motivate followers to allow little or no provision for turnover intentions. Even in case of adverse conduct, supervisors may correct their wrongful behavior by apologizing for their misdeeds, which helps to retain followers. Utilizing self-consistency theory, we explore how organization-based self-esteem (OBSE) is a pivotal mechanism that explains the relationship between employees’ perception of supervisor remorse and their turnover intentions, alongside the moderating role of affective commitment. Our analysis of three-wave data collected from employees from Pakistani organizations revealed that perceptions of supervisor remorse decrease turnover intention through strengthening OBSE. Employees’ psychological bonding accentuates the mediating role of OBSE with their organization. In general, our research demonstrates a crucial mechanism, employees’ self-confidence about their organizational position, through which the effect of perceived supervisor remorse on turnover intention is explained. Also, the findings show how employees’ affective commitment acts as a boundary condition invigorating this indirect effect.

领导行为对于留住员工至关重要。通过积极的行动，领导者吸引和激励追随者，让他们很少或根本不考虑离职意图。即使出现了不良行为，主管也可能会纠正自己的错误行为，为自己的错误行为道歉，这有助于留住追随者。本文运用自我一致性理论，探讨了基于组织的自尊(OBSE)是解释员工对上司懊悔感知与其离职意向之间关系的关键机制，以及情感承诺的调节作用。我们对来自巴基斯坦组织的员工所收集的三波数据进行了分析，发现主管懊悔的感知通过强化OBSE而降低了离职意向。员工的心理联系强化了强迫症对组织的中介作用。总的来说，我们的研究证明了一个关键的机制，即员工对其组织职位的自信，通过这个机制可以解释感知到的主管懊悔对离职倾向的影响。此外，研究结果显示，员工的情感承诺如何作为一个边界条件，激发这种间接效应。

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引用次数: 0

Mirror, Mirror Outside My Wall: Reflexive Impacts of Insider/Outsider Collaborative Inquiry on the Insider Researcher 镜子，我墙外的镜子:内部人/外部人合作探究对内部人研究者的反身性影响

4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2023-05-30 DOI: 10.1177/00218863231177486

Jane McKenzie, Jean Bartunek

Based to a considerable extent on Margaret Archer’s approach to reflexive agency, we discuss a multi-year insider/outsider research collaboration that has taken place in a University-based Centre designed to bring academics and management practitioners together to conduct applied research and learn from each other. We focus in particular on the experiences of the insider researcher, showing how, based on her reflexive practice, the collaboration has led to both scholarly contributions and changes in practice in the Centre and her University. In doing so, we flesh out the importance of reflexivity and its important impacts on academic-practitioner collaborations. In long-term insider/outsider collaborations that provide psychologically safe places, outsider researchers can metaphorically hold a mirror up to insider researchers that foster their reflexivity and its subsequent impacts.

在很大程度上基于玛格丽特·阿彻(Margaret Archer)的反身性代理方法，我们讨论了在一个大学中心进行的多年内部/外部研究合作，该中心旨在将学者和管理实践者聚集在一起进行应用研究并相互学习。我们特别关注内部研究人员的经历，展示了基于她的反身实践，合作如何导致了中心和她的大学的学术贡献和实践变化。在这样做的过程中，我们充实了反身性的重要性及其对学术从业者合作的重要影响。在提供心理安全场所的长期内部/外部合作中，外部研究人员可以隐喻地为内部研究人员提供一面镜子，从而培养他们的反身性及其后续影响。

引用次数: 1

Understanding the Benefit-Cost Relationship in Long-standing Community-based Participatory Research (CBPR) Partnerships: Findings from the Measurement Approaches to Partnership Success (MAPS) Study. 长期社区参与式研究(CBPR)伙伴关系中的收益-成本关系:来自伙伴关系成功测量方法(MAPS)研究的结果。

IF 3.5 4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2022-09-01 DOI: 10.1177/0021886320972193

Laurie Lachance, Chris M Coombe, Barbara L Brush, Shoou-Yih Daniel Lee, Megan Jensen, Brianna Taffe, Prachi Bhardwaj, Michael Muhammad, Eliza Wilson-Powers, Zachary Rowe, Cleopatra H Caldwell, Barbara A Israel

As part of the Measurement Approaches to Partnership Success (MAPS) study, we investigated the relationship between benefits and costs of participation in long-standing community-based participatory research (CBPR) partnerships using social exchange theory as a theoretical framework. Three major findings were identified: (1) the concept of benefits and costs operating as a ratio, where individual benefits must outweigh costs for participation, applies to early stages of CBPR partnership formation; (2) as CBPR partnerships develop, the benefits and costs of participation include each other's needs and the needs of the group as a whole; and (3) there is a shift in the relationship of benefits and costs over time in long-standing CBPR partnerships, in which partners no longer think in terms of costs but rather investments that contribute to mutual benefits.

作为伙伴关系成功测量方法(MAPS)研究的一部分，我们以社会交换理论为理论框架，研究了长期社区参与式研究(CBPR)伙伴关系中参与的收益和成本之间的关系。研究发现了三个主要发现:(1)收益和成本作为一个比率运作的概念，即个人收益必须大于参与成本，适用于CBPR伙伴关系形成的早期阶段;(2)随着CBPR伙伴关系的发展，参与的收益和成本包括彼此的需求和整个群体的需求;(3)随着时间的推移，长期CBPR合作伙伴关系的收益和成本关系发生了变化，合作伙伴不再考虑成本，而是考虑有助于互惠互利的投资。

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引用次数: 5

Engaging Gatekeepers, Optimizing Decision Making, and Mitigating Bias: Design Specifications for Systemic Diversity Interventions. 参与看门人，优化决策，减轻偏见:系统多样性干预的设计规范。

IF 3.5 4区心理学 Q2 Psychology

Journal of Applied Behavioral Science

Pub Date : 2017-06-01 Epub Date: 2017-04-07 DOI: 10.1177/0021886317703292

Claartje J Vinkenburg

In this contribution to the Journal of Applied Behavioral Science Special Issue on Understanding Diversity Dynamics in Systems: Social Equality as an Organization Change Issue, I develop and describe design specifications for systemic diversity interventions in upward mobility career systems, aimed at optimizing decision making through mitigating bias by engaging gatekeepers. These interventions address the paradox of meritocracy that underlies the surprising lack of diversity at the top of the career pyramid in these systems. I ground the design specifications in the limited empirical evidence on "what works" in systemic interventions. Specifically, I describe examples from interventions in academic settings, including a bias literacy program, participatory modeling, and participant observation. The design specifications, paired with inspirational examples of successful interventions, should assist diversity officers and consultants in designing and implementing interventions to promote the advancement to and representation of nondominant group members at the top of the organizational hierarchy.

在《应用行为科学杂志》特刊《理解系统中的多样性动力学:社会平等作为组织变革问题》的这篇文章中，我开发并描述了在向上流动的职业系统中系统多样性干预的设计规范，旨在通过让看门人参与进来，减少偏见，从而优化决策。这些干预措施解决了精英管理的悖论，这种悖论是这些体系中职业金字塔顶端令人惊讶地缺乏多样性的根源。我将设计规范建立在系统干预中“什么有效”的有限经验证据基础上。具体来说，我描述了学术环境中干预措施的例子，包括偏见扫盲计划、参与性建模和参与性观察。设计规范与成功干预措施的鼓舞人心的例子相结合，应有助于多元化官员和顾问设计和实施干预措施，以促进非主导群体成员在组织层级顶层的晋升和代表。

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