反思自我评价的性质

反思自我评价是指个体对于他人如何看待自己的知觉;它对自我概念、种族认同的形成起着重要作用。反思自我评价并不完全准确,它受熟悉性,自尊水平等多种因素的影响。关于反思自我评价的形成,目前主要有三种理论：直接观察模型、他人反馈模型和自我理论模型。由于中西方在文化、社会和历史背景上的不同,应加强建构适合我国文化背景的反思自我评价理论;另外,也应加强对反思自我评价研究的应用探讨。     

Self-Esteem and threats to self: implications for self-construals and interpersonal perceptions.

In 4 studies, the authors examined interpersonal perceptions as a function of self-construals and ego threats for those with high and low self-esteem. Previous research (T. F. Heatherton & K. D. Vohs, 2000a) found that after threat, high self-esteem people were rated as less likable by an unacquainted dyad partner, whereas low self-esteem people were rated as more likable. Study I showed that after threat, high self-esteem people seek competency feedback, whereas low self-esteem people seek interpersonal feedback. Study 2 showed that high self-esteem people become more independent after threat, whereas low self-esteem people become more interdependent. Study 3 linked differences in independence versus interdependence to interpersonal evaluations. Study 4 found that differences in independent and interdependent self-construals statistically accounted for differences in likability and personality perceptions of high and low self-esteem people after threat. Thus, the combination of threat and self-esteem alters people's focus on different self-aspects, which consequently leads to different interpersonal appraisals.     

Self-compassion and reactions to unpleasant self-relevant events: the implications of treating oneself kindly

Five studies investigated the cognitive and emotional processes by which self-compassionate people deal with unpleasant life events. In the various studies, participants reported on negative events in their daily lives, responded to hypothetical scenarios, reacted to interpersonal feedback, rated their or others' videotaped performances in an awkward situation, and reflected on negative personal experiences. Results from Study 1 showed that self-compassion predicted emotional and cognitive reactions to negative events in everyday life, and Study 2 found that self-compassion buffered people against negative self-feelings when imagining distressing social events. In Study 3, self-compassion moderated negative emotions after receiving ambivalent feedback, particularly for participants who were low in self-esteem. Study 4 found that low-self-compassionate people undervalued their videotaped performances relative to observers. Study 5 experimentally induced a self-compassionate perspective and found that self-compassion leads people to acknowledge their role in negative events without feeling overwhelmed with negative emotions. In general, these studies suggest that self-compassion attenuates people's reactions to negative events in ways that are distinct from and, in some cases, more beneficial than self-esteem.     

Significant others and self-esteem: methods for determining who and why

The early work of Cooley (1912) established the importance of the appraisals of significant others in the development of self-esteem. Subsequent research identified parents and peers as significant others and offered some dimensions of significance. Much of this work utilized researchers' assumptions that there is a common basis for self-esteem and a standard set of significance dimensions. This paper reports the results of a series of questions posed to children and youths to determine the verbal and nonverbal behaviors that "earn" significance. Their qualitatively rich responses demonstrated the effectiveness of the format and procedures with groups of different ages, cultures, and ethnic backgrounds. Data could be categorized meaningfully in regard to who is significant, what they do or say, how this impacts on self-esteem, and how subjects react to this feedback. Evaluation indicates that this exploratory methodology elicits valuable information which adults can use in order to have a significant influence on the self-esteem of children. The methodology also raises additional questions and indicates the direction of future research.     

Reactions to Interpersonal Evaluative Feedback1

Self-enhancement approaches to self-concept provide a perspective for identifying motivational factors likely to be affected by interpersonal evaluative feedback. The main hypothesies were that in contrast to positive feedback, negative feedback would lead to higher self-esteem, lower perceptions of task importance, and lower perceptions of control over an evaluator's reactions. Students received a lesson on solving analogies from a teacher (confederate), and then took a test on analogies. After reviewing the student's test, the teacher conveyed either positive feedback, negative feedback, or no feedback. Consistent with a self-enhancement perspective, recipients of negative feedback increased their global self-esteem, placed less importance on succeeding at the task, and felt less control over the teachers' reactions. Implications for understanding the role of interpersonal evaluative feedback in motivation and self-esteem, and self-enhancing responses to threats more generally are discussed.     

When depression breeds contempt: reassurance seeking, self-esteem, and rejection of depressed college students by their roommates.

To test Coyne's (1976b) theory of depression, students' levels of depressive symptoms, reassurance seeking, and self-esteem were assessed at Time 1, and their same-gender roommates' appraisals of them were assessed 5 weeks later. Mildly depressed students engaged in the type of reassurance seeking described by Coyne. Among men, but not women, mildly depressed students were rejected if they strongly sought reassurance and had low self-esteem but not if they did not seek reassurance or had high self-esteem. Although induction of depressed symptoms in roommates did occur, this contagion effect did not account for the depression-rejection relationship. The prediction that unsupportive, intolerant, or unempathic others would be particularly likely to respond with rejection to reassurance-seeking depressed students with low self-esteem received partial support. Implications for future work on the interpersonal aspects of depression are discussed.     

Maintaining One's Self-Image Vis-à-Vis Others: The Role of Self-Affirmation in the Social Evaluation of the Self

Three studies examined how people maintain their self-images when they face threat to interpersonal aspects of the self. In Studies 1 and 2, we found evidence that low self-esteem people lower their estimates of their performance when they expect immediate feedback in order to protect themselves from the interpersonal threat inherent in such feedback, and that self-affirmation reduces this tendency among low self-esteem people. In Study 3, we found that when people are self-affirmed they are more likely to engage in upward social comparisons and less likely to engage in downward social comparisons. Together these findings suggest that people can cope with threats to interpersonal aspects of the self by affirming other important aspects of the self.     

Projective identification: Pros and cons. An essay review of Samuel Slipp,the technique and practice of Object Relations Family Therapy

This paper is a critical appraisal of Samuel Slipp's book on Object Relations Family Therapy (ORFT), which uses the concept of projective identification as a central thesis in explaining interpersonal influence. Slipp's book is praised for its excellent review of the literature of object relations theory and the major schools of family therapy, classification of families according to complementary projections, and revealing case material. Interpersonal-Systemic (I-S) theory and methodology with its use of the concepts of empathy, interpersonal influences, search for intimacy, maintenance of self-esteem, selective inattention, and reflected appraisals is offered as an alternative view to projective identification.     

The impostor phenomenon: self-perceptions, reflected appraisals, and interpersonal strategies

Three studies tested theoretical assumptions regarding the impostor phenomenon. In Study 1, participants completed measures of impostorism, rated themselves, and indicated how they thought other people regarded them. Contrary to standard conceptualizations of impostorism, high impostors were characterized by a combination of low self-appraisals and low reflected appraisals. Study 2 was an experiment designed to determine whether the behaviors associated with the impostor phenomenon are interpersonal strategies. Participants were told that they were expected to perform either better or worse than they had previously predicted on an upcoming test, then expressed their reactions anonymously or publicly. High impostors expressed lower performance expectations than low impostors only when their responses were public. When expectations for performance were low, participants high in impostorism responded differently under public than private conditions. Study 3 examined the possibility that high scores on measures of impostorism may reflect two types of impostors--true impostors (who believe that others perceive them too positively) and strategic impostors (who only claim that they are not as good as other people think). The results did not support this distinction; however, evidence for the strategic nature of impostorism was again obtained. Although people may experience true feelings of impostorism, these studies suggest that the characteristics attributed to so-called impostors are partly interpersonal, self-presentational behaviors designed to minimize the implications of poor performance.     

Trait interpersonal vulnerability attenuates beneficial effects of constructive criticism on failure responses

The extant literature on interpersonal criticism suggests that relative to destructive criticism, constructive criticism significantly minimizes the injurious psychological aftermath people experience after failure. However, we propose the possibility that for some people, these psychological benefits of constructive criticism are less apparent. Specifically, we hypothesized that for people high in trait interpersonal vulnerability, a construct marked by maladaptive cognitive‐emotional responses in interpersonal contexts and/or by dysfunctional relational concerns, effects of constructive (vs. destructive) criticism on reduced maladaptive appraisals will diminish, and this diminution of reduced maladaptive appraisals will predict downstream effects on worsened post‐failure mood. An experiment had a college sample (N = 349) complete four instruments represented under an interpersonal vulnerability construct (IVC). Next, participants imagined failing in various domains and receiving subsequent feedback from emotionally important others. Feedback type was manipulated to typify either destructive criticism or constructive criticism. Finally, participants provided ratings of maladaptive appraisals and post‐failure mood. Latent variable path modelling supported hypotheses. Effects of constructive (vs. destructive) criticism on reduced maladaptive appraisals (namely, shame proneness) diminished as IVC increased, which predicted worsened post‐failure mood. Findings have implications for multidisciplinary theoretical perspectives relevant to interpersonal vulnerability and offer practical considerations for clinicians working with vulnerable clients.     

Destructive Criticism Revisited: Appraisals,Task Outcomes,and the Moderating Role of Competitiveness

Destructive criticism is negative feedback that is inconsiderate in style and content, which exists at the intersection of performance feedback and interpersonal mistreatment. The current research integrates these literatures with an investigation of the effects of destructive versus constructive criticism from a co‐worker on recipients' relational appraisals, emotions, and task outcomes. Drawing from theorising about cognitive appraisals after personal affronts, we first propose that those who experience destructive criticism are more likely than those who experience constructive criticism to (a) perceive that the feedback‐giver intended to harm them, (b) blame the feedback‐giver, (c) distrust the feedback‐giver, and (d) feel anger. Second, with regard to task‐related outcomes, we extend research on trait moderators of feedback responses to the study of destructive criticism. We draw from feedback intervention theory ( Kluger & DeNisi, 1996 ) regarding how feedback may alter the locus of attention to be either self‐ or task‐focused, and investigate a trait that may shift one's attention to the self after destructive criticism. Specifically, we proposed that trait competitiveness—i.e. a desire to win over others—interacts with type of criticism to predict task‐related outcomes. The results of two experiments—a scenario study and a behavioral experiment—provide support for our arguments.     

The effects of self-esteem and ego threat on interpersonal appraisals of men and women: a naturalistic study

A naturalistic study examined the effects of self-esteem and threats to the self on interpersonal appraisals. Self-esteem scores, ego threat (operationalized as a substantial decrease in self-esteem across an average of 9 months), and their interaction were used to predict likability and personality perceptions of college men and women. The results revealed a curvilinear function explaining likability: Moderate to low self-esteem men and women were higher in likability when threatened, whereas high self-esteem men were seen as less likable when threatened. Personality ratings indicated that high self-esteem men and women who were threatened were rated highest on Antagonism (i.e., fake, arrogant, unfriendly, rude, and uncooperative). Mediational analyses revealed that differences in Antagonism statistically accounted for differences in likability. These patterns are interpreted with respect to gender and time in interpersonal perceptions as well as naturalistic versus laboratory investigations.     

The role of unstable self-esteem in the appraisal of romantic relationships

The relationship appraisals of individuals with stable and unstable forms of self-esteem were examined in two studies using undergraduate participants. Study 1 (N = 166) used indicators of relationship closeness and satisfaction whereas Study 2 (N = 125) examined relationship commitment. Across both studies, men with unstable high self-esteem reported more positive views of their relationships than other individuals. We believe that the fragile nature of their feelings of self-worth may have motivated these men to appraise their relationships positively in an effort to maintain and enhance their own tenuous feelings of self-worth. These findings suggest that men with unstable high self-esteem may use their romantic relationships to regulate how they feel about themselves.     

The Effects of Occupational Conditions and Individual Characteristics on the Importance of Self-Esteem Sources in the Workplace

Social-psychological theory regarding self-esteem formation posits three primary sources of self-evaluative information: reflected appraisals, social comparisons, and self-perceptions. This article explores how characteristics of the situation and of the individual affect the importance attached to each of these potential sources of self-esteem in the workplace. Survey data from workers (N = 250) in five work organizations were used to examine how the occupational conditions of routinization, control, interaction demands, and job prestige affected the importance of these sources of self-evaluative information. The effects of age, sex, self-esteem, and work enjoyment—as individual characteristics—were also examined. It was found that interaction demands on the job significantly increased the importance attached to self-perceived competence and social comparisons as sources of self-esteem and that self-perceived competence was more important to women than men.     

师范生对教学能力的自我评价、他人评价和反射性评价的关系研究

通过对36名师范生进行问卷调查,考察师范生在教学反思过程中对教学能力的自我评价、他人评价和反射性评价之间的关系。结果发现,在对教学能力的评价中：（1）师范生的自我评价和反射性评价显著低于他人评价;（2）相对于具体他人,泛化他人评价和泛化反射性评价对个体自我评价的影响更大;（3）自我评价与他人评价存在中低相关,而与反射性评价存在中高相关;（4）反射性评价在他人评价和自我评价之间起着完全中介作用。本研究表明,师范生对教学能力的自我评价、他人评价和反射性评价并不完全一致,他人评价通过反射性评价间接影响个体的自我评价。     

The Influence of a Manager's Own Performance Appraisal on the Evaluation of Others

This study examined the possibility that the performance appraisal process is affected by a pervasive and inherent effect that has heretofore been unidentified. This effect derives from the results of the performance appraisal most recently performed on the manager who subsequently conducts appraisals of others. The nature of this effect was examined in four studies. In a case study, the ratings received by two area coordinators in a university academic department affected their subsequent ratings of faculty. In a simulation, 30 managers received hypothetical feedback regarding their own job performance. The managers subsequently evaluated an employee on videotape. Managers who received positive feedback about their performance subsequently rated the employee significantly higher than managers who received negative feedback regarding their own performance. This occurred despite the fact that the managers knew the evaluation of them was bogus. The results of two follow‐up field studies involving 74 manager–employee dyads in a manufacturing company in Canada and 39 manager–subordinate dyads in a retail organization in Turkey are consistent with the view that one's own performance appraisal is related to the subsequent appraisal of one's subordinates. Both anchoring with insufficient adjustment and a mood induction may explain this effect, but the results are more consistent with the former explanation than the latter.     

Peer-group affiliation and adolescent self-esteem: an integration of ego-identity and symbolic-interaction theories

To evaluate expectations derived from ego-identity theory and symbolic-interaction theories about the association between self-concept and peer-group affiliations in adolescence, we examined the self-esteem of 221 7th through 12th graders associated by peers with one of five major school crowds and 106 students relatively unknown by classmates and not associated with any school crowd. Among crowd members, self-esteem was directly related to the position of one's crowd in the peer-group status hierarchy (based on both peer-rated and self-perceived crowd affiliation). Outsiders' self-esteem differed in relation to the accuracy of their reflected appraisal of and the salience they attached to crowd affiliation. Crowd members as a whole exhibited higher self-esteem than outsiders as a whole. Differences, however, were mediated by crowd status, salience of crowd affiliation, and the accuracy of reflected appraisals. An adequate interpretation of the findings required an integration of Festinger's (1954, 1957) social comparisons and cognitive-dissonance theories, Cooley's (1902) notions of reflected appraisal, and Newman and Newman's (1976) extrapolations from ego-identity theory.     

Racial identity and reflected appraisals as influences on Asian Americans' racial adjustment

J. E. Helms's (1990) racial identity psychodiagnostic model was used to examine the contribution of racial identity schemas and reflected appraisals to the development of healthy racial adjustment of Asian American university students (N = 188). Racial adjustment was operationally defined as collective self-esteem and awareness of anti-Asian racism. Multiple regression analyses suggested that racial identity schemas and reflected appraisals were significantly predictive of Asian Americans' racial adjustment. Implications for counseling and future research are discussed.