過去研究雖然發現團隊情感氛圍 (group affective tone)能有效預測團隊成員的助人行為、團隊創造力、團隊缺席率與離職等重要變數，但在概念上或是理論上仍有許多未釐清之處。因此，本研究擬針對下列的文獻缺口加以探討：(1) 探討影響正/負向團隊情感氛圍形成的前因變數，釐清有哪些變數會影響團隊情感氛圍的形成；(2) 探討不同時間點正/負向團隊情感氛圍的動態改變及情感事件的干擾效果；(3) 探討正/負向團隊情感氛圍與團隊績效的因果關係；由於單一研究不易同時兼顧上述三個研究目的，因此本研究將以三個研究分別針對上述目的加以探討。 在研究一，本研究以101個學生團隊做為樣本 (523位成員)，路徑分析的結果發現，團隊成員的年齡、教育背景多元化，會透過負向影響群體認同、進而強化負向團隊情感氛圍。此外，知覺團隊間競爭、成員的迎合、自我表現印象管理策略，則會透過正向影響群體認同、進而強化正向團隊情感氛圍。在研究二，本研究則以44個大學部、碩士班學生組成的團隊做為樣本 (和研究一的樣本獨立，成員為215人)，階層線性模式分析的結果指出，正、負向團隊情感氛圍在跨時間點確實會產生動態改變，且前期的正/負向團隊情感氛圍均能顯著影響後期的正/負向團隊情感氛圍。且前後期間發生的負向情感事件，亦會減弱前、後期正向團隊情感氛圍之間的正向關係。最後，在研究三，本研究以81個高科技產業研發團隊做為樣本 (包括259位團隊成員及81位主管)，交叉延遲貫時性分析 (cross-lagged panel analysis, CLPA)的結果指出，前期的正向團隊情感氛圍對後期團隊績效有顯著正向影響，而前期團隊績效對於後期正向團隊情感氛圍，也有顯著的正向影響。整體而言，本研究之假設大多符合理論預期，而研究結果對團隊情感氛圍、團隊多元化、以及印象管理研究的理論意涵與實務貢獻，亦在文中一併加以討論。 / Extending previous research on group affective tone (GAT), three studies were conducted to examine the antecedents, dynamics, and consequences of GAT. In study 1, 101 student teams (523 members) were chosen as the sample. The results of path-analysis showed that team age and educational background diversity decrease group identification, which in turn increases negative group affective tone (NGAT). In addition, perceived intergroup competition, members’ self-promotion and ingratiation impression management tactics increase group identification, which in turn increases positive group affective tone (PGAT). In study 2, 44 student teams (215 members) were selected as the sample, and the experience-sampling method was used to capture the dynamics of GAT (i.e., 6-time repeated measure). The results of hierarchical linear modeling analysis revealed that the T-1 PGAT positively predict T0 PGAT over time; while T-1 NGAT positively predict T0 NGAT over time. Moreover, the negative affective event occurred during T-1 and T0 attenuates the positive relationship between T-1 PGAT and T0 PGAT. In study 3, 81 research and develop teams (259 members and 81 supervisors) were chosen as the sample, and the cross-lagged panel analysis (CLPA) was used to examine the causal association between GAT and team performance. The results of CLPA showed that T1 PGAT has a positive effect on T2 team performance. Additionally, T1 team performance has a positive effect on T2 PGAT. These result suggest that the presence of a reciprocal relationship between PGAT and team performance. All three studies support the proposed theoretical framework.

High self-monitors choose as friends skilled activity partners, whereas low self-monitors select friends who are similar in attitude and values. We hypothesized that (a) as self-monitoring increased, individuals would identify the loss of shared interest as the cause for dissolving a former friendship and (b) as self-monitoring decreased, individuals would identify the loss of shared attitudes and values as the cause for dissolving a former friendship. One-hundred sixty one (82 males, 79 females) participants were recruited from MTurk. Participants were prompted with a forced choice measure to identify one of two reasons why a past close friendship dissolved. For one response participants could identify a loss of shared activities, for the other a loss of shared values. Participants then completed the 25-item Self-Monitoring Scale. For exploratory purposes, participants then completed a measure of the strategies they used to terminate that relationship of a best friend. Our results were consistent with our predictions, as self-monitoring appeared to influence the cause of dissolution in former close friendships. Additionally, as self-monitoring tendencies increased, participants were more likely to report using cost escalation, manipulation, distant/mediated communication, and de-escalation as strategies for ending a friendship. Explanations for these findings and suggestions for future research are discussed.

This multi-site case study examines literacy practices across four theatre companies for young adults. The study draws upon ethnographic methods including interviews, field notes, and video data to show how composing practices situated with acts of design fostered multiple entry points through text, a multimodal stance when reading, collaboration, play, shared response, and sustained engagement in the orchestration of available modalities in the creation of characters. Drawing upon theories of multimodality, play, and masculinities, the study links literacy practices in drama with the configuration of historically subordinated, non-normative masculinities, including self-identified gay youth. These young men reported excessive self-monitoring and identity management strategies within heteronormative school contexts, but took-up a plurality of masculinities as they engaged design practices that encouraged play, risk-taking, and the appropriation of available media in their design of characters. The study cultivates an awareness of how literacy practices in drama intersected with affirming construction of non-normative gendered and sexual identities typically subordinated in school settings, but that were reportedly more aligned with informants’ sense of self. The study draws implications for how educators may help young people critique structures of heternormativity and hegemonic masculinities that often limit the identities and masculinities available in school. In addition, the study draws implications for classroom practice in the language arts that position youth as designers of multimodal texts that allow for multiple representations of the self. / text

本研究旨在探討國民小學教師組織政治知覺、印象管理動機與組織公民行為之關聯性，並分析學校組織政治氣候對教師組織政治知覺、印象管理動機與組織公民行為之間關係的影響。本研究採用調查研究法。在預試階段以新竹縣公立國民小學教師為對象，寄發300份預試問卷，回收有效問卷224份，據以分析測量工具的信效度。在正式施測階段，以臺灣地區公立國民小學教師為對象，寄發1,458份問卷，回收有效問卷1,026份。在資料分析方面，透過描述性統計、單因子變異數分析、相關分析及階層線性模式等方法，檢測本研究問題及假設。依據研究結果，本研究獲致以下結論： 一、教師組織政治知覺、印象管理動機與組織公民行為之現況分析 （一）國民小學教師具有中等程度的組織政治知覺。 （二）國民小學教師具有中高程度的印象管理動機。 （三）國民小學教師具有良好程度的組織公民行為。 二、教師組織政治知覺、印象管理動機與組織公民行為之差異分析 （一）教師的組織政治知覺會因學校規模、學歷及擔任職務之不同而有所差異。 （二）教師印象管理動機會因學校規模、學校地區、性別、學歷及擔任職務之不同 而有所差異。 （三）教師組織行為會因學校規模、學校地區、性別、年齡、服務年資及擔任職務 之不同而有所差異。 三、教師組織政治知覺、印象管理動機與組織公民行為之關聯性分析 （一）教師的組織政治知覺對組織公民行為具有負向的影響。 （二）教師的組織政治知覺對塑造正面印象的動機具有正向的影響。 （三）避免負面印象及塑造正面印象的動機對教師組織公民行為具有正向的影 響。 （四）教師的組織政治知覺會透過塑造正面印象的中介效果，間接對組織公民行為 產生正向的影響。 （五）學校組織政治氣候會調節教師組織政治知覺及組織公民行為的關係。 （六）學校組織政治氣候會調節教師組織政治知覺及塑造正面印象的關係。 依據研究結果，本研究針對學校行、校長及教師三方面提出相關建議： 一、對學校行政的建議 （一）形塑正向組織氣候，避免過多的政治行為。 （二）重視學校運作公平，提升成員的信任感。 （三）暢通溝通管道，避免影響團體的過度操弄。 二、對學校校長的建議 （一）妥善處理學校政治行為，避免產生負面效應。 （二）明辨成員工作行為動機，避免形成惡性競爭。 （三）正向肯定教師組織公民行為，鼓勵教師對教育工作的額外付出。 三、對學校教師的建議 （一）正向看待學校組織政治，調整自我工作心態。 （二）適時善用印象管理策略，提升工作績效表現。 （三）積極從事組織公民行為，創造個人與組織價值。 最後，本研究亦針對未來研究提出在測量工具、研究內容、研究設計及資料分析等方面的建議。 / The study investigated the relationships among the perception of organizational politics, impression management motives, and organizational citizenship behaviors in elementary school teachers. Moreover, this study analyzed the impact of the organizational political climate in schools on the relationships among the perception of organizational politics, impression management motives, and organizational citizenship behaviors. In the pretest administered in this study, a survey was conducted on public elementary school teachers in Hsinchu County. A total of 300 questionnaires were distributed, and 224 were returned. The reliability and validity of the questionnaire were tested. In the formal survey, the subjects were public elementary school teachers from across Taiwan. A total of 1,458 questionnaires were distributed, and 1,026 valid samples were returned. The data were analyzed using descriptive statistics, analysis of variance, correlation analysis, and hierarchical linear models to validate the research hypotheses. Based on the results, the following conclusions were derived: 1. The perception level of teachers regarding organizational politics, impression management motives, and organizational citizenship behaviors: (1) Elementary school teachers possess a middle-level perception of organizational politics. (2) Elementary school teachers possess middle-high-level impression management motives. (3) Elementary school teachers possess favorable organizational citizenship behaviors. 2. The variance analysis of teachers’ perception of organizational politics, impression management motives, and organizational citizenship behaviors: (1) The perception of organizational politics for teachers varies by school size, educational background, and position in school. (2) The impression management motives of teachers vary by school size, school location, gender, educational background, and position in school. (3) The organizational citizenship behaviors of teachers varies by school size, school location, gender, age, and years of service. 3. The relationships among teachers’ perception of organizational politics, impression management motives, and organizational citizenship behaviors: (1) The perception of organizational politics negatively affects organizational citizenship behaviors. (2) The perception of organizational politics for teachers positively affects the motivation to create a positive impression. (3) The motivation to avoid a negative impression and create a positive impression positively affects the organizational citizenship behaviors of teachers. (4) The creation of a positive impression for teachers mediates the relationship between the perception of organizational politics and organizational citizenship behaviors. (5) The organizational political climate in school moderates the relationship between the perception of organizational politics and the organizational citizenship behaviors of teachers. (6) The organizational political climate moderates the relationship between the perception of organizational politics and the development of a positive impression. According to the research results, the following suggestions are proposed for school practice, principals, and teachers. 1. For school practice: (1) Establish a positive organizational climate and avoid excessive political behavior. (2) Focus on the fairness of school operations and promote the trust of members. (3) Provide unimpeded communication channels and avoid excessive manipulation by the impacting group. 2. For school principals: (1) Appropriately control the political behavior of the school to avoid negative effects. (2) Distinguish working motivation among members to avoid negative competition. (3) Positively affirm teachers’ organizational citizenship behaviors, and encourage teachers to invest additional effort in educating students. 3. For school teachers: (1) Positively address school organizational politics, and adjust one’s self-working attitude. (2) Appropriately use impression management strategies to enhance job performance. (3) Positively engage in organizational citizenship behaviors, and create personal and organizational value. Finally, this paper provides suggestions for future research, which include suggestions for measuring tools, research content, research design, and data analysis.

Young people who are homeless experience adversity, but many are able to overcome the challenges of street life and transition back into housing. This exploratory, qualitative research draws on the narratives from interviews and focus groups with 35 young people who have experienced homelessness, as well as interviews and focus groups with 30 service providers working in youth shelters and a youth drop-in centre. Exploring themes of victimization, criminal offending, police involvement, and interactions with community services, this research highlights the capacities of young people to navigate around obstacles and negotiate to meet their needs. Integrating symbolic interactionism and social constructivist perspectives, this research explores the importance of micro-level interactions and perceptions, as well as the contexts that frame the decision-making processes of young people passing through homelessness. The implications of these perspectives are discussed within the framework of resilience discourse.

Submitted by Rafael de Lacerda Moreira (rafaeldelacerdamoreira@gmail.com) on 2018-07-21T22:14:47Z No. of bitstreams: 1 Versão Final - Tese Rafael .pdf: 1250031 bytes, checksum: 3abf55725921846132052a1324efd6fa (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2018-07-26T16:40:59Z (GMT) No. of bitstreams: 1 Versão Final - Tese Rafael .pdf: 1250031 bytes, checksum: 3abf55725921846132052a1324efd6fa (MD5) / Made available in DSpace on 2018-07-27T19:56:45Z (GMT). No. of bitstreams: 1 Versão Final - Tese Rafael .pdf: 1250031 bytes, checksum: 3abf55725921846132052a1324efd6fa (MD5) Previous issue date: 2018-05-30 / Purpose - This research analyzes how corporate narrative disclosure can be manipulated by preparers of accounting information to create a favorable impression of the company through an examination of two different impression-management (IM) strategies: (i) attribution, and (ii) ordering or physical location of information. Design/Methodology - We conducted a 4×2 mixed-design experiment to examine the impact of attribution and optimal direction of information order on earnings forecast and the impression created about the company. Findings - Results show that the favorable report read first, without attribution, positively affects the investor, and that the favorable information read first, with attribution, undermines the positive effect. Conversely, presenting unfavorable information, with attribution, first, minimizes the impact of this information. Our findings confirm self-promoter’s paradox idea. We also tested a sandwich and an interspersed ordering (control) group; these had the worst results. In a mediation analysis, we found that perceived impression about the company mediates the relationship between information and decision-making. In addition, our results show a significant difference in decision-making influenced by users’ characteristics. In a robustness test, we tested credibility of information as an alternative explanation, finding that credibility was not an alternative explanation for investors’ decision found in the experiment. We conclude by offering suggestions for further study of IM. Originality – To our knowledge, this is the first study that analyses the effects of both attribution and ordering strategies at the same time. Literature has addressed both strategies separately but has not discussed their interactive effect. This research addresses this gap.

摘要 本研究探討印尼家傭，使用智慧型手機維護家庭親密關係的經驗。透過對台灣20名印尼家傭工進行深入訪談並觀察他們的在臉書的活動來究探討智慧型手機在跨國母親和遠距離婚姻中的複雜性，同時強調了家庭中的性別權力動態。部分由於智慧型手機作為相對較新的出現，智慧型手機與跨國母親尚未得到系統的研究。雖然已有若干研究探究了印尼家傭雖使用智慧型手機的經驗，但其獨特的社會文化特徵尚未得到充分和獨立的探究。 研究發現，智慧型手機是家傭維持家庭親密關係的不可或缺的工具。WhatsApp和LINE的語音通話和簡訊，是最被偏好的通訊模式。他們的溝通方式常受雇主控制;然而，一般來說，他們享有使用智慧型手機的通訊自由。智慧型手機的永續連結性為家傭提供了一個虛擬環境創造與孩子的共存感，增溫了他們的關係，並且使家傭能夠向子女提供宗教指導，履行他們作為穆斯林母親的教育責任。智慧型手機也用於配偶間的溝通，儘管頻率往往由妻子或其就業情況決定。 以Goffman的被寵壞的認同（spoiled identity）作為視角，本研究指出印尼家傭在工作期間遭受「作為與雇主同居女傭」之污名化，他們使用各種策略，用智慧型手機進行形象管理來應對他們的生活，包括與丈夫選擇性的分享他們的生活。這項研究進一步假定，在女性移工透過智慧型手機進行密集的網路互動不僅可以作為再現性別角色規範的場所。相反來說，它也是性別規範不斷被挑戰和重建的場所。本研究強調，受污名化的印尼女性家傭移工在其所居的社區之地位的再協商、。控制、賦權、應對策略之要素。 / Abstract This study explores the experience of Indonesian domestic workers in using smartphones to maintain family intimacy. By conducting in-depth interviews with 20 Indonesian domestic workers in Taiwan and observing their Facebook activities, this study examines the intricacy of smartphone use in transnational mothering and distant marriage while highlighting the gender power dynamics in the family. Partly due to its relatively recent emergence, smartphone use for transnational mothering has not been systematically investigated. While Indonesian domestic workers have been included in several studies on this subject, their unique sociocultural characteristics have not been sufficiently and independently examined. The findings suggest that smartphones are an indispensable instrument for family intimacy among domestic workers. Voice calls and text messages via mobile application such as WhatsApp and LINE are the most preferred modes of communication. Their communication practices are often conditioned by their employers; however, in general, they enjoy freedom to use smartphones for communication. Perpetual connectivity of smartphones gives the domestic workers the perception of co-presence with their children in virtual environment which enhances the warmth of their relationship and allows domestic helpers to fulfil their spiritual duties as Muslim mothers by providing religious guidance to their children. Smartphones are also used for spousal communication although the frequency is often dictated by the wives or their employment circumstances. Based on Goffman’s concept of spoiled identity, this study argues that Indonesian domestic workers face social stigma during their work as live-in maids and device various strategies in order to cope with their living condition by using smartphone activities for impression management, including with their husbands by selectively share their life stories. This study further posits that the intensive networked interaction via smartphones during feminized migration does not only serve as a site for the reproduction of normative gender roles. Instead, it is also a venue where these gender norms are challenged and reconstructed constantly. This study highlights the elements of control, empowerment and coping strategies of Indonesian maids to renegotiate their position within their communities during feminized (and stigmatized) migration.

Young people who are homeless experience adversity, but many are able to overcome the challenges of street life and transition back into housing. This exploratory, qualitative research draws on the narratives from interviews and focus groups with 35 young people who have experienced homelessness, as well as interviews and focus groups with 30 service providers working in youth shelters and a youth drop-in centre. Exploring themes of victimization, criminal offending, police involvement, and interactions with community services, this research highlights the capacities of young people to navigate around obstacles and negotiate to meet their needs. Integrating symbolic interactionism and social constructivist perspectives, this research explores the importance of micro-level interactions and perceptions, as well as the contexts that frame the decision-making processes of young people passing through homelessness. The implications of these perspectives are discussed within the framework of resilience discourse.

The purpose of this study was to get an understanding of how young adults perform impression management and fake in the recruitment process. Previous research has shown that candidates in recruitment processes impression manage and fake. Therefore, the focus in this study was on the respondents’ reflections of their portrayal of themselves in order to prove themselves employable. The empirical material has been collected through seven qualitative semi-structured interviews with young adults and has been analyzed with the help of Erving Goffman's (1959) dramaturgical theory. The study shows that both impression management and faking occur, but none of the respondents admit that they actually fake. Instead, they use words like embellish to describe their behavior. Furthermore, the study shows that whether individuals manage impressions and fake depends on the recruitment situation itself. It is therefore a socially constructed phenomenon that takes place in the meeting between recruiter and candidate, where even group interviews, as an alternative social context, can have a great impact on the individuals and their presentation of themselves. / Syftet med denna studie har varit att få en förståelse för hur unga vuxna intrycksstyr och fejkar i rekryteringssammanhang. Tidigare forskning har visat att kandidater i rekryteringsprocesser intrycksstyr och fejkar. Intresset för denna studie har därför varit att undersöka unga vuxnas reflektioner av sina egna självporträtteringar för att visa sig som anställningsbara. Det empiriska materialet har samlats in genom sju kvalitativa semistrukturerade intervjuer och har sedan analyserats med hjälp av Erving Goffmans (1959) dramaturgiska perspektiv. Studien visar att både intrycksstyrning och fejking ofta förekommer, samtidigt som respondenterna helst inte vill medge att de faktiskt har fejkat. Istället beskriver de hellre sitt beteende som att de har förskönat sina egenskaper. Vidare visar studien på att huruvida individer intrycksstyr och fejkar beror på rekryteringssituationen i sig. Det är därmed en socialt konstruerad process som sker i mötet mellan rekryterare och kandidat där även gruppintervjuer kan ha stor påverkan på individen och dess presentation av sig själv i sammanhanget.

Psychological assessment relies on accurate and forthright reporting to determine valid clinical presentations. However, it has long been recognized that examinees may be motivated to present a "better picture" through Positive Impression Management (PIM). Within the PIM domain, two distinct motivations (i.e., defensiveness and social desirability) emerge that have not been clearly differentiated in empirical literature. This thesis addressed the research gap for detecting PIM distortion of personality pathology, utilizing the Personality Inventory for DSM-5 (PID-5). In this investigation, 106 psychiatric inpatients were recruited from the adult Co-Occurring Disorders and Trauma Programs at University Behavioral Health. Using a mixed within- and between-subjects design, participants engaged in simulation via scenarios to be considered for a highly valued rehabilitation program (defensiveness) or employment (social desirability). As expected, inpatients showed elevated levels of problematic personality traits when reporting genuinely, but suppressed them under PIM conditions. These findings highlight that the PID-5, like all multiscale inventories, is highly vulnerable to intentional PIM distortion. Interestingly, respondents in the social desirability condition generally engaged in more total denial than those in the defensiveness condition. Empirically- and theoretically-based validity scales were developed to identify simulators and differentiate between conditions. Besides PIM, higher levels of experienced stigma were associated with more personality pathology, particularly the domain of Detachment. In addition, ancillary analyses showed strong convergence of the PID-5 with its hierarchical trait model to the DSM-IV categorical model. Continued research to detect PIM distortion, and more importantly to differentiate between PIM motivations, is essential for accurate clinical assessment of personality disorder traits and effective treatment planning.