正在进行中的自愿拓疆运动与个体主义:来自多种文化任务分析的证据

自愿移居假说认为自愿拓疆运动能够促进个体主义的地区文化。从正在进行中的自愿拓疆运动地区(深圳)和对照地区(襄樊)两地抽取583名大学生,将是否本地人作为干扰变量进行控制,采用自我建构量表、集体主义量表、图片分类任务、归因任务、"亲亲性"任务等独立我/互依我测量指标,考察正在进行中的自愿拓疆运动与个体主义的关系。结果显示,在控制是否本地人后,深圳样本比襄樊样本报告了更高的个体主义指数得分和更低的集体主义量表得分,更低的整体思维,对朋友诚实更低的奖励,对朋友欺骗更高的惩罚。结果表明,深圳作为正在进行中的自愿拓疆地区,已经形成了与对照地区相比更偏向个体主义的地区文化,自愿移居假说也适用于源文化是集体主义的东方文化。     

小学生的社会技能与友善—敌对型教师互动风格、社交归因的关系

以武汉市343名小学三至六年级的儿童为被试,考察儿童友善—敌对型教师互动风格与社交归因、社会技能之间的关系。结果显示:友善型、理解型教师互动风格与小学生成功内部归因、环境、自我、任务行为技能呈显著正相关,与成功外部归因呈显著负相关;理解型教师互动风格与人际行为技能呈显著正相关;不满型和训诫型教师互动风格与小学生成功和失败外部归因因呈显著正相关,与成功和失败内归因、四种行为技能呈显著负相关;成功内部归因与四种行为技能呈显著正相关;失败内部归因与人际、自我、环境行为技能呈显著正相关;成功与失败外部归因与四种行为技能呈显著负相关。社交成功的外部归因分别在不满型教师互动风格和环境、人际、自我、任务行为技能间起部分中介作用。不满型教师互动风格对成功内部归因、社会技能的预测效应显著,通过成功内部归因的中介效应不显著。     

疼痛表征在自我和他人间的一致性效应

在以往研究中“pain matrix”被认为是加工自我和他人疼痛信息的特异性神经机制, 也可能是个体对他人疼痛共情的原因。但是最近的研究发现非疼痛的感觉刺激也能激活该脑区, 因此疼痛表征在自我和他人间是否存在一致性受到质疑。研究采用启动范式从两个方面入手探索自身疼痛和疼痛共情间是否存在一致性关系。实验一使用疼痛和非疼痛图片为启动刺激, 疼痛或热刺激为靶刺激, 发现相对于非疼痛图片, 疼痛图片启动下被试对自身疼痛刺激的反应时减少, 疼痛水平和情绪反应增强。实验二使用疼痛和热刺激为启动刺激, 疼痛或非疼痛图片为靶刺激, 发现相对于热刺激, 疼痛刺激启动下被试对疼痛图片的反应时减少。同时, 在两个实验中非疼痛的靶刺激都不受启动刺激的影响。这说明疼痛表征在自我和他人间存在一致性效应。     

奖赏结构与结果效价对儿童自我—他人成就归因与评价的影响

本研究旨在考察不同的奖赏结构和结果效价对儿童自我-他人成就归因、自我-他人奖赏评价的影响。实验采用2×2×2混合设计,其中自我-他人归因与评价为被试内设计。被试为小学五年级学生74名(男生36人,女生38人),实验通过解决一系列迷津测验来创设成功和失败情境。实验结果表明,奖赏结构对儿童自我-他人能力归因的影响、奖赏结构与自我-他人归因的交互作用对能力归因的影响、自我-他人运气归因均达到了显著性水平;努力和任务难度归因不显著;儿童对自我和他人的成就结果倾向于做能力和运气归因,较为忽略努力和任务难度在成就行为中的作用。     

资质过剩感对个体绩效的作用效果及机制：基于情绪-认知加工系统与文化情境的元分析

近年来, 资质过剩作为一种特殊的个人-环境不匹配现象, 引发了较多学者的关注, 但相关研究结论尚有争议。对包含383项独立研究、945个效应值及575061个研究样本的321篇文献开展元分析：(1)直接效应检验表明, 资质过剩感与消极情绪(愤怒、无聊)显著正相关, 与积极自我概念(自尊、自我效能感)的相关性不显著; 在个体绩效方面, 资质过剩感与消极角色外行为(反生产行为、离职)显著正相关, 与积极角色外行为(创新、组织公民行为等)和任务绩效的相关性不显著。(2) 结构方程模型元分析表明, 资质过剩感能够通过增强消极情绪, 进而增加消极角色外行为、减少积极角色外行为和任务绩效; 能够通过增强积极自我概念, 进而增加积极角色外行为和任务绩效、减少消极角色外行为; (3)集体主义文化倾向在资质过剩感通过情绪-认知加工系统影响个体绩效的过程中发挥调节作用, 在高集体主义文化情境中, 资质过剩感对消极情绪的负向影响较弱, 且能对积极自我概念产生正向影响; 在低集体主义文化情境中, 资质过剩感对消极情绪的负向影响较强, 且能对积极自我概念产生负向影响。(4)资质过剩感与个人-工作匹配相关性较强, 与个人-组织匹配相关性较弱; 与二者相比, 资质过剩感对压力感、离职的预测效果最强。研究结果有助于理解资质过剩感对个体绩效的复杂作用机制和边界条件, 并为组织如何管理资质过剩员工提供参考。     

中国大学生的自我建构、利己归因偏好与自我增强

本研究验证了我国大学生的自我建构的个体间差异对利己归因偏好与自我增强的影响。我国大学生被试首先完成一个虚拟的能力测验,然后对其自我建构等进行测量,最后被试得到成绩反馈并进行归因与课题评价。结果表明被试表现出显著的利己归因偏好,独立型比依存型自我建构者表现出更显著的自我增强,同时独立性对自我增强起着极重要作用。本研究结果支持自我增强的文化普遍论的观点。     

共变信息的程度差异对归因的影响

本研究通过两个实验探讨了1种自我关联的共变信息的程度差异对归因的影响。实验1中38名被试阅读一些情境,情境中包含被试好/不好的结果、及相关的一致性信息,并操作一致性的程度,然后在原因的4个维度进行归因。结果表明一致性高/低分别被归于人的外/内因,而一致性信息无或不明确时的归因则在内外归因之间。同时在4个原因维度均表现出利己归因偏好,一致性信息的程度差异对利己归因偏好没有显著干扰作用。实验2采用实验1的方法但给予了区别性信息,实验2基本复制了实验1的结果。另外本研究发现一致性或区别性高时在可控制性维度利己归因偏好消失。最后探讨了共变信息对归因及利己归因偏好的影响。     

2-8年级儿童的责任心发展

以241名2-8年级儿童为被试,运用情境故事探索儿童责任心发展的特点。结果显示：（1）责任心的认知判断与行为倾向一致性较低;行为倾向与情感体验一致性较高;（2）责任心归因可以分为权威取向、自我取向、认可取向、成本取向、原则取向5种;（3）随着年级升高,自我和社会责任心归因中权威取向比例下降,原则取向比例上升;环境责任心归因中成本取向比例下降,原则取向比例上升;（4）责任心的成本取向似乎与现今的社会转型有关,是以往研究所没有的。     

高、低自尊个体对负性情绪注意偏向的眼动研究

采用"点探测任务"实验范式,选取29名大学生被试,用眼动仪记录被试观察情绪图片的眼动轨迹,考察高、低自尊个体注意偏向的内部加工机制。结果表明:低自尊个体对正性情绪图片的总注视时间显著短于高自尊个体,即低自尊个体缺乏对正性情绪图片的注意偏向,对负性情绪图片不存在注意警觉和注意维持,存在注意回避;高自尊个体对负性情绪图片的总注视时间显著长于正性情绪图片,即对负性情绪图片存在注意偏向。     

我国大学生的成就归因与教育问题初探

归因理论重视社会对人的影响,认为如果忽视社会的影响,对人类行为的预测就不可能。同时,归因理论的研究已发现了个体行为的前因和原因对个体情感和行为的影响规律。这就使得从个人的归因(原因推理)预测其情感和行为,以及从人的情感和行为反推人的归因成为可能。然而,这些理论和规律是否适用于我国大学生,却是一个值得深入研究的问题。本研究的目的是初步探讨韦纳归因理论的主要内容对我国大学生成就归因和教育工作的适用性,以便为进一步的研究奠立必要的基础。     

中国人集体主义的南北方差异及其文化动力

中国存在着集体主义的地区差异, 但学者对其内在动力机制尚未达成共识。我们认为儒家文化影响力的大小不容忽视, 受儒家文化影响越深的区域集体主义倾向越强。研究运用“亲亲性(loyalty/nepotism)”的内隐文化任务对来自27个省份的745名被试进行调查, 结果发现南方人对朋友更优待, 内外群体的心理界限更明显, 集体主义倾向更强。并探讨以儒家文化为代表的中原文化中心南迁对这一差异形成的影响及其未来研究方向。     

Psychometric evaluation and further validation of the Hagedoorn et al. modified EVLN measure

The aim of the present study was to evaluate and further validate a modified Exit, Voice, Loyalty and Neglect (EVLN) instrument (Hagedoorn, Van Yperen, Van de Vliert & Buunk, 1999), in a Swedish sample (n= 792). To test the underlying scaling assumptions, the convergent and divergent validity, a multitrait/multi-item analysis was conducted and factor analyses were used to evaluate the factor structure. The concurrent validity was tested by using the modified EVLN instrument as predictor and three different forms of justice as criteria in the analysis. The criterion-related validity was tested and an association between exit behavioral response and actual exit behavior was found (predictive validity). The results showed that the instrument may be considered to be a valid measure with the exception of the aggressive voice scale.     

Psychological collectivism: a measurement validation and linkage to group member performance

The 3 studies presented here introduce a new measure of the individual-difference form of collectivism. Psychological collectivism is conceptualized as a multidimensional construct with the following 5 facets: preference for in-groups, reliance on in-groups, concern for in-groups, acceptance of in-group norms, and prioritization of in-group goals. Study 1 developed and tested the new measure in a sample of consultants. Study 2 cross-validated the measure using an alumni sample of a Southeastern university, assessing its convergent validity with other collectivism measures. Study 3 linked scores on the measure to 4 dimensions of group member performance (task performance, citizenship behavior, counterproductive behavior, and withdrawal behavior) in a computer software firm and assessed discriminant validity using the Big Five. The results of the studies support the construct validity of the measure and illustrate the potential value of collectivism as a predictor of group member performance.     

The power of "we": effects of psychological collectivism on team performance over time

We examined the influences of different facets of psychological collectivism (Preference, Reliance, Concern, Norm Acceptance, and Goal Priority) on team functioning at 3 different performance depictions: initial team performance, end-state team performance, and team performance change over time. We also tested the extent to which team-member exchange moderated the relationships between facets of psychological collectivism and performance change over time. Results from multilevel growth modeling of 66 teams (N = 264) engaged in a business simulation revealed differential effects across facets of psychological collectivism and across different performance measurements. Whereas facets concerned with affiliation (Preference and Concern) were positively related to initial team performance, reliance was negatively related to initial team performance. Goal Priority was a strong predictor of end-state performance. Team-member exchange moderated the relationship between performance change and 3 of the 5 facets of psychological collectivism (Preference, Reliance, Norm Acceptance). Implications for team composition and team training are discussed.     

Slow and steady? Strategic adjustments in response caution are moderately reliable and correlate across tasks

Speed-accuracy trade-offs are often considered a confound in speeded choice tasks, but individual differences in strategy have been linked to personality and brain structure. We ask whether strategic adjustments in response caution are reliable, and whether they correlate across tasks and with impulsivity traits. In Study 1, participants performed Eriksen flanker and Stroop tasks in two sessions four weeks apart. We manipulated response caution by emphasising speed or accuracy. We fit the diffusion model for conflict tasks and correlated the change in boundary (accuracy – speed) across session and task. We observed moderate test-retest reliability, and medium to large correlations across tasks. We replicated this between-task correlation in Study 2 using flanker and perceptual decision tasks. We found no consistent correlations with impulsivity. Though moderate reliability poses a challenge for researchers interested in stable traits, consistent correlation between tasks indicates there are meaningful individual differences in the speed-accuracy trade-off.     

Losses Induce Consistency in Risk Taking Even Without Loss Aversion

It is posited that because of the attentional effect of losses, individuals would show more behavioral consistency in risk‐taking tasks with losses, even in the absence of loss aversion. In two studies, the consistency of risky choices across different experience‐based tasks was evaluated for gain, loss, and mixed (gain loss) tasks. In both studies, losses facilitated the consistency across tasks: the correlation between risk‐taking choices in different tasks increased when the tasks involved frequent losses. Study 2 also showed a positive effect of losses on temporal consistency. Losses increased the correlation between risk‐taking levels across two sessions that were 45 days apart. Also in Study 2, losses induced consistency between experiential risk‐taking choices and self‐reported ratings of risky behavior. In both studies, the positive effect of losses on consistency was observed even when the average participant did not exhibit loss aversion. Taken together, the results indicate that losses increase the consistency of risk‐taking behavior and suggest that this is due to the effect of losses on attention. Copyright © 2011 John Wiley & Sons, Ltd.     

个人主义与集体主义结构的验证性研究

本文用实证方法通过对中国大陆303名被试的调查,对个人主义、集体主义的维度及其测量问卷的构想效度进行初步验证,结果支持Triandis提出的个人主义、集体主义可以分成水平、垂直两个维度,在个人水平上,个人主义与集体主义有四种类型的构想。验证性因素分析表明,Singelis的问卷有较好的构想效度,但在中国被试的测试结果上表现出一些题目的不适合,有待于进一步修正。     

Decision‐making competence: External validation through an individual‐differences approach

This study asks to what extent (a) individuals show consistent performance differences across typical behavioral decision‐making tasks, and (b) how those differences correlate with plausible real‐world correlates of good decision making. Seven tasks, chosen to span the domain of decision‐making skills, were administered to participants in an ongoing longitudinal study providing extensive social, psychological, and behavioral measures. Performance scores on individual tasks generally showed small, positive inter‐task correlations. An aggregate measure of decision‐making competence (DMC) was appropriately correlated with plausible sources, concomitants, and outcomes of good decision making, suggesting the underlying construct's external validity. Higher DMC scores were associated with more intact social environments, more constructive cognitive styles, and fewer ‘maladaptive’ risk behaviors. In each case, DMC adds to the predictive validity of general measures of cognitive ability. These results suggest that poor decision making on common laboratory tasks is related to real‐world antecedents and consequences of poor decision making. Copyright © 2005 John Wiley & Sons, Ltd.     

关系自我和集体自我在自我建构中的层级关系

三重自我建构认为,自我包含三个方面：个体自我,关系自我和集体自我。个体自我的核心地位已经得到诸多研究的证实,但关系自我和集体自我的层级关系还缺乏定论。越重要的自我,与积极信息的联系越紧密,以达到维持自尊、抵御自我威胁的目的。因此,采用内隐联想范式（IAT）验证对两种自我的积极联想,并对比两者积极联想程度以确定其层级关系。结果发现,相比非自我信息,被试对关系自我和集体自我均存在内隐的积极联想,从内隐的层面证实了关系自我和集体自我的存在。相比关系自我,被试对集体自我存在更强的积极联结,自我建构中的集体自我在内隐层面占据更为重要的位置。     

Facets of dynamic positive affect: differentiating joy, interest, and activation in the positive and negative affect schedule (PANAS)

This article proposes the differentiation of Joy, Interest, and Activation in the Positive Affect (PA) scale of the Positive and Negative Affect Schedule (PANAS; D. Watson, L. A. Clark, & A. Tellegen, 1988). Study 1 analyzed the dynamic course of PA before, during, and after an exam and established the differentiation of the three facets. Study 2 used a multistate-multitrait analysis to confirm this structure. Studies 3-5 used success-failure experiences, speaking tasks, and feedback of exam results to further examine PA facets in affect-arousing settings. All studies provide convincing evidence for the benefit of differentiating three facets of PA in the PANAS: Joy, Interest, and Activation do have distinct and sometimes even opposite courses that make their separation meaningful and rewarding.