情绪对饮食行为的影响

人类的饮食行为受到诸多因素的影响, 包括生理因素、心理因素及社会文化因素等, 其中情绪对饮食行为的影响日益受到研究者的重视, 这种影响一般表现为摄入量的多少和食物(热量)的选择。通过探讨不同情绪下临床和非临床个体食物摄入量的表现, 总结发现消极情绪导致个体暴饮暴食的可能更大。积极情绪影响下的饮食行为的研究结果则存在分歧: 生理角度解释为积极情绪能够促进个体的享乐机制, 导致进食行为增加; 而自我控制理论则认为积极情绪增加了个人资源以抵制美食诱惑。此外, 进一步探讨了情绪影响下饮食行为的神经生理机制。未来在饮食相关的临床研究和治疗上, 需要对情绪影响下的饮食行为有更深入的神经机制方面的探究。     

成熟对青春期型反社会行为的影响

Moffitt的反社会行为发展理论将反社会行为分为两种类型, 即终身型和青春期型, 其中, 青春期型反社会行为在青少年群体中发生的频率更高, 它一般在青春期早期产生, 在青春期晚期或成年期早期结束, 青春期个体的发育成熟会对青春期型反社会行为产生影响。成熟包括生理成熟和心理成熟两方面, 生理成熟或心理成熟的单独影响和共同影响均从不同角度解释了青春期型反社会行为的产生、发展和停止：生理成熟对青春期型反社会行为具有发展和强化作用; 心理成熟对青春期型反社会行为具有减缓和削弱作用; 生理成熟与心理成熟的交互作用减弱或强化了青春期型反社会行为; 生理成熟与心理成熟之间的成熟差距抑制了青春期型反社会行为。未来的研究还需就拓展不同类型成熟的研究、改进成熟度的计算方法、结合青少年成熟特点进行有针对性干预等方面进行更多的尝试和探索。     

The influence of unionization on job satisfaction and work perceptions

Unionized and nonunionized processing employees were compared on their perceptions of job characteristics and different facets of satisfaction. In addition, the relationship between job characteristics and job satisfaction were compared for unionized and nonunionized samples. Jobs generally were not significantly different in relation to job challenge for the two groups, but nonunionized employees reported higher levels of some satisfaction measures. The correlations between job characteristics and job satisfaction were stronger in the unionized sample. Implications of the present results and suggestions for further research are discussed.This article is based on research presented at the meeting of the Industrial Relations Research Association at Chicago, December, 1987.The author would like to thank James Martin for his help on this project.     

权力和地位对信任行为的影响

采用两个实验探讨了权力和地位对信任和不信任行为的影响。实验1首先通过角色分配法操纵被试的权力感(高vs.低),然后采用信任和非信任博弈任务来测量被试的信任和不信任行为。结果发现,在信任行为上,高权力者比低权力者存在更低的信任水平;但在不信任行为上,二者不存在显著差异。实验2同时操纵被试的权力和地位水平,探索二者对信任和不信任行为的影响。结果发现:在信任行为上,高权力者比低权力者存在更低的信任水平,与之相反,高地位者比低地位者存在更高的信任水平,并且权力和地位的交互作用不显著;而在不信任行为上,权力和地位的效应均不显著。该研究结果说明,(1)权力负向影响信任行为,而地位正向影响信任行为;(2)权力和地位对信任的影响是独立的。     

The influence of Kantor's interbehavioral psychology on behavior analysis

The contributions of J. R. Kantor and his system of interbehavioral psychology to the field of behavior analysis are examined. Two sources of information served to organize this investigation: (1) the historical record as described in the literature and (2) the results of a questionnaire survey sent to past and present editorial board members of the Journal for the Experimental Analysis of Behavior, the Journal of Applied Behavior Analysis, and Behaviorism. The outcome of this investigation showed that Kantor has had a broader influence than might heretofore have been recognized. More importantly, contemporary behavior analytic research and theory are evolving in directions either influenced by, or consonant with, his approach. We conclude that Kantor's interbehavioral psychology and his writings offer an important and valuable source of ideas and concepts for the future of behavior analysis.     

The influence of psychological flexibility on work redesign: mediated moderation of a work reorganization intervention

This quasi-experiment tested the extent to which an individual characteristic, psychological flexibility, moderated the effects of a control-enhancing work reorganization intervention in a call center. Results indicated that, compared with a control group, this intervention produced improvements in mental health and absence rates, particularly for individuals with higher levels of psychological flexibility. Findings also showed that these moderated intervention effects were mediated by job control. Specifically, the intervention enhanced perceptions of job control, and hence its outcomes, for the people who received it, especially for those who had greater psychological flexibility. Discussion highlights the benefits of understanding the processes (e.g., mediators, moderators, and mediated moderators) involved in work reorganization interventions.     

The social context of undermining behavior at work

We developed a fairness theory perspective to explain the experience of being “singled out” for social undermining from supervisors and coworkers, and tested our predictions across four distinct social contexts. We argued and predicted that attitudinal and behavioral reactions to undermining (from supervisors and coworkers) would be strongest when a correspondingly low level of undermining was found in the social context. The hypothesized cross-level interaction was supported for supervisor and coworker undermining among a sample of officers from the national police force in the Republic of Slovenia (Study 1), replicated for supervisor undermining among soldiers in the US National Guard (Study 2), and further replicated with group-member undermining among a sample of individuals working in student teams (Study 3). We then predicted that justice perceptions would mediate the singled out interaction and tested the mediated-moderation model in a coworker-network context among employees of a restaurant chain (Study 4). The results substantially supported the mediation prediction. These findings from diverse settings demonstrate that considering the social context is important when trying to understand the effects of social undermining behaviors at work.     

The noneffects of contingent reinforcement for attending behavior on work accomplished

Past studies have shown that disruptive behavior can be eliminated and attending behavior accelerated in an academic setting. The relationship between these behaviors and academic performance is not well understood. The effects of behavioral and performance contingencies on classroom behavior and on academic performance were investigated. The subjects, third-grade students from an inner city elementary school, were exposed to a series of conditions including baseline, behavior contingencies, performance contingencies, and a mix of behavior and performance contingencies using a reversal design. The students worked 100 randomly selected mathematics problems for 20 minutes each day during each period. Behavioral contingencies improved attending and decreased disruptions but did not improve performance. Performance contingencies increased per cent correct problems but attending declined and disruptions increased. The combined contingencies increased both performance and attending. The experiment was replicated with another class of children varying the sequence of conditions and the amount of token reinforcement that could be earned. The findings emphasized the importance of designing specific contingencies for specific target behaviors. Behavioral contingencies did not have the positive effect on performance often implied, nor were performance contingencies alone able to maintain acceptable classroom behavior.     

羞耻情绪对欺骗行为的影响：自我控制的作用

本文通过4个实验考察羞耻情绪对欺骗行为的影响, 并进一步探讨这一影响存在的条件及其机制。实验1考察羞耻情绪对欺骗的影响, 结果发现羞耻组的欺骗行为和欺骗倾向显著低于控制组。实验2将羞耻分为道德失范和能力不足两种情景, 考察羞耻对欺骗产生影响的条件, 结果发现, 道德失范羞耻组的欺骗行为显著低于能力不足羞耻组和控制组。实验3a考察道德失范所引发的羞耻对自我控制资源的影响, 结果发现, 羞耻情绪诱发组的自我控制任务成绩显著高于未诱发组。实验3b考察自我控制资源在羞耻情绪影响欺骗行为中的作用, 结果发现, 自我控制资源在羞耻情绪影响欺骗的过程中起完全中介作用。这些研究结果表明, 当个体的羞耻情绪由道德失范而诱发时, 会遏制其欺骗行为的产生; 羞耻情绪对欺骗行为的影响机制可能是: 感受到羞耻的个体, 为恢复和保护受损的道德自我, 通过调集更多自我控制资源的方法影响欺骗行为的出现。     

The relationship of GMA to counterproductive work behavior revisited

Recent research reported that general mental ability (GMA) predicted counterproductive work behavior (CWB), whereas some previous studies failed to find such a relationship. We tested occupational homogeneity of the sample and criterion measurement as two potential explanations for these inconsistencies. Study 1 replicated major design features of one previous study, which found no GMA–CWB relation in a heterogeneous sample, with occupationally homogeneous groups. Results confirmed previous null findings, indicating no effect of sample homogeneity. In Study 2, using a controlled laboratory setting, GMA was again unrelated to self‐reported CWB, but partially predicted observed CWB negatively. Combined findings suggest that GMA is consistently unrelated to CWB self‐reports but may predict objectively measured CWB independently of the likelihood of being caught. Copyright © 2009 John Wiley & Sons, Ltd.     

The influence of power and solidarity on emotional display rules at work

This study examined the influence of two interpersonal relationship dimensions, relative power and solidarity (closeness), on the emotional display rules that employees report they would adopt in work situations in which they felt happiness or anger. Results demonstrated that display rules involved more control over emotional expressions (i.e., more deamplification and masking of emotion and less expressing and amplification of emotion) when the interaction partner had higher relative power compared to when the interaction partner had equal or lower relative power. This pattern of results was present for both happiness and anger, though the effects were larger for anger. Display rules also involved more control when the interaction partner was low in solidarity compared to when the interaction partner was high in solidarity, with this effect being similar in magnitude for anger and happiness.     

Relating different perspectives on how outcomes of behavior influence behavior

Many researchers have tackled the question of how behavior is influenced by its outcomes. Some have adopted a nonmechanistic (functional) perspective that attempts to describe the influence of outcomes on behavior. Others have adopted a mechanistic (cognitive) perspective that attempts to explain the influence of outcomes on behavior. Orthogonal to this distinction, some have focused on the influence of outcomes that a behavior had in the past, whereas others also consider the influence of outcomes that a behavior might have in the future. In this article, we relate these different perspectives with the goal of reducing misunderstandings and fostering collaborations between researchers who adopt different perspectives on the common question of how behavior is influenced by its outcomes.     

批判性思维对中国人创新观念与行为的影响

批判性思维是指个体基于良好判断、使用恰当的评估标准对事物的价值进行评估和思考的过程。尽管心理学家对它的研究时间并不长,但对这个概念的探索却从启蒙运动时代的笛卡尔就开始了。笛卡尔认为人们的很多知识都是建构在错误的基础上的,所以为了追求真理,最好的方法就是对现有的观念和认知统统加以怀疑,怀疑后才会发现并解决问题,从而达到促进知识发展和寻找确定性的目标,这种怀疑和质疑正是批判性思维的本质。Ennis、Facione等从20世纪80年代中期开始用心理学的方法确定了西方人批判性思维的特征,并从批判性分析能力、思维开放性和运用批判性思维倾向性三个方面衡量批判性思维。本研究计划包括4个系列实验:研究1是确立中国人批判性思维的结构;研究2是探讨智力、批判性思维与大学生创造力的关系;研究3是探究批判性思维与知识型员工创新之间的关系;研究4是通过对批判性思维的干预提升中国人的创新能力。通过这一系列的研究,找到批判性思维影响创新的机制,以及智力到创新行为之间的作用路径,从而使我们更好地理解培养批判性思维的价值,为党的十八大提出的万众创新提供理论支持。     

时间洞察力对成瘾行为的影响及其机制

成瘾行为给个体和社会带来了严重的危害。对成瘾人群时间洞察力的研究成为探讨成瘾行为产生和发展的一个新的视角。过去消极、现在享乐和现在宿命时间洞察力取向的个体更可能出现成瘾行为, 而未来时间洞察力取向则是成瘾行为的一个保护性因素, 它不仅可以减少成瘾行为的发生, 也有利于成瘾行为的康复。从自我调节, 冲动性决策等行为机制和前额叶的神经机制方面可以帮助我们深入理解时间洞察力对成瘾行为的影响。未来研究可以进一步探讨不同成瘾行为者时间洞察力的一致性与特异性; 采用纵向研究方法探讨成瘾者时间洞察力的动态变化过程; 对成瘾者的洞察力进行干预, 增加成瘾者的未来时间洞察力, 减少其过去消极和现在时间洞察力取向来帮助成瘾者实现时间洞察力的平衡, 从而提高其戒断效果。