大学班集体人际关系的心理学研究

本研究综合运用调查访问、社会测量法和观察法对大学文科和理工科一、二、四年级的21个班的人际关系作了考察。结果表明,1)大学班集体非正式的内部结构有一定的特点,2)班集体中的两极人物有明显的个性特质,3)大学生择友的基本要求是品德和心理相似性,4)大学生对班集体领导人的心理品质有一定的基本要求,5)大学生的自我观念与他们的人际关系有着密切的联系。     

Exploring the Context-Sensitivity of Collective Action Motivations and the Mobilizing Role of Social Media: A Comparative Interview Study With Activists in Germany and Turkey

Western scholarship has underlined the relevance of social identity, perceived efficacy, emotions, and cost–benefit assessments as central catalysts of collective action. Little has been done to understand the context-sensitivity of these catalysts by means of cross-culturally comparative designs. The current study explores their context-sensitivity. It aims to find out whether existing opportunity structures in a democratic, nonrepressive country like Germany produce catalysts of collective action different from those produced in an autocratic, repressive country like Turkey. It also aims to understand the role of social media in mobilizing people in these two contexts. Semistandardized interviews with activists were carried out in both countries (n = 18 in Germany and n = 15 in Turkey) and analyzed by means of a cross-culturally comparative inductive coding procedure including initial and focused coding. Results show that collective action is related to different configurations of collective-action catalysts in the two countries. Solidarity concerns at the face of existential risks are more pronounced in Turkey, whereas political-change concerns are more important in Germany. The role of social media accordingly differs, adhering to the different activist goals. Theoretical implications for the role of context in studying collective action are discussed.     

人际关系适应特征的情境评价方法研究

本研究运用情境评价法对人际关系适应特征进行了实验研究 ,结果表明 :1以 Schutz提出的人际关系六因素为评价标准 ,采用情境评价法比问卷形式能更有效地揭示人际适应特征 ;2在情境评价中 ,以合作为主的情境设置比以竞争为主的情境设置更利于反映出人际适应特征 ;3情境评价采用定向、组织、交流和问题解决等阶段的过程设计符合情境评价的实际进程 ,有助于分阶段展开被试的行为特征 ,提高情境评价的可控性和准确性。     

Validation of the Chinese Revision of Emotional and Behavioral Screener among Preschoolers (4–7 years old)

The study aimed to examine the psychometric properties of the Chinese revision of the Emotional and Behavioral Screener (EBS), and to extend its application to preschoolers (4–7 years old). Teachers and parents of 216 preschoolers (age M?=?5.11, SD?=?0.9) were invited to complete the EBS, and some of the teachers were also asked to complete the Preschool Behavioral and Emotional Rating Scale (PreBERS) (N?=?80) and the Strength and Difficulties Questionnaires (SDQ) (N?=?90). Results of confirmatory factor analysis suggested that the original single-factor model of the EBS didn’t fit the data well. Based on the results of a series of exploratory factor analyses, we proposed a two-factor model instead, representing externalizing and internalizing problems respectively. The Chinese revision demonstrated satisfactory internal reliability, inter-rater reliability, convergent validity and divergent validity. All these evidences supported its use among Chinese preschoolers to identify those who will be at risk of suffering from emotional and behavioral disturbances.     

培训迁移效果影响因素的初步研究

本研究通过访谈、问卷调查和现场研究等多种方法,考察了中学教师在接受一种新的教学方法培训后。组织气氛和个人特征对其迁移行为的影响。如果发现：(1)受训者对迁移气氛的知觉直接影响迁移行为发生的次数。(2)受训者对训练内容实用性的看法是影响迁移行为发生的重要环境因素,而受训者对训练内容实用性的看法会受到零反馈、自己的灵活性和自我效能的影响。(3)领导有无反馈、时间支持和同事支持等因素是区分培训迁移气氛类型的关键指标。     

背景信息导航帮助和认知风格对超文本使用的影响

本文考察了背景信息导航帮助(结构背景信息导航帮助、时间背景导航信息帮助和综合背景信息导航帮助)和认知风格(场独立倾向和场依存倾向)对超文本使用过程中导航绩效和学习效果的影响。结果表明：(1)认知风格是研究超文本系统的一个敏感指标：在超文本阅读过程中,场依存倾向的人比场独立倾向的人容易迷失,在某种程度上,学习效果要低于场独立倾向的人;(2)最优路径偏离可以敏感地反映出超文本网络空间中使用者的迷失程度;(3)主观迷失感与导航绩效相比,更能有效地预测超文本环境下的学习效果。     

上级反馈对员工行为的影响

采用2×2(反馈方式、反馈对象)两因素组间实验设计,选取303名被试考察了上级反馈对员工积极整合行为倾向、冲突行为倾向和中立行为倾向的影响,以及个人主义-集体主义倾向对这种影响的调节作用。结果表明,Singelis、Triandis等人有关个人主义、集体主义的理论框架基本适合中国被试,个体的个人主义、集体主义倾向对反馈的效果起到一定的调节作用。领导的反馈方式、反馈针对的对象对员工的行为主效应都显著,上级的表扬会增加员工的中立行为倾向,针对个人的反馈会引起较强的冲突行为倾向。     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响