心理韧性研究诸进路

心理韧性研究自发轫至今出现了若干可供遵循的进路, 主要有：以人为中心模型、以变量为中心模型、时间路径模型和因素-过程模型等。以人为中心进路围绕“人”开展研究, 将甄别出的心理韧性者与非韧性者及未经历严重压力/逆境者进行比较, 尝试理解心理韧性的由来。以变量为中心进路则聚焦于压力/危险逆境指标、心理韧性相关因子及心理社会发展功能指标, 经由分析这些变量的关系以探寻和推测心理韧性发展的机制。时间路径进路专注于时间进程, 追踪研究对象在严重压力/逆境开始前后到相当长一段时期心理社会功能变化过程特点, 以解读人类压力/逆境适应系统的运作特征及其功能差异, 推断心理韧性发展的过程及机制。因素-过程整合进路则以生态系统理论为指导, 兼顾因素与过程, 尝试提供一个更具研究指导性的心理韧性整合模型和一套机制解释策略基准框架。诸心理韧性研究进路各有侧重, 互有长短, 研究者对之了然于胸将有助于选择适切的研究设计与分析策略, 取长避短, 从而提高研究揭示效力。     

家庭韧性对抑郁的影响：个体心理韧性的部分中介作用

为考察家庭韧性和个体心理韧性对个体抑郁的影响以及二者的关系,本研究运用家庭韧性量表、个体心理韧性量表和流调中心用抑郁量表对301名被试进行问卷调查。结果发现家庭韧性与个体心理韧性显著正相关,二者与抑郁均存在显著负相关。多元逐步回归分析发现家庭韧性及个体心理韧性均对抑郁有显著预测力,共同解释了变异量的28.6%。以抑郁为结果变量,构建以家庭韧性和个体心理韧性为预测变量的中介模型,检测结果显示中介模型拟合良好,个体心理韧性在家庭韧性与抑郁之间起到部分中介作用。因此,家庭韧性既可以直接负向预测抑郁,也可以通过提升个体心理韧性负向预测抑郁。     

大学生职业成熟度研究述评

大学生处于职业发展的一个特殊阶段,职业成熟度是评价大学生职业心理发展水平的一把标尺。大学生职业成熟度理论基础主要有Super的职业终身发展观、Crites的职业成熟理论、Westbrook的认知职业成熟观和国内大学生职业成熟度七维模型。当前大学生职业成熟度已在人口学变量上进行了广泛的研究,今后的研究去向将更进一步呈现本土化趋势,采用质的研究和量的研究相结合的方法,就大学生职业成熟度与个体的认知、人格和情绪关系展开讨论。     

国内外职业承诺研究述评

从职业与事业的区别入手,对国内外职业承诺的概念、常用的几种职业承诺量表、职业承诺形成过程以及相关模型、前因与后果变量等方面的已有研究进行回顾和分析。研究发现,职业承诺与一些重要的效果变量有比较显著的关系,如职业满意度、工作投入、工作绩效等。文章最后指出了目前存在的问题及今后努力研究的方向,如现有的职业承诺概念比较凌乱,测量工具虽然多数是参照国外的重新编制,但其适用范围比较狭窄,因此需要对职业承诺的概念进行重新整合,职业承诺量表也需要对其在信效度指标上进行深入探索     

青少年人格、人口学变量与主观幸福感的关系模型

采用分层随机抽样的方法,抽取了379名中学生和大学生样本,在多元相关分析的基础上,结合文献分析,采用结构方程建模技术,探讨了我国青少年学生人口学变量、人格维度和主观幸福感(SWB)的结构关系。结果表明,人口学变量中的年级和经济状况变量既与SWB有直接的关系,又通过大五人格中的神经质维度或外倾性维度对SWB有间接的效应,其中,经济状况对主观幸福感的正面效应较大,而性别和城乡变量则仅通过神经质和外倾性对SWB有微弱的间接效应;大五人格维度中,宜人性与SWB没有显著关系,开放性和严谨性通过神经质或外倾性与SWB存在间接效应,神经质和外倾性则对SWB有较强的直接预测力;结构方程模型验证了人格、人口学变量与SWB的这种关系。     

形成性测量模型：结构方程模型的新视角

形成性测量模型(Formative Model, FM)是指标变异导致潜变量变异的模型, 反映性测量模型(Reflective Model, RM)是潜变量变异导致指标变异的模型。FM在模型界定、识别和估计、信效度评价以及模型应用等方面均与RM存在极大的不同。模型界定错误会使参数估计发生偏差, 影响统计结论的有效性, 应当审慎考虑指标和潜变量之间的关系, 选择恰当的测量模型。进一步揭示两者的区别和误用带来的偏差, 完善FM的识别和估计、信效度评价方法、对变量含义的解释以及高阶FM的理论解释和模型估计是未来的研究方向。     

常见的类别变量的有调节的中介模型分析

社科研究领域常用到类别变量的中介和调节效应分析。如果中介和调节整合在一起,当自变量或调节变量为类别变量时,应当如何进行有调节的中介效应分析呢？以两阶段被调节的中介模型为例,详述了类别自变量或类别调节变量的有调节的中介效应分析的方法,接着用实际例子演示如何进行分析,并给出了相应的Mplus程序。最后展望了未来的拓展方向,包括模型拓展、变量拓展（二分因变量）和类别变量的编码拓展。     

基于层面理论的大学生职业兴趣心理测量研究

社会分工的不断细化,必然需要职业指导的专业化服务。为了使人们更好的根据自己的兴趣寻找职业,心理学家不断深入对职业兴趣的研究。层面理论是一种独具特色的心理学研究策略,可以将变量之间的关系以空间结构图的形式直观呈现出来,克服了传统统计技术要求变量呈正态分布及变量之间存在线性关系等假设的约束,成为研究心理现象的另一重要途径。本研究运用北京市的5831位大学生职业兴趣调查数据,在理论上将职业兴趣分为职业人格类型与职业声望两个层面,对大学生职业兴趣结构进行验证性分析。结果表明：职业人格类型层面区域系数为0.661;职业声望层面的区域系数为0.667;大学生职业兴趣结构为二层面雷达图结构。     

基于MIMIC模型职工身心因素与工作环境关系的探索性研究

目的:职业环境压力是属于多变量控制过程,涉及很多内部因素和外部因素诸如工作压力,工作动机,社会支持,工作满意度,报酬,晋升,同事领导之间的关系等的影响。本研究希望探索职业环境压力和个体身心健康状态的关系。方法:基于现有理论基础利用SEM思想构建MIMIC模型,调查了国企电网系统某公司的近1400名职工的职业压力,工作动机,社会支持,工作满意,对领导以及同事的关系评价,以及身心健康状态。结果:我们将与职业环境压力相关的因素作为外生显变量,个体身心健康状态作为内生显变量建立MIMIC模型,得到的MIMIC模型匹配度参数是X~2(107)=854.965(p=0.000);X~2/df=7.99;CFI=0.955;RMSEA=0.071;Standard R MR=.0235,gamma hat=.94。结论:由此可见,此模型能够与数据匹配,对于内生显变量具有中等影响力。职业压力、工作动机、社会支持,工作满意,对领导以及同事的关系评价,晋升,报酬等变量与身心健康状态等内生变量关系复杂,对当今职工的总体状态的深入理解,以及高效率的调动其生活、工作的积极性很重要。     

高一新生自我同一性、心理韧性与职业成熟度的关系

采用中学生职业成熟度量表、自我同一性地位量表和青少年心理韧性量表对143名高一新生进行测查,探讨了高一新生自我同一性与职业成熟度的关系及心理韧性在其中的中介作用。结果发现:(1)高一新生自我同一性的三个因子与职业成熟度及其职业知识和职业态度均显著正相关;自我同一性的现在投入和将来愿望因子与心理韧性显著正相关;心理韧性与职业成熟度及其分量表也存在显著正相关。(2)自我同一性的现在投入因子对职业成熟度有正向预测作用。(3)心理韧性在自我同一性的现在投入因子和职业成熟度中起部分中介作用。     

Resilience in the face of romantic rejection: The automatic impulse to trust

Can heeding the automatic impulse to trust one's romantic partner increase physical and psychological resilience in the face of doubts about a partner's responsiveness? Experimental participants were led to believe that their partner perceived a long list of faults in them. All participants then gave a speech about their future career goals while their partner watched. The results revealed impulsive trust (i.e., evaluative associations to the partner on the Implicit Associations Test) increased resilience to partner-criticism for people who heed their automatic impulses (i.e., low in working memory capacity). Specifically, for people low in working memory capacity and high in impulsive trust, partner-criticism increased resilience relative to control participants (i.e., expecting a more approving partner reaction to their speech, cardiovascular reactivity consistent with a positive challenge response). In contrast, for people low in working memory capacity and low in impulsive trust, partner-criticism decreased resilience relative to control participants (i.e., expecting a more disapproving partner reaction, cardiovascular reactivity consistent with a negative threat response).     

职业弹性对工作绩效和职业满意度影响的实证研究

摘要：职业弹性是指个体灵活应对变化的职业环境甚至是逆境的职业能力。在控制无关变量及同一方法偏差的基础上,本文考察了职业弹性的不同维度对其后效变量的影响。通过对某信息集团下属的59家电子相关企业中的324位管理人员的问卷调查,结果表明职业弹性会影响个体的工作绩效和职业满意度,管理者的职业弹性越高,其工作绩效越高、职业满意度也越高。     

Personality, career decision self-efficacy and commitment to the career choices process among Chinese graduate students

This study examined the mediating effect of career decision self-efficacy on the relationship between the Five-Factor Model of personality and the career commitment process (i.e., vocational commitment and the tendency to foreclose) in a sample of 785 Chinese graduate students. The multiple regression analyses showed that neuroticism and conscientiousness related significantly to progress in vocational commitment both directly and indirectly through career decision self-efficacy. High agreeableness related to less premature foreclosure. In addition, career decision self-efficacy associated with greater progress in vocational commitment but also a strong tendency to foreclose. The implications for career development theory and practice are discussed.     

本土心理资本与职业幸福感的关系

职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明：(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。     

Enabling,facilitating, and precipitating factors associated with women's career orientation

Women who had completed a career/life survey 13 to 21 years after enrolling as freshmen in college were classified as career (N = 372) or homemaker (N = 797) oriented on the basis of their actual work experiences. Statistically significant differences between the groups were found on 90% of the variables within the enabling conditions (i.e., family characteristics), 60% of the variables within the facilitating conditions (i.e., educational and vocational characteristics), and 88% of the variables within the precipitating conditions (i.e., attitudinal factors). The proportion of variance accounted for in career orientation by these variables varied from 0 to 32%. The variables which best differentiated between the two groups were categorized within the enabling conditions. The results are discussed in terms of previous theory, research, and practical application.     

A Person-Centered Approach to P-E Fit Questions Using a Multiple-Trait Model

The current study first longitudinally examines the validity of person-environment (P-E) RIASEC congruence, adopting a job analytic method to assess the environment and using P-E difference scores to compute congruence, to predict a range of intrinsic career outcomes—including job satisfaction, skill development, work involvement, and perceived stress—in a sample of 401 college seniors involved in the labor market. Second, the incremental validity of an alternative conceptualization of the P component (i.e., the Five-Factor Model of personality [FFM]) is examined over and beyond RIASEC congruence scores. Congruence across RIASEC types significantly predicted job satisfaction and skill development, but FFM traits significantly and substantially contributed to the prediction of all intrinsic career outcomes. Finally, a person-centered perspective to P-E questions is introduced, demonstrating that cluster analysis of individuals' FFM scores resulted in two clusters (i.e., internalizers/externalizers and resilients) showing very different positions on the labor market and reporting differing initial career outcomes. It is concluded that RIASEC P-E fit congruence studies should be complemented with FFM assessment to increase predictive validity. Applications of an FFM-based, person-centered approach in I/O and P-E fit research and practice are discussed.     

Career benefits associated with mentoring for protégeé: a meta-analysis

Meta-analysis was used to review and synthesize existing empirical research concerning the career benefits associated with mentoring for the protégé. Both objective (e.g., compensation) and subjective (e.g., career satisfaction) career outcomes were examined. Comparisons of mentored versus nonmemored groups were included, along with relationships between mentoring provided and outcomes. The findings were generally supportive of the benefits associated with mentoring, but effect sizes associated with objective outcomes were small. There was also some indication that the outcomes studied differed in the magnitude of their relationship with the type of mentoring provided (i.e. career or psychosocial).     

Healing Principles: A Model for the Use of Ritual in Psychotherapy

The author presents a model, based on 5 healing principles (i.e., centering, assessment, gathering energy, directing energy, and gratitude and closure), for using ritual in psychotherapy. Application of the model is illustrated in a case study of a neopagan ritual designed to assist the client in strengthening her sense of self, differentiating from her mother, and making a career decision. The author also suggests using the Healing Principle Ritual Therapy Model with other belief systems.     

使命取向对职业满意度的影响——职业弹性的中介作用及工作资源的调节作用

本研究通过对410名企业员工的调查,探讨使命取向对职业满意度的影响机制,并采用结构方程模型技术与层次回归分析法考察职业弹性在这一关系中的中介作用及工作资源对该关系的调节作用。研究结果表明：（1）职业弹性部分中介了使命取向对职业满意度的正向关系;（2）工作资源调节了使命取向对职业弹性的影响;（3）进一步地,工作资源水平越高,职业弹性对于使命取向与职业满意度关系的中介作用越强,反之越弱。     

Ability and Personality Predictors of Salary,Perceived Job Success,and Perceived Career Success in the Initial Career Stage

Using longitudinal data from a sample of recent college graduates, we examined the effects of ability (general mental ability and emotional intelligence) and personality (Big Five and proactive personality) on extrinsic (i.e., salary) and intrinsic (i.e., perceived job and career success) indicators of career success. Results from regression analyses indicated that gender, extroversion, and agreeableness were the strongest predictors of salary. Emotional stability and proactive personality predicted perceived job success, while extroversion was significantly related to perceived career success. Neither of the ability measures significantly predicted our indicators of extrinsic or intrinsic career success. Implications for theory and practice are discussed.