Readiness to adaptively change under three conditions: Clinical,careers, and natural change situations

The Adaptive Change Model (ACM) was developed as an alternative form of the Transtheoretical Model of Change to address some of the criticisms of early operationalisation. Both models provide a framework for measuring the potentialities of change and to facilitate targeted behaviour change in general and clinical settings. In this research, the eight factors of the Adaptive Change Questionnaire (ACQ) operationalising the ACM were validated using confirmatory factor analysis, involving 238 respondents. The findings indicated a good fit between the model and data. A comparison of the mean scores of the factors of the ACM showed respondents seeking clinical therapy (n = 85) were lower on self‐rating of factors related to adaptive change than a group receiving career counselling (n = 88) and a non‐therapy group (n = 65). The ACQ factors correctly predicted the allocation of 79.3% of the clinical and non‐therapy respondents which confirmed previous research. The relevance of the findings for therapeutic interventions and future research are discussed.     

变化盲视的最新研究进展

变化盲视指观察者不能探测到客体或情境中的变化 ,是近十年以来认知心理学的研究热点之一。变化盲视可发生在各种实验条件下。例如 ,在扫视、眨眼、电影镜头切换时发生的变化以及真实情景的交互作用中发生的变化 ,观察者都有可能探测不到。本文介绍了近年来对于变化盲视的研究成果 ,包括经常使用的实验范式和对这个现象的解释等     

多通道变化盲:理论、方法与进展

人们在特定条件下通常难以探测到事物的变化,这种现象发生在视、听、触感觉通道分别称为变化盲视、变话盲听和变化盲触。文章主要对以下四个方面进行详细的探讨:变化盲视及视觉表征理论、变化盲听及听觉信息加工机制、变化盲触及体表空间表征、多通道变化盲及空间注意和空间表征跨通道一致性本质。此外,文章还对多通道变化盲的理论深度和拓展方向及相关应用研究进行了展望。     

A longitudinal study of the determinants and outcomes of career change

The present longitudinal field study investigated the antecedents and consequences of an actual career change. The framework for this study was Rhodes and Doering's (1983) model of career change. We examined the effect of individual and organisational characteristics on career change behaviour. The individual characteristics were: traits (Openness to Experience, Extraversion, Conscientiousness and general self-efficacy), demographic factors (age, gender, marital status, and children), human capital (education level and occupational tenure), job satisfaction, job search activity and intentions to leave; and organisational factors (job security and salary). The findings showed that a range of individual characteristics were associated with career change including, Openness to Experience, Extraversion, gender, age, educational level, and occupation tenure. However, job security was the only organisational factor related to career change. One year after career change, individuals reported higher job satisfaction, improved job security and a reduction in the number of hours worked.     

Herscovitch and Meyer’s Three-Component model of commitment to change: Meta-analytic findings

Commitment to change has been subject to several qualitative reviews in recent years. As a response to an associated lack of consensus in construct definition, Herscovitch and Meyer introduced a three-component model demonstrating affective commitment to change (i.e., ACC), normative commitment to change (i.e., NCC) and continuance commitment to change (i.e., CCC). Given the growing literature on organizational change, the aim of this paper is to take stock of a decade of research that uses Herscovitch and Meyer’s instrument to measure these three components. To determine the tool’s discriminant validity we conducted meta-analyses evaluating the strength of relations among ACC, NCC and CCC; the relations among the three components and behavioural support for change; and the moderating role of North American context versus non-North American context in shaping these relationships. Findings based on data collected from 17 studies indicate notable differences in the strength of relationships among ACC–NCC, ACC–CCC and NCC–CCC. Also the pattern of the correlations among the three components and behavioural support reveals interesting extensions and insights for further research into the robustness of this model, and on hitherto under-acknowledged discrepancies in behavioural support for commitment to change research.     

Developing operating principles for systems change

Based on an analysis of the articles in this special issue, the authors propose five operating principles for systems change work. These principles are: clarifying the purpose of the systems change; identifying whether the change is one to an existing system or the change is to create a new system; conceptualize the work as systems change from the beginning; use an eclectic approach; and be open to opportunities that emerge while also undertaking forma analysis to identify leverage points. The authors argue that the time is now ripe to develop such principles and encourage community change agents to engage in a dialogue to explore, revise, eliminate or expand on these principles.     

Denoting the base-free measure of change

Bond criticized the base-free measure of change proposed by Tucker, Damarin, and Messick by pointing to an incorrect derivation which is here viewed instead as a correct derivation entailing an inadequately specified tacit assumption. Bond's revision leads to estimates of the correlation between initial position and change which are negatively biased by correlated errors, whereas the original approach, with the tacit assumption properly denoted, leads to unbiased values.     

An evaluation of the UK government health education campaign on AIDS

In the absence of an effective treatment for HI V the only means of containing its spread is through changes in behaviour. Health education is a key route for achieving this. To be effective, a health education campaign must result in behaviour change. The United Kingdom Department of Health and Social Security has attempted to address these needs in a recent health education campaign, which took the form of whole page newspaper advertisements in the national press. Groups of higher and lower risk subjects were questioned before and after the campaign. The desire for information was high and the vast majority of respondents named the medical profession as the desired source to turn to. 31.1% of the lower risk group and 50% of the higher risk group noticed and read the campaign. Information scores were slightly increased but the campaign had no effect on adjusting misconceptions and anxiety was not lowered. Attitudes and behaviour were unaltered. These results are discussed in the light of a content analysis of the campaign.     

Anomalous Evidence,Confidence Change,and Theory Change

A novel experimental paradigm that measured theory change and confidence in participants' theories was used in three experiments to test the effects of anomalous evidence. Experiment 1 varied the amount of anomalous evidence to see if “dose size” made incremental changes in confidence toward theory change. Experiment 2 varied whether anomalous evidence was convergent (of multiple types) or replicating (similar finding repeated). Experiment 3 varied whether participants were provided with an alternative theory that explained the anomalous evidence. All experiments showed that participants' confidence changes were commensurate with the amount of anomalous evidence presented, and that larger decreases in confidence predicted theory changes. Convergent evidence and the presentation of an alternative theory led to larger confidence change. Convergent evidence also caused more theory changes. Even when people do not change theories, factors pertinent to the evidence and alternative theories decrease their confidence in their current theory and move them incrementally closer to theory change.     

未雨绸缪：变革前非正式信息对员工变革抵制意愿的影响

组织变革前总会有小道消息等非正式信息传播, 这些信息是员工提前了解变革的重要来源。研究探索变革前非正式信息对员工变革前抵制意愿的影响, 以及员工变革抵制意愿随时间推移的变化。基于255位样本数据的结构方程模型及多层次线性增长模型分析表明：(1)变革前非正式信息的消极性及不完整性, 显著负向影响员工变革认知, 进而使员工变革抵制意愿上升; (2)随着时间推移, 员工变革抵制意愿显著衰减, 即从变革前到变革发生时抵制意愿显著降低。研究揭示了变革前非正式信息对员工有“热身准备”的作用, 能够帮助员工提前适应, 从而更好地应对变革。研究结果有助于变革的顺利实施。     

内隐觉察的行为和神经活动特征

变化盲视是指在某些条件下人们往往觉察不到视觉场景中实质性的改变。最近研究表明,变化盲视发生时个体虽然不能有意识地报告变化,但却能无意识地对变化刺激进行加工和反应,也就是产生了内隐觉察。内隐觉察能够引导注意、影响反应速度。与觉察和无觉察相比,内隐觉察的眼动模式具有鲜明的特征。与无变化试次相比,盲视试次可以观察到显著的脑电活动变化以及不同的脑区激活。内隐觉察的研究虽然取得了丰富的成果,但也还存在着一些需要明确和解决的问题,如左侧前额叶在内隐觉察中的作用,以及如何将没有视觉干扰的范式应用到变化觉察的神经活动测量中等。     

The effect of display timing on change blindness in pigeons (Columba livia)

Change blindness is a phenomenon in which even obvious changes in a visual scene may go unnoticed. Recent research has indicated that this phenomenon may not be exclusive to humans. Two experiments investigated change blindness in pigeons, using a variant of the widely‐used flicker task to investigate the influence of display timing on change blindness. Results indicate that the duration of time during which a stimulus display is visible influences change detection accuracy, with the effect due to additional search time. The results are discussed in relation to the value of comparative cognition and cross‐species investigations of behavior.     

Infinitary Belief Revision

This paper extends the AGM theory of belief revision to accommodate infinitary belief change. We generalize both axiomatization and modeling of the AGM theory. We show that most properties of the AGM belief change operations are preserved by the generalized operations whereas the infinitary belief change operations have their special properties. We prove that the extended axiomatic system for the generalized belief change operators with a Limit Postulate properly specifies infinite belief change. This framework provides a basis for first-order belief revision and the theory of revising a belief state by a belief state.     

Can the Dead be Brought into Disrepute?

Queen Christina of Sweden was unconventional in her time, leading to hypotheses on her gender and possible hermaphroditic nature. If genetic analysis can substantiate the latter claim, could this bring the queen into disrepute 300 years after her death? Joan C. Callahan has argued that if a reputation changes, this constitutes a change only in the group of people changing their views and not in the person whose reputation it is. Is this so? This paper analyses what constitutes change and draws out the implications to the reputation of the dead. It is argued that a reputation is a relational property which can go through changes. The change is “real” for the group changing their views on Queen Christina and of a Cambridge kind for the long dead queen herself. Cambridge changes result in new properties being acquired, some of which can be of significance. Although the dead cannot go through any non-relational changes, it is possible for the dead to change properties through Cambridge changes. In this sense changes in reputation do affect the dead, and thus Queen Christina can acquire a new property, in this case possibly a worse reputation.     

Putting the system back into systems change: a framework for understanding and changing organizational and community systems

Systems change has emerged as a dominant frame through which local, state, and national funders and practitioners across a wide array of fields approach their work. In most of these efforts, change agents and scholars strive to shift human services and community systems to create better and more just outcomes and improve the status quo. Despite this, there is a dearth of frameworks that scholars, practitioners, and funders can draw upon to aid them in understanding, designing, and assessing this process from a systemic perspective. This paper provides one framework--grounded in systems thinking and change literatures--for understanding and identifying the fundamental system parts and interdependencies that can help to explain system functioning and leverage systems change. The proposed framework highlights the importance of attending to both the deep and apparent structures within a system as well as the interactions and interdependencies among these system parts. This includes attending to the dominant normative, resource, regulative, and operational characteristics that dictate the behavior and lived experiences of system members. The value of engaging critical stakeholders in problem definition, boundary construction, and systems analysis are also discussed. The implications of this framework for systems change researchers and practitioners are discussed.     

Translating Dispositional Resistance to Change to the Culture Level: Developing a Cultural Framework of Change Orientations

A fundamental societal challenge is to balance the desire for growth, development, and progress on the one hand and the need for stability and maintenance of the status quo on the other. To better understand how societies deal with this challenge we employ the personality trait of dispositional resistance to change to conceptualize and empirically establish the concept of cultural change orientation. With data from individuals in 27 countries (N = 6487), we identify three culture‐level change orientation dimensions (routine seeking, affective reactance, and cultural rigidity) and interpret their meaning through their relationships with established cultural frameworks (e.g. GLOBE, Hofstede, Inglehart, and Schwartz). We thus propose a new culture‐level framework and test hypotheses about relationships between change orientation dimensions and national indexes of economic, technological, social, and environmental change. Our findings demonstrate meaningful differential relationships between the three change orientation dimensions and these societal outcomes. Copyright © 2018 European Association of Personality Psychology     

On the base-free measure of change proposed by Tucker,Damarin and Messick

Tucker, Damarin and Messick proposed a base-free measure of change which involves the computation of residual scores that are uncorrelated with true scores on the pretest. The present note discusses this change measure and demonstrates that, because of an incorrect derivation by the authors, properties they attribute to (the coefficient for the regression of true scores from the second testing on true scores from the first testing) are, in fact, properties ofb, the ordinary regression coefficient. A correct derivation of the initial position—change correlation in terms of is obtained, and Tucker et al.'s discussion of the law of initial values is reconsidered.The preparation of this paper was supported by the Learning Research and Development Center supported in part as a research and development center by funds from the National Institute of Education.     

Personality change goals and plans as predictors of longitudinal trait change in young adults: A replication with an Iranian sample

Goals and plans for changing one’s personality traits have been found to be commonly held, particularly in young adults. Evidence for whether such goals and plans can predict actual trait change is mixed. The current study replicated and extended the methodology of a previous study to investigate whether trait change goals and plans predict change over a year in a sample of Iranian students. It was found that goals and plans before and after the 12-month period predicted longitudinal change in Openness to Experience, but no association was found for other traits. To explore whether this relationship between goals and change in Openness to Experience is replicable, further research with samples of differing ages and cultures is needed.