中国劳动心理学概况

列宁称为“資产阶級剝削底最巧妙的殘酷手段”和“最丰富的科学成就”的太罗制,关于它的主要著作的中譯本在1916年出版以后,資本主义国家的“应用心理学”、“工业心理学”陆續被介紹到我国来。这类介紹性的文章在1934—1936年的一段时間內数量最多。一部分心理学者抱着“工业救国”的心腸(这是民族資产阶級的立場)提倡“工业心理学”以为它对发展工业会有所帮助。另一部分人則有意識地企图用它为官僚資本剝削和     

INDUSTRIAL PSYCHOLOGY IN FRANCE

The current status of French industrial psychology is evaluated. Within the social and economic context of contemporary France, varying ideologies and scarce resources have created a gap between applied and academic industrial psychology. Personnel practices and systems and organizational research are noted.     

TRAINING IN PSYCHOLOGY IN THE UNITED STATES

Psychologists abroad often ask about the system of training psychologists in the United Stales, as If the United States had a formal system laid down by the government or by a centralized educational authority, as is the ease in many other countries. This article was originally drafted to provide information to psychologists abroad about the diversity and variety of training in the U.S., but it is published here in the hope that it will also be informative and interesting to American psychologists as well as to our colleagues in other countries.     

中国劳动心理学三十年

一 西方的工业心理学从本世纪初开始被介绍到中国来,在30年代中期,有关这类文章的介绍为数渐多,同时也有些心理学家从事过为数不多的研究。但由于当时西方的工业心理学既不为厂主所重视,更不受工人群众的欢迎,所以长期以来,工业心理学没有在中国的土壤里生根发芽。     

技能訓練的几个問題

自从1958年以来,我們对工业生产中的技工培訓、創造革新和改进操作方法等問題进行了一些調查訪問和研究工作,涉及不同性貭的企业和不同工种,遇到了不少心理学問題。技能問題是其中之一。技工培訓的主要內容当然是技能訓练問題,而操作方法、劳动組織、劳动工具的任何改进,对于技能的掌握、改造和提高也都会发生一定影响,它們間接地联系到技能訓练問題。本文仅就我們所遇到的有关技能訓练的几个主要問題談談我們的做法和看法。     

QUESTIONING THE EFFECTIVENESS OF BEHAVIOR MODELING TRAINING IN AN INDUSTRIAL SETTING1

The intention of this study was to improve behavioral modeling's effectiveness by substituting managers for professional trainers and to evaluate the effect on 44 male supervisors using Kirkpatrick's four levels of evaluation: reaction, learning, behavior on the job, and performance. Twenty-two supervisors were trained with six behavior modeling modules and the effect was compared to a control group consisting of 22 supervisors. The research also examined the effects of trainees’ self-esteem and the perceived power of the trainers. The results showed that behavior modeling resulted in favorable reactions and an increase in learning, but did not produce behavior change on the job, or improved performance results. Power and self-esteem did not moderate the training effectiveness. The findings are compared with previous behavior modeling research. The discussion concludes with a recommendation for researchers to identify more complete theoretical models which explain behavioral change on the job (e.g., Maltz's theory of psycho-cybernetics) as opposed to relying solely on Bandura's social learning theory.     

STATE OF SCIENCE IN INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY: A REVIEW OF SELF-REPORTED LIMITATIONS

This study investigated self-reported limitations of published papers as an alternative and novel operationalization of the state of science of industrial and organizational (I-O) psychology. A content analysis was conducted of the reported limitations in every I-O psychology articles published in the Academy of Management Journal, the Journal of Applied Psychology, and Personnel Psychology between 1995 and 2008 (N= 2,402). Articles were coded for the number and types of limitations reported, characteristics of the research design, and topic area. Threats to internal validity were the most often reported limitations. In addition, variations were detected in the reporting of limitations over time, indicating a subtle but steady shift in the focus of I-O psychology research. Implications of these results for the science and practice of I-O psychology and for the use of self-reported limitations in scientific communication are discussed.