Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Customer-oriented deviant behaviors (CODB), refer to frontline employees’ behaviors aiming to service customers while breaking organizational rules and norms. CODB has received increasing attention and has become an emerging research topic in academia. By reviewing the literature, we found that CODB studies vary in its theoretical basis and evolution pattern across the organizational behavior domain and the service management domain. Four aspects of factors have been found to predict CODB, including employees’ individual differences, job characteristics, organizational context, and customer behaviors. CODB has shown a double-edged sword effect on both customer and employee outcomes and the organization as a whole. Future research should take a more comprehensive lens to advance CODB research, including clarifying its concept and measurement, exploring employees’ motives behind these behaviors, identifying how these behaviors are influenced by organizational policies and managerial behaviors, and examining both the benefits and costs of CODB and their associated boundary conditions.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Perceived overqualification refers to one’s perception of possessing more education, experience, knowledge, skills, and abilities than the required job qualifications. Overqualification is a common phenomenon in organizations and has gradually become a hot topic in the research of organizational behavior. After years of development and accumulation, existing research has conducted in-depth discussions on the connotation, measurement, effects and situational factors of employees’ perceived qualification, and formed a relatively complete knowledge map; however, in terms of the construct itself and the effects of perceived overqualification, existing research still holds different views and inconsistent conclusions, and needs to be improved in future studies. What is perceived overqualification? How to measure it? What kinds of negative effects does it have on employees? What are the situational factors of these negative effects? Does it only have negative effects? What are the theoretical mechanisms behind these effects? Based on these questions, this paper systematically sorts out and deeply analyzes the existing studies, and the results show that: (1) perceived overqualification reflects employees’ subjective perception of overqualification, and existing research has not yet achieved consensus on its dimensions and all measurements are developed based on western context; (2) perceived overqualification can negatively influence employees’ work attitudes, behavior and performance, as well as their physical and mental health, through affecting their cognitive feelings and emotional experience. Furthermore, these negative effects can be enhanced, weakened or even eliminated under the influence of different employees’ personal traits (e.g., personality, need orientation, values, cognitive evaluation, etc.) and different situations (e.g., organizational practice, team relationship, leadership style, work-related characteristics, etc.); (3) in addition to the negative effects, perceived qualification also has a positive effect, U-shaped effect or inverted U-shaped effect on some positive outcomes, such as employees’ proactive behavior, in-role performance, creative performance and so forth. (4) human capital theory, person-job fit theory, relative deprivation theory, equity theory, psychological contract theory, and conservation of resource theory are the main theories to explain the negative influences of perceived overqualification, whereas self-categorization theory, self-verification theory, and self-regulation theory are the ones to explain its positive influences. On the basis of the above research findings, this paper proposes the following four important research directions for future research on perceived overqualification: (1) future research can conduct more extensive and in-depth surveys on Chinese employees and take its root in Chinese context to clarify the connotation and structure of perceived overqualification, explore and develop a more clearly structured scale of perceived overqualification with higher reliability and validity that can reflect Chinese context; (2) future research can overcome the limitation of existing research that focuses on the individual level, and pay more attention to perceived overqualification on the team level, optimizing its measurement and examining its multi-level effects on the team-level and individual-level outcomes; (3) future research can explore the influence of perceived overqualification on employees and its mechanisms from a more integrated perspective. In particular, future research can build a parallel mediation model to compare the mechanism and intensity of negative and positive effects of perceived overqualification, and to explore the boundary conditions of these two different effects; (4) future research can examine the changing process and influencing factors of perceived overqualification from a more dynamic perspective. Besides, future research can take into consideration other important factors, such as external uncertainty, and explore the effect based on a longer time frame to capture its long-term trend.
Subjects: Biology >> Zoology submitted time 2018-12-25 Cooperative journals: 《动物营养学报》
Abstract：本试验旨在研究低温环境对不同阶段肉鸡生长性能、体温及行为的影响，探索肉鸡适宜生长的下限温度。试验一：选择360只21日龄健康爱拔益加（AA）肉鸡，随机分为6个组，每组6个重复，每个重复10只。各组肉鸡分别饲养于6个人工环境控制舱内，舱内平均温度分别为26.5、25.0、23.5、22.0、20.5和19.0 ℃。试验二：选择240只35日龄健康AA肉鸡，随机分为5个组，每组6个重复，每个重复8只。各组肉鸡分别饲养于5个人工环境控制舱内，舱内平均温度分别为22.5、20.5、18.5、16.5、14.5 ℃。2个试验均持续1周，分别测定肉鸡的生长性能、体表和体核温度以及行为学指标。结果表明：1）在21～28日龄阶段，低温环境对肉鸡的料重比（F/G）、不同部位的体表温度及采食、站立和抱团行为次数均有显著影响（P<0.05）。其中，平均温度26.5 ℃组肉鸡的F/G显著低于平均温度22.0、20.5、19.0 ℃组（P<0.05），平均温度26.5 ℃组肉鸡的鸡冠温度、眼睑温度、脚蹼温度和小腿温度显著高于平均温度22.0、20.5、19.0 ℃组（P<0.05），平均温度26.5 ℃组肉鸡的采食、站立和抱团行为次数显著低于平均温度22.0、20.5、19.0 ℃组（P<0.05）。2）在35～42日龄阶段，低温环境对肉鸡的F/G、不同部位的体表温度及站立、抱团行为次数有显著影响（P<0.05）。其中，平均温度22.5 ℃组肉鸡的F/G显著低于平均温度16.5和14.5 ℃组（P<0.05），平均温度22.5 ℃组肉鸡的鸡冠温度、眼睑温度、耳垂温度、脚蹼温度和小腿温度显著高于平均温度16.5和14.5 ℃组（P<0.05），平均温度22.5 ℃组肉鸡的抱团行为次数显著低于平均温度18.5、16.5、14.5 ℃组（P<0.05），平均温度22.5 ℃组肉鸡的站立行为次数显著低于平均温度14.5 ℃组。由此可见，本试验条件下，25.0～22.0 ℃是21～28日龄肉鸡适宜生长的下限温度，19.5～17.5 ℃是35～42日龄肉鸡适宜生长的下限温度。
Subjects: Biology >> Zoology submitted time 2017-10-23 Cooperative journals: 《动物营养学报》
Abstract：本试验旨在研究不同相对湿度（RH）对间歇性26 ℃环境下肉鸡盲肠菌群多样性的影响。选取29日龄爱拔益加（AA）肉鸡180只转入环境控制舱，随机分成3个组（RH分别为30%、60%和85%），每组6个重复，每个重复10只鸡（公母各5只）。从29日龄开始，每天10：00—16：00(6 h)温度维持26 ℃，RH分别为30%、60%和85%，剩余时间温度为21 ℃，RH为60%。试验共14 d。采用16S rDNA的变性梯度凝胶电泳（DGGE）技术，结合特异性和共性条带割胶回收DNA进行克隆和测序，分析RH在间歇性26 ℃偏热处理第7和14天时对盲肠内容物菌群结构和多样性的影响。结果表明：1）试验第7天，30%RH组肉鸡盲肠DGGE条带数（菌群丰富程度）高于60%RH组，而85%RH组低于60%RH组；试验第14天，30%、85%RH组肉鸡盲肠DGGE条带数均高于60%RH组。2）聚类分析显示，试验第7天，85%RH对盲肠菌群影响明显；试验第14天，30%RH对盲肠菌群影响明显。但随着处理时间推移，30%RH对肉鸡盲肠菌群影响越大。3）间歇性26 ℃环境下不同RH组肉鸡盲肠内共性菌群是Faecalibacterium prausnitzii；在试验第7天，30%、85%RH组肉鸡盲肠中特异性菌群是Stomatobaculum longum。结果提示：间歇性26 ℃环境下，低湿(30%RH）和高湿（85%RH）影响肉鸡盲肠菌群的结构和多样性，且不同处理时间RH的影响不同。
Subjects: Biology >> Zoology submitted time 2017-10-10 Cooperative journals: 《动物营养学报》
Abstract：本试验研究了不同急性偏热处理（26和31 ℃）对肉仔鸡体热调节功能的影响。试验选取40日龄雄性爱拔益加（AA）肉仔鸡24只，转入人工气候室验舱，随机分成3个处理，每个处理8只。适应2 d，温度21 ℃，相对湿度60%。42日龄时，试验温度分别调整为21(对照)、26和31 ℃，相对湿度60%。温度转换在1 h内完成。保持处理条件2 h（急性热处理）后采集试验样品，并在2 h内完成。结果表明：与对照处理相比，1）26 ℃急性热处理后，肉仔鸡体核温度、皮肤温度极显著升高（P0.05），血液钠离子（Na+）浓度有降低的趋势（0.05
Subjects: Biology >> Zoology submitted time 2017-10-10 Cooperative journals: 《动物营养学报》
Abstract：相对湿度（RH）作为温热环境的重要因素之一，与温度和风速等共同影响家禽的热平衡状态。当RH适宜时，蒸发散热（EHL）达到最大；高温环境下，高湿会阻碍家禽的EHL，从而造成体温上升、呼吸加快、食欲下降，严重时导致酸碱平衡紊乱、热虚脱和呼吸性碱中毒。本文主要综述水蒸发散热（EWL）在家禽热平衡调节中的重要作用，及RH对家禽EWL的影响，并结合由此而引发的对家禽健康的影响，探讨RH在家禽实际生产中的重要作用。
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