THIS IS NOT B. F. SKINNER'S BEHAVIOR ANALYSIS: A REVIEW OF HAYES,STROSAHL, AND WILSON'S ACCEPTANCE AND COMMITMENT THERAPY

Acceptance and Commitment Therapy (Hayes, Strosahl, & Wilson, 1999) is an important addition to and extension of the growing field of clinical behavior analysis. The book provides a comprehensive introduction to a new therapy that is rooted in functional contextualistic philosophy and a “post-Skinnerian” behavior-analytic theory of verbal behavior. It begins with the assertion that language or verbal processes are at the heart of psychopathology and human suffering and goes on to describe a therapeutic approach that seeks to undermine these verbal processes and facilitate clients' active commitment to value-driven behavior change. Along the way, the book provides a compelling behavior-analytic account of a number of important but neglected issues in behavior analysis, including human suffering, the nature and function of private events, the self, suicide, anxiety, depression, values, responsibility, and commitment. In so doing, the book cogently challenges the unfortunately common but erroneous assertion that behaviorism does not and perhaps cannot address the complexity of the human condition. The present review provides a general overview of the book, summarizes its chapters, and raises a number of questions that might be addressed in future research.     

教师和家长关于儿童入学准备观念的调查研究

本研究对218名家长和370名教师进行了问卷调查。从身体和运动发展、情绪和社会性发展、学习方式、言语发展、认知发展和一般知识基础、家庭6个维度,考察了家长和教师对儿童入学准备的看法,并比较了家长、幼儿教师和小学教师对儿童入学准备观念的差异。结果发现:(1)整体上看,家长、幼儿教师和小学教师最重视身体健康、注意力、教养方式、自信心、学习兴趣、会听课等方面的问题;(2)幼儿教师和小学教师有关儿童入学准备的观念比较接近,而小学教师相对重视服从权威、父母教育程度、文明礼貌、自我中心和表达能力等方面的问题;幼儿教师相对重视抗挫折能力、亲子关系、学习态度、自我控制、身体健康等方面的问题;(3)家长与教师的观念在整体上存在显著差异。     

父母教养态度与儿童在2-4岁期间的问题行

考察父母的教养态度和儿童在2—4岁间的问题行为的发展变化。采用交叉时序滞后设计,对172名儿童从2岁起进行2年追踪,在被试2岁和4岁时,分别对他们的父母进行间卷调查。结果发现：儿童外显问题行为与父母教养态度的相互作用较强,儿童在2岁时的外显问题行为可以预测4岁时母亲的惩罚性,内隐问题行为与父母教养态度的相互作用较弱;从2岁到4岁之间,儿童外显问题行为具有较高的稳定性,内隐问题行为的稳定性相对略低,父母教养态度也都具有一定的稳定性。     

PROGRAM COMMITMENT: A MULTI-STUDY LONGITUDINAL FIELD INVESTIGATION OF ITS IMPACT AND ANTECEDENTS

Increasingly, human resource professionals are being challenged to manage organizational programs that have proliferated in the wake of continual pressure to respond to competition and environmental change. This research examines program commitment, that is, an employee's commitment to an organizational program, and investigates its association with important organizational outcomes and a set of potential antecedents in 2 longitudinal field studies. In the first study, program commitment was positively related to participation in the program and program-related performance. In the second study, organizational commitment, change efficacy, and teamwork orientation were supported as antecedents to program commitment.     

COMMITMENT IN AGE-GAP HETEROSEXUAL ROMANTIC RELATIONSHIPS: A TEST OF EVOLUTIONARY AND SOCIO-CULTURAL PREDICTIONS

Little research has addressed age-gap romantic relationships (romantic involvements characterized by substantial age differences between partners). Drawing on evolutionary and socio-cultural perspectives, the present study examined normative beliefs and commitment processes among heterosexual women involved in age-gap and age-concordant relationships. Results indicated that woman-older partners were the most satisfied with and committed to their relationships, relative to woman-younger and similarly aged partners, consistent with socio-cultural predictions. Additional analyses revealed that satisfaction, alternatives, investments, and normative beliefs accounted for differing degrees of variance in the prediction of commitment among age-gap and similarly aged partners, with greater explained variance among partners of similar ages. Thus, among female heterosexual age-gap partners, factors beyond traditional predictors of commitment may be important in understanding the maintenance of these relationships.     

JOB ATTRIBUTE PREFERENCES AND WORK COMMITMENT OF MEN AND WOMEN IN THE UNITED STATES

The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.     

熟悉感来源:相异-归因假设述评

有关熟悉感的研究,近几年已经取得了进展。继Jacoby等在再认记忆研究中对熟悉感的产生得出的流畅启动假设后,Whittlesea等人通过大量的实验,从一个新的角度对熟悉感的产生进行了解释,提出了相异-归因假设。该文旨在对这一假设的主要观点、对元认知领域的重要意义及其存在的不足进行述评,以便进一步的探讨。     

FAMILY-FRIENDLY PROGRAMS, ORGANIZATIONAL COMMITMENT, AND WORK WITHDRAWAL: THE MODERATING ROLE OF TRANSFORMATIONAL LEADERSHIP

Using data from China, Kenya, and Thailand, we investigated the moderating effect of transformational leadership in the relationships between family-friendly programs (childcare and work flexibility benefits), organizational commitment, and work withdrawal. Results supported the moderating effect of transformational leadership in the relationships between work flexibility benefits and both organizational commitment and work withdrawal, and between childcare benefits and work withdrawal. Theoretical contributions as well as practical implications are discussed.     

THE CREATED CO-CREATOR: WHAT IT IS AND IS NOT

Abstract In this article I briefly assesses Philip Hefner's concept of the created co‐creator by considering both what it does and does not claim. Looking at issues of reductionism, biological selfishness, biology and freedom, and environmental ethics, I point out strengths and weaknesses in Hefner's conception of the created co‐creator.     

THE DOCTRINE OF UNIVOCITY IS TRUE AND SALUTARY

After clearing up some misunderstandings of Scotus's doctrine of univocity, I argue that the doctrine of univocity is true. All predications about God must be reducible to univocity if they are to be intelligible at all. So even if the doctrine has unwelcome consequences, we ought to affirm it anyway; it is not the job of the theologian or philosopher to shrink from uncomfortable truths. I then argue that the doctrine of univocity in fact has no unwelcome consequences. Moreover, it has at least two salutary logical consequences of the highest importance. I conclude that the polemic against univocity, and against Scotus as its defender, is misplaced.     

SCIENCE AND VALUES: MY DEBT TO ERNAN McMULLIN

Abstract Ernan McMullin's 1982 presidential address to the Philosophy of Science Association dealt with the issue of science and values, arguing that although scientists are rightfully wary of the infiltration of cultural and social values, their work is guided by “epistemic values,” such as the drive for consistency and predictive fertility. McMullin argued that it is the pursuit of these epistemic values that drives nonepistemic values (like religious yearnings) from science. Using the case study of the fate of the nonepistemic value of progress in the history of evolutionary theorizing, I show that, vital though McMullin's thinking was for my own scholarship, in fact the study shows that the connections between epistemic and nonepistemic values in science are more complex than either of us supposed.     

THE AFTERMATH OF THE VIOLENT DEATH OF A CHILD: AN INTEGRATION OF THE ASSESSMENTS OF PARENTS' MENTAL DISTRESS AND PTSD DURING THE FIRST 5 YEARS OF BEREAVEMENT

Mental distress and posttraumatic stress disorder (PTSD) were assessed simultaneously among 173 parents bereaved by the accident, suicide, or homicide death of an adolescent or young adult child. Official death records were used to identify potential participants. Study data were collected prospectively 4, 12, 24, and 60 months post-death. T tests compared study parents and normative samples on mental distress and PTSD, whereas repeated measures analysis of variance compared mothers and fathers on the same two outcomes over time. The results showed that 5 years after the deaths, 61% of the study mothers and 62% of the fathers met diagnostic criteria for mental distress, and 27.7% of the mothers and 12.5% of the fathers met diagnostic criteria for PTSD. The hypothesized interactions between gender and trends over time were partially supported, and the hypothesized main effects for both time and gender were supported. Finally, parents' self-reports were that 3 to 4 years were required to reach loss accommodation. Parents' long-term health and well-being and their bereavement service needs are discussed in light of the findings.     

THE EFFECTS OF ORGANIZATIONAL CHANGES ON EMPLOYEE COMMITMENT: A MULTILEVEL INVESTIGATION

Organizations are concerned with the impact organizational change can have on both individuals' response to the change itself and their ongoing relationship with the organization. This study investigated how organizational changes in 32 different organizations (public and private) affected individuals' commitment to the specific change and their broader commitment to the organization. The results indicate that both types of commitment may be best understood in terms of a 3-way interaction between the overall favorableness (positive/negative) of the change for the work unit members, the extent of the change in the work unit, and the impact of the change on the individual's job. In addition, the fairness of the change process was found to interact with the effects of work unit change on organizational commitment. The implications of these results for future research and practice are discussed.