高中生生涯学习经验问卷的编制及信效度检验

在文献分析基础上,以Holland（1997）职业理论和社会认知生涯理论为理论依据,结合国内高中生生涯活动的实际情况,编制了高中生生涯学习经验问卷。验证性因素分析结果表明,该问卷属于多维度因素结构,包含Holland六种生涯领域学习经验分问卷,每种分问卷包括成就表现、口头劝服、替代学习和积极情绪唤起等四个学习经验。信效度检验结果表明,该问卷多维构念合理,拟合良好,具备良好的内部一致性信度和构念效度。以中国个人球形职业兴趣量表简版中的生涯自我效能分量表为关联效标,发现在每种生涯领域下的生涯学习经验与生涯自我效能感都显著正相关,支持了量表的实证效度。该问卷可以作为我国高中生生涯学习经验的测量工具。     

实践社区成员的自我效能感对知识传播过程和效果的影响

通过自编实践社区成员自我效能感问卷以及知识传播过程和效果问卷对宁夏、重庆两地200名企业实践社区成员进行测量,以研究自我效能感对知识传播过程及效果的影响。结果表明,问卷具有良好的信度和效度;自我效能感不同的实践社区成员在知识传播过程和效果方面存在显著的差异,可以利用自我效能感来预测实践社区知识传播的过程和效果。     

幼师生职业决策自我效能感问卷的初步编制

以344名幼儿师范学校的学生为被试,检验了自编《幼师生职业决策自我效能感问卷》的信效度,同时考察了幼师生职业决策自我效能感的特点。结果显示:(1)《幼师生职业决策自我效能感问卷》具有良好的结构效度和效标效度;(2)对幼师生职业决策自我效能感的方差分析发现,生源地与年级的主效应不显著;(3)喜欢幼师专业与否的主效应显著,平均数比较发现,喜欢幼师专业的学生在职业决策自我效能感及其五个维度上的得分都显著地高于不喜欢幼师专业的学生;(4)生源地与年级、生源地与对幼师专业的兴趣以及年级与对幼师专业的兴趣的交互作用均不显著。     

中学生学习成功感量表的初步研究

在访谈、开放式问卷等的基础上,自编了中学生学习成功感量表,并对上海市随机抽取的642名中学生进行了测量。结果表明：该量表的49个项目均有较好的区分度;四个分量表之间的相关表明该量表的建构是正确的;因素分析表明成功感分量表可以分为：与学习本身有关的积极情感、与他人有关的积极情感、满意感和学业自我效能感四个因子;该量表有较高的信度和效度,可以作为评鉴中学生学习成功感的有效工具。     

《企业管理者管理自我效能感问卷》的编制

该研究旨在编制适合我国企业状况的《管理者管理自我效能感问卷》(enterprise intendant managementself-efficacy questionnaire,EIMSEQ)。在初测的基础上,通过探索性因素分析确定了构成该问卷的8个维度。然后,得到了一个包含8个维度共64个项目的《管理者管理自我效能感问卷》。在天津市六家国有企业中,利用该问卷调查了475名中层管理者。数据分析表明,该问卷具有很好的信度和效度。     

大学生自主学习量表的编制

在Zimmerman自主学习理论基础上,根据我国大学生学习的实际情况编制了大学生自主学习问卷,通过因素分析发现,其中学习动机分量表可以提取6个因子:学习自我效能感、内在目标、学习控制感、外在目标、学习意义感、学习焦虑,学习策略分量表可以提取6个因子:一般方法、学习求助、学习计划安排、学习总结、学习评价、学习管理。对问卷进行的信度、效度检验结果表明,该量表具有较好的信度、效度指标。     

员工工作压力感问卷的初步编制

通过访谈和文献阅读,编制中国员工工作压力感问卷,为企业提供简便的了解员工压力的工具。在两家企业中的293名员工中进行问卷调查,同时要求被试完成工作压力调查问卷、职业紧张量表和自我效能测验。结果表明,有16个项目符合测量学要求;问卷的内部一致性信度α系数为0.8260;问卷有较好的效标关联效度,员工工作压力感得分与工作压力调查问卷和职业紧张量表得分呈显著正相关,与自我效能分数呈显著负相关;探索性因素分析显示问卷包含三个主要因子。     

大学生职业生涯管理能力问卷的编制及信效度检验

在文献分析和开放式问卷调查的基础上编制大学生职业生涯管理能力问卷。探索性因素分析结果表明,大学生职业生涯管理能力问卷包括8个因子:自我认知能力、自我控制能力、生涯人际能力、时间管理能力、关注发展能力、职业探索能力、职业决策能力和职业规划能力。总问卷α系数为0.94,重测信度达到0.89。验证性因素分析的各项拟合指标达到要求。编制的问卷具有良好的信效度,进一步修订完善后可作为我国大学生职业生涯管理能力的测量工具。     

近乎完美量表修订版（APS-R）的中文修订

对近乎完美量表修订版（APS-R）进行中文修订,并考察其信度和效度。1174名大学生参加正式测试,321名学生7周后参加了复测。结果显示,量表的内部一致性信度、分半信度和重测信度比较理想;探索性因素分析和验证性因素分析均支持APS-R的高标准、差异和秩序的理论建构;高标准分量表与自尊、自我效能感、正性情绪呈正相关,差异分量表与抑郁、特质焦虑、状态焦虑和负性情绪呈正相关。APS-R中文修订版具有较高的信效度,可以作为国内完美主义研究、心理咨询和治疗工作的一个有效工具。     

初中生数学自我效能问卷的编制

根据国内外关于数学自我效能研究的文献,结合我国初中生数学学习的内容特点与实际背景情况,编制数学自我效能问卷。研究以初一与初二学生为对象,采用开放式问卷对188名学生和53名数学教师进行调查,首先编制出44个项目的初测问卷;采用封闭式问卷对479名学生的初测结果进行验证性因素分析与项目分析,形成了包含日常生活中数学任务的效能、数学相关课程的效能与数学学业问题解决效能三个维度的26个项目的正式问卷;最后对350名学生施测正式问卷。分析研究结果表明,该数学自我效能问卷的因素结构清晰,具有合理的信度和效度。     

The Role of Occupational Self-Efficacy in Mediating the Effect of Job Insecurity on Work Engagement,Satisfaction and General Health

This study explores the associations among job insecurity, occupational self-efficacy, work engagement, job satisfaction and health and the mediation role of occupational self-efficacy. Two hundred and forty-one workers, were asked to fill in the Occupational Self-Efficacy Scale, the Utrecht Work Engagement Scale, the Satisfaction Scale of Occupational Stress Inventory and the General Health Questionnaire. Mediation analysis was performed using the boot-strapping method. Job insecurity was negatively related to work engagement, job satisfaction and general health. Occupational self-efficacy mediated the relationship between job insecurity, work engagement, job satisfaction and health on employees in the private and public sectors. The originality of this work is that it shows the effect of job insecurity on engagement, satisfaction and health, and the mediational role of occupational self-efficacy. In a time of economic crisis, when it is not possible to guarantee permanent contracts, Human Resource managers might consider occupational self-efficacy as a resource when planning interventions.     

Images of occupations: Components of gender and status in occupational stereotypes

A multidimensional approach to occupational gender type was explored. In Study 1, participants' spontaneous images of various jobs were elicited. The attributes generated were used to develop a job images questionnaire employed in Study 2 on which participants rated a random sample of 100 occupational titles. Occupational images were primarily structured on two orthogonal dimensions: prestige and gender type. The multidimensional approach to occupational gender-type was supported in that important gender-related occupational attributes (masculine personality trait requirements and analytical skills) did not load on the gender-type factor, but did load highly on the prestige factor. Thus, even though the prestige and gender-type factors were orthogonal, specific gender-related attributes were related to perceived occupational prestige.     

农民工感恩问卷的编制与应用价值

通过文献综述、理论分析、个别访谈和开放式问卷调查,编制了农民工感恩问卷初卷,对671名江苏苏南地区农民工进行施测,进行项目分析、探索性因素分析、验证性因素分析及信效度检验,并使用该问卷进行初步调查。结果发现：（1）最终形成16个题目的农民工感恩问卷,问卷包含频度方面、密度方面、广度方面三个因子,方差累积贡献率为52.06%;验证性因素分析表明模型拟合得较好;问卷内部一致性系数为0.84;该问卷具有良好的信、效度,可以作为农民工感恩水平的有效测量工具。（2）农民工的整体感恩状况良好,农民工的感恩水平存在性别     

幼儿教师政府支持、组织支持和胜任力对职业幸福感的影响：职业认同的中介作用

为探索幼儿教师政府支持、组织支持、胜任力和职业认同对职业幸福感的影响,选取四川、重庆、西藏、贵州、江西、湖北和北京七地幼儿教师462名,用幼儿教师职业幸福感量表、幼儿教师胜任力问卷、幼儿教师职业认同问卷、政府支持问卷和组织支持感问卷进行调查。结果表明：（1）幼儿教师政府支持、组织支持和胜任力均是保护性因素,提升其职业幸福感。其中,组织支持影响最大。（2）幼儿教师职业认同在政府支持、组织支持和胜任力对职业幸福感的影响中起中介作用。上述研究结果发展了职业幸福感的JD-R模型,并对提升幼儿教师职业幸福感具有一定价值。     

政治技能与自我效能感对职业适应能力的影响——自尊的中介作用

本研究采用问卷调查法, 以492名高校大学生为研究对象,探索政治技能和自我效能感对大学生职业适应能力的影响及自尊的中介作用。结果表明：（1）政治技能和自我效能感对个体的职业适应能力有积极影响。（2）自尊在政治技能和职业适应能力之间,自我效能感与职业适应能力之间起着双重中介作用。     

Understanding the Lived Experience of Formerly Homeless Adults as They Transition to Supportive Housing

The researchers conducted in-depth interviews with formerly homeless adults who had moved to supportive housing to understand their perceived occupational needs and the factors that affected their transition. A qualitative research design with four participants who had a history of substance abuse and mental illness was used. Participant interviews that addressed categories of daily living and personal satisfaction produced data that were coded for analysis using conventional content analysis. Mega themes emerged that related to factors shaping the housing transition and maintenance experience. Occupational therapists can use these findings to create informed interventions to enhance this population's occupational performance.     

心理弹性如何影响员工创造力：心理安全感与创造力自我效能感的作用

摘 要 通过对350名知识型员工及其领导的配对问卷调查,探讨心理弹性对知识型员工创造力的作用机制。结果表明,心理弹性对心理安全感有显著的正向影响;心理安全感完全中介了心理弹性对创造力的影响;创造力自我效能感调节了心理安全感对创造力的正向作用;创造力自我效能感调节了心理安全感在心理弹性与创造力之间的中介作用。     

Development of a U.S. Employment Service Interest Inventory

Research was conducted to develop an interest inventory corresponding to the interest areas in Volume II of the fourth edition of the Dictionary of Occupational Titles. An inventory of 307 occupational activity items was developed and administered to a sample of 1,115 individuals in a selected number of states. The results were analyzed first to determine if it were possible to develop scales measuring the current 10 interest factors in Volume II of the third edition of the Dictionary of Occupational Titles (1965). This approach proved to be unsuccessful. A factor analysis was conducted to identify the most important interest factors underlying the 307 items and to develop base scales corresponding to the interest factors. This approach led to identification of readily interpretable interest factors similar in meaning and occupational coverage for men and women and broad enough to include the range of occupations in the economy. These interest factors will form the basis for the new interest inventory.     

Relationships among higher-order strengths factors,subjective well-being,and general self-efficacy – The case of Israeli adolescents

We investigated relationships among five higher-order strengths factors, subjective well-being, and general self-efficacy in participants that live under challenging conditions. Therefore, a sample of 396 Israeli adolescents (aged 13–18 years) completed the Values in Action Inventory of Strengths for Youth, the Satisfaction With Life Scale, the Affect Balance Scale, and the General Self-Efficacy Scale. An orthogonally rotated principal component analysis of the 24 character strengths yielded five strengths factors that explained 32% of the variance in life satisfaction, with the transcendence strengths factor as the most substantial predictor. The strongest predictors of positive affect were the transcendence and leadership strengths factors; the best predictors of negative affect were the transcendence and temperance strengths factors; and the strongest predictor of affect balance was the transcendence strengths factor. The five strengths factors explained 46% of the variance in general self-efficacy, with the leadership strengths factor as the most substantial predictor. Further analysis indicated that general self-efficacy mediated the relationship between leadership strengths and global life satisfaction. The results suggest that different strengths factors are relevant for different positive experiences (e.g., life satisfaction, self-efficacy beliefs). The findings shed light on the contribution of specific character strengths as a meaningful resource under stressful conditions.