调节性匹配理论述评

在决策、动机领域,Higgins（2000）提出了一种新的理论——调节性匹配理论。所谓调节性匹配（regulatoryfit）,指的是个体的自我调节定向与其行为策略之间的匹配。该理论认为,调节性匹配能增强个体在目标追求过程中的动机强度、主观评价和情绪体验,从而对个体的行为决策产生重要影响。文章围绕调节性匹配的概念、产生、效应及应用价值等问题对相关研究进行综述,并在此基础上提出了现有研究存在的问题及未来的研究方向     

情绪调节自我效能感:一个新的研究主题

情绪调节自我效能感是个体对能否有效调节自身情绪状态的一种自信程度,它会直接或间接影响各种社会心理功能。目前,已经就情绪调节自我效能感与主观幸福感、抑郁、压力应对等方面开展了相应的实证研究,结果表明情绪调节自我效能感与心理健康关系密切。此外,有研究表明,在不同文化中,情绪调节自我效能感在结构上略有差异,在功能上相似。情绪调节自我效能感作为一个新的研究领域具有广阔的前景。     

The Impact of Regulatory Fit on Performance in an Inattentional Blindness Paradigm

The influence of timing and frequency of instructions on the reasoning of jurors in a simulated grand larceny trial was investigated. Mock jurors were given definitions of grand larceny before and after the testimony, only before, only after, or not at all. Although timing of instructions was not significantly related to reasoning or to verdicts, frequency of instructions influenced the aspects of testimony deemed relevant and increased juror use of legal rules in making verdicts. Selective encoding of testimony could not account for the instruction effect.     

不同反应线索条件下调节匹配对建议采纳的影响

研究的目的是为了探究不同反应线索条件下调节匹配对建议采纳的影响。实验中有两个反应线索：言语性反应线索(实验一)与非言语性反应线索(实验二), 两个实验均采用2(调节取向：促进/防御)×2(建议策略：渴望/警惕)的混合设计。实验一、二的被试分别是81和79名在校大学生, 年龄均在19~25岁之间。实验结果表明, 在言语反应线索条件下, 调节匹配时人们对建议的采纳程度更高; 在非言语性反应线索条件下, 防御取向时, 调节匹配时人们显著提高了建议的采纳程度, 但促进取向条件人们对建议的采纳程度无明显差异。结果表明在促进取向下非言语性反应线索对调节匹配具有干扰作用, 这个结果值得进一步研究。     

The Influence of Regulatory Fit on Persuasion Under Different Military Operations: The Moderating Effects of Need for Cognition

On the basis of regulatory focus theory (Higgins, 1997 Higgins, E. T. 1997. Beyond pleasure and pain. American Psychologist, 52: 1280–1300. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), two experiments were conducted to explore the effects of regulatory fit on persuasion under different military operations. It is proposed that appeals presented in promotion focus frames are more persuasive in promotion focus military operations (e.g., offensive), while prevention focus–framed appeals are more persuasive in prevention focus military operations (e.g., defensive). In study one, 99 military personnel were randomly assigned to either of 2 (messages: promotion vs. promotion focus frame) × 2 (operations: offensive vs. defensive) conditions. No significant results were found. In study two, 53 military cadets were randomly assigned to either of 2 (messages: promotion vs. promotion focus frame) × 2 (operations: offensive with superior forces vs. defensive with inferior forces) conditions. The results indicate that need for cognition (NFC) moderates the effects of regulatory fit on persuasiveness. For high-NFC subjects, promotion focus–framed appeals are more persuasive in numerical superiority attacking operations, whereas prevention ones are more persuasive in numerical inferiority defending operations. This interaction effect was not found for low-NFC subjects.     

结构方程模型常用拟合指数检验的实质

拟合指数检验是评价结构方程模型(SEM)的重要环节。从协方差结构分析的角度将SEM与传统的回归模型比较,容易理解为什么SEM需要拟合指数。揭示了目前几种流行的拟合指数检验的实质:基于卡方的绝对拟合指数(如RMSEA)检验的实质是重新设定卡方检验的显著性水平(不同于通常的.05),相对拟合指数(如NNFI和CFI)检验的实质是基于虚模型设定均方(卡方与自由度之比)降低到的比例;在NNFI大于临界值后,报告和检验CFI是不必要的。根据研究结果提出了一些方便实用的拟合检验建议。     

Self‐regulation of Group Members: The Case of Regulatory Focus

For a long time, research on motivation and (inter)group behaviour mainly focused on needs and motives, but did not take self‐regulation (i.e., the processes underlying motivated action) into account. Similarly, self‐regulation research concentrated on the regulation of the personal self, but did not study the regulation of the social self. The current article summarizes work applying self‐regulation approaches to intergroup behaviour. Within this approach, it has been shown (a) that the social self is regulated based on the same mechanisms as the personal self, (b) that intergroup contexts impact on group members’ self‐regulation strategies, and (c) that the fit between an individual's self‐regulation strategy and the behavioural options provided by the group impact on group liking and potentially also on the integration of the group into the self‐concept. The relation between current and earlier approaches to motivation in groups and further avenues for research on group‐based self‐regulation are discussed.     

The veil and its materiality: Muslim women’s digital narratives about the burkini ban

ABSTRACT

In the summer of 2016, around 30 French cities banned the burkini—swimwear used by Muslim women that covers the entire body and head—from public beaches. French authorities supported the ban by claiming that the burkini was unhygienic, a uniform of Islamic extremism, and a symbol of women’s oppression. Muslim head-coverings, including the burkini, are religious objects whose materiality points to complex semantic meanings often mediated in Internet discourses. Through a qualitative analysis of visual and textual narratives against the burkini ban circulated by Muslim women, this article looks at the way digital media practices help counteract stereotypes and gain control of visual representations. Muslim women focus on two main topics: 1) they challenge the idea of Muslims being ‘aggressors’ by describing the burkini as a comfortable swimsuit not connected with terrorism; 2) they refuse to be considered ‘victims’ by showing that the burkini holds different meanings that do not necessarily entail women’s submission. Muslim women’s digital narratives positively associate the materiality of the burkini with safety and freedom and focus on secular values rather than religious meanings.     

Case Report: Depression vs. Early-Onset Alzheimer Disease: The Genetic Counselor's Role

Awareness of depression in the differential diagnosis of Alzheimer disease is essential for genetic counselors seeing patients at risk for early-onset familial Alzheimer disease (EOFAD). The genetic counselor is in a unique position to recognize depression as the cause of symptoms mimicking early-onset Alzheimer disease. While generating a family medical history, the counselor can evoke significant emotional history as well. Based on this information, appropriate referrals can be given for neurological and psychological evaluation. The counselor also serves to explain EOFAD and the benefits and limitations of genetic testing for each individual patient. Whether or not patients choose testing, they can benefit from correct diagnosis of troublesome, or even debilitating, symptoms that imitate symptoms of the feared hereditary disease.     

Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS)

This research identifies four challenges in the field of person–environment fit (PE fit): the multidimensionality of PE fit, the integration of fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory‐driven and systematically validated multidimensional instrument, the Perceived Person–Environment Fit Scale (PPEFS), consisting of four measures: the Person–Job Fit Scale (PJFS), the Person–Organisation Fit Scale (POFS), the Person–Group Fit Scale (PGFS), and the Person–Supervisor Fit Scale (PSFS). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion‐related validity) and exhibit incremental validity above and beyond Cable and DeRue's (2002) fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE fit. Overall, the four different types of fit significantly predict in‐role behavior, job satisfaction, intent to quit, and organisational citizenship behavior (OCB), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE fit.     

匹配对创造性的影响: 集体主义的调节作用

以305名大学生为研究对象, 检验创造性氛围的供给-期望匹配、个人创造性能力的要求-能力匹配与个人创造性的关系, 考察集体主义价值观对这种关系的影响。结果显示供给-期望匹配中实际创造性氛围、要求-能力匹配中的实际创造性能力对个人创造性有显著作用。对于高集体主义价值观的个人, 环境因素(实际创造性氛围和要求创造性能力)对他们创造性影响作用更为显著, 展现出集体主义价值观对创造性的间接积极作用。     

Why Fit Doesn't Always Matter: The Impact of HRM and Cultural Fit on Job Involvement of Kenyan Employees

The study investigates whether fit of human resources management (HRM) policies with employees' preferences in developing countries of sub‐Saharan Africa, with specific reference to Kenya, impacts on levels of job involvement. We argue that the contextual variables in developing countries are varied and complex to the extent that organisations operating in these milieux might find that 'fit' as presented in the literature from developed economies does not matter. Further, we examine the role of individual value orientations and organisation value fit to look for a link with job involvement. The study contends that the use of simple difference scores to measure fit is inadequate, and adopts Edwards' (1994) regression technique to analyse fit. Overall, the results indicate that the person–environment (HRM preference with actual policy practice) fit model can partially predict job involvement in a developing country context, but in a way that is not consistent with theory. However, job involvement is not related strongly to either the convergence of an individual's values with those of others in the organisation, or convergence of HRM policies with individual preferences. It is the values themselves—not their fit—that are most predictive of job involvement.     

A Case Study of Participatory Action Research in a Public New England Middle School: Empowerment, Constraints and Challenges

PAR recognizes teachers and students as co-creators in a learning process that builds self-efficacy essential to long-term educational success. In enabling contexts, PAR projects also allow teachers to critically deconstruct societal power, examine how these dynamics are reproduced in the classroom, and work against the silencing of student voices. This case study describes the process of implementing an inquiry-based PAR model into a formal urban middle school program intended to reduce drop out rates. The anthropologist/researchers employed participant observation, interviews, and review of student work to explore the dynamics, challenges, and constraints confronted during the process. The intervention demonstrated the gap between practice and theory in a middle school environment marked by well-defined hierarchies and roles as well as high-stakes testing.     

主动性人格与工作绩效：个体-组织匹配的调节作用

本研究的目的：考察主动性人格在中国企业内对工作绩效的预测性及个体-组织匹配在其中的调节作用。方法：研究以三家中国本土企业的253名员工为被试,使用修订过的主动性人格量表。结果：（1）除了大五人格和社会赞许性之外,主动性人格还可以解释工作绩效8．5％的方差变异;（2）整体分析时只有团队导向因素显著,单独分析时高新独资企业中注重细节因素、团队导向因素和结果导向因素有显著的调节作用;民营企业中尊重员工因素有显著的调节作用;国有企业中革新性因素和团队导向因素有显著的调节作用。结论：主动性人格可以有效地预测工作绩效,个体-组织匹配则根据不同的企业组织,不同的因素在主动性人格和工作绩效的关系中起调节作用。关于本研究的贡献与不足以及未来的研究方向都有所讨论。     

调节定向的测量维度及其问卷的信度和效度检验

采用RFQ、B IS/BAS和LOT-R对331名企业新员工和920名在校大学生施测,以探讨H iggins等提出的调节定向测量维度在中国文化中的适应性及其问卷（RFQ）的信度和效度。结果表明：（1）在删除1个偏重从策略角度测量调节定向的项目后,得到由10个项目组成的调节定向问卷,可有效测量促进定向和预防定向两个基本维度;（2）调节定向问卷具有较好的内部一致性信度和区分效度,可作为开展相关研究的评定工具。     

The pantomime of persuasion: Fit between nonverbal communication and influence strategies

How can we be more successful in persuading others and increase the odds of behavioral compliance? We argue that when a verbal influence strategy is embedded in a nonverbal style that fits its orientation, this boosts the strategy's effectiveness, whereas a misfit attenuates its impact. In field-experiment 1, agents tried to persuade participants in buying a candybox by using an approach-oriented strategy (Door-In-The-Face, DITF). An eager nonverbal style increased the impact of the DITF, whereas vigilant nonverbal cues rendered it ineffective. Conversely, field-experiment 2 showed that an avoidance-oriented strategy (Disrupt-Then-Reframe) benefited from being presented in a vigilant, rather than an eager nonverbal style, which similarly attenuated its impact. Hence, eager nonverbal cues promote the effectiveness of approach-oriented influence strategies whereas vigilant cues do the opposite and increase the impact of avoidance-oriented influence strategies.     

人-组织匹配研究的新进展

本文概述了国外关于人-组织匹配研究的最新发展。人-组织匹配简称P-O匹配,它强调组织成员的个人特征与组织特征之问的相容性。P-O匹配不仅使组织能更好地吸引、选拔和留住高素质人才。而且也有利于提高员工工作绩效和满意感。     

On Being a Whistleblower: The Needleman Case

We believe that members of the scientific community have a primary obligation to promote integrity in research and that this obligation includes a duty to report observations that suggest misconduct to agencies that are empowered to examine and evaluate such evidence. Consonant with this responsibility, we became whistleblowers in the case of Herbert Needleman. His 1979 study (Needleman et al., 1979), on the effects of low-level lead exposure on children, is widely cited and highly influential in the formulation of public policy on lead. The opportunity we had to examine subject selection and data analyses from this study was prematurely halted by efforts to prevent disclosure of our observations. Nevertheless, what we saw left us with serious concerns. We hope that the events here summarized will contribute to revisions of process by which allegations of scientific misconduct are handled and that such revisions will result in less damage to scientists who speak out.     

The Psychological Burden Inflicted By Multiple Cancers in Li-Fraumeni Families: Five Case Studies

To gain insight into the psychological, emotional, relational, and family problems of families afflicted by Li-Fraumeni syndrome, we interviewed members of five such families in the Pediatric Oncology Department, Gustave Roussy Institute, where at least one member of the family had been treated. These interviews showed that families were psychologically fragile, that their interactions and thinking patterns were related to a family background plagued by the repeated occurrence of cancer, and was often marked by physical or psychological violence. They had complex imaginary etiologic explanations, and showed an ambivalent willingness to learn about cancer and the risks involved. They expressed their fear of transmitting doom and death, posed questions about whether their parents would have had them had they known the test result, and about what their own attitude would be toward childbearing. Thus genetic testing awoke disconcerting and unsolved questions for them. These first results can contribute to the design of supportive interventions and future clinical research.