人格测验中题目正反向陈述的效应

研究中将EPQ和NEO-FFI中的一半题目进行语义反转（肯定陈述的改为否定陈述,否定陈述的改为肯定陈述）,而另一半的题目陈述方向不变,形成的量表用于初测。重测时则把初测问卷中的题目全部进行语义反转。测试后得到363名大学生的正反EPQ和412名大学生的正反NEO-FFI数据。对比发现两套量表在使用正向题时信度略高,而使用反向陈述题目时效度略好;验证性因素分析发现正反向题能测量同一特质。正向题可能更易受反应偏差影响     

上下级工作冲突处理方式量表研究

本文目的是编制上下级工作冲突处理方式量表,探讨我国员工该行为方式的特点。根据开放式问卷调查结果和西方已有相关量表,构建量表题目,结合大五人格问卷简式版中宜人性分量表,有效测试了5家单位的254名员工。经探索性因素分析,获得退让、协调和对抗3个因素。检验结果表明该量表信度和效度达到心理测量学要求,体现了中国文化下上下级工作冲突处理方式的独特性。     

题目类型对加法认知策略选择影响的比较研究

随机选取小学二、三年级数学学习不良组儿童各30名,数学学习正常组儿童各30名,采用实验法、观察法和口语报告法相结合的方式,考察了两类儿童在解决简单加法题目、复杂加法题目和连加加法题目时,问题结构类型对两类儿童加法策略选择的影响。结果发现,在不同类型加法题目中,小学二、三年级儿童的策略使用表现出对题目的适应性,数学学习正常儿童的适应性特点更加明显。     

中国高中学生中的反应风格及其效应

通过测试正反向陈述的NEO-FFI和EPQ,探讨了中国高中生中默认、极端化、折中化、弹性反应风格的特点,及题目陈述方向的改变对其人格测验信效度的影响。结果发现反应风格在中国高中生中确实存在,折中化和弹性风格对测验的影响最为严重,其次为极端化风格,默认风格则可能不算一种偏差。NEO-FFI量表在使用反向陈述题目时信效度下降,说明由于教育水平低而使高中生理解反向题时存在困难     

组织中管理者信任的前因机制——基于契约与LMX的实证分析

管理者信任是组织运作效率的重要影响因素。为了系统分析契约与领导成员交换(LMX)在组织内部对管理者信任的权变影响模式,本研究采用问卷调查的方法,对契约与LMX如何影响管理者信任的形成进行了研究。154名被试参加了调查,结果表明,契约与LMX的交互作用项对管理者信任的作用显著。进一步分析交互作用方向,结果表明:领导成员交换(LMX)在管理者信任形成中起到主导作用;而在双方LMX一般时,完备的契约可显著降低信任风险,促进管理者信任的形成。据此,我们建议管理者采用相应的权变策略建设组织内管理者信任。     

Rosenberg(1965)自尊量表中文版的美中不足

罗森伯格(1965)自尊量表(中文版)是目前我国心理学界使用最多的自尊测量工具,这源于它的两大优点:信效度高、简明方便。但是,该量表也存在一个突出的与文化差异有关的问题,即题目8的含义表达与西方有所不同。经统计分析发现,题目8只有按正向题记分或直接删除才能达到良好的鉴别度、提升量表的信效度。这对于当前的自尊研究和量表法都有一定启示意义。     

简版和极简版问题性手机使用量表的开发

开发简版(PMPUS-S)和极简版(PMPUS-VS)问题性手机使用量表。对天津某高校和某中学的学生进行施测,基于探索性因素分析简化问题性手机使用题库中的题目从而形成量表,基于多组验证性因素分析检验测量不变性,并评估量表的信效度。结果发现,PMPUS-S包含脱离表现和无手机恐惧2个维度共8个项目,PMPUSVS包含脱离表现维度中的全部4个项目。PMPUS-S和PMPUS-VS具有良好的信效度。经检验,PMPUS-S具有跨年龄组、跨性别的严格等值性,PMPUS-VS具有跨年龄组的严格等值,不满足跨性别等值性。结果表明,简版和极简版问题性手机使用量表各项指标均满足心理测量学要求,可作为评估个体的问题性手机使用行为的工具。     

让自适应测验更知人善选——基于推荐系统的选题策略

基于推荐系统中协同过滤推荐的思想, 提出两种可以利用已有答题者数据的CAT选题策略：直接基于答题者推荐(DEBR)和间接基于答题者推荐(IEBR)。通过两个模拟研究, 在不同题库和不同长度的测验中, 比较了两种推荐选题策略与两种传统选题策略(FMI和BAS)在测量精度和对题目曝光率控制上的表现, 以及影响推荐选题策略表现的因素。结果发现：两种推荐选题策略对题目曝光率的控制优于两种传统选题策略, 测量精度不亚于BAS方法, 其中DEBR侧重选题精度, IEBR对题目曝光率控制最好。已有答题者数据的特点和质量是影响推荐选题策略表现的主要因素。     

中国人人格量表（QZPS）的编制过程与初步结果

旨在编制能够反映中国人人格结构特点的中国人人格量表（QZPS）。文中首先分析了直接采用或修订西方人格量表的问题和潜在危险,以及目前国内使用的各种人格量表存在的局限;按照人格研究的“词汇学假设”,根据杨国枢和王登峰（1999）以及后来的研究所确定的中国人人格结构的七因素模型,提出了QZPS的编制原则和操作程序。按照人格特质形容词的含义编写测量项目,并根据小因素和大因素的含义对项目进行修改,初步确定了1600多个项目。经2280名被试的评定,初步筛选出409个项目。再经1099名被试评定,确定了215个项目构成QZPS,测量中国人人格的7个维度和18个小因素。文中还报告了对QZPS的项目分析的结果     

中国青少年情绪调节的发展特点

处于"暴风骤雨期"的青少年在情绪体验及情绪调节上发展迅速。文化价值以及社会规范是个体情绪调节及策略使用发展的重要影响因素。以往关于青少年情绪调节发展的结论大多源于西方文化背景,以西方青少年作为研究对象。然而,中国文化中关于情绪调节的价值和要求均与典型西方文化存在差异。近年来,研究者对中国青少年情绪调节的发展特点进行了系统的探索,发现中国青少年情绪调节的发展以减弱调节策略的运用为主导,并形成了非享乐主义的调节模式。     

组织情境中的影响策略研究述评

影响策略是指个体采取的旨在使他人态度和行为产生预期改变的行为方式。组织情境下的影响策略受动机、场控制和自我监控等因素的影响,对工作绩效、薪酬、晋升和一些积极组织行为有显著的预测作用。本文侧重介绍了影响策略的结构、测量、前因后果变量以及跨文化研究等方面内容,总结了已有研究为管理实践提供的有价值参考,并指出研究方法的有效互补、对基层职员影响策略的关注和基于中国人行为观念的本土化研究是今后探讨的主要方向。     

The influence of social category cues on the happy categorisation advantage depends on expression valence

Facial race and sex cues can influence the magnitude of the happy categorisation advantage. It has been proposed that implicit race or sex based evaluations drive this influence. Within this account a uniform influence of social category cues on the happy categorisation advantage should be observed for all negative expressions. Support has been shown with angry and sad expressions but evidence to the contrary has been found for fearful expressions. To determine the generality of the evaluative congruence account, participants categorised happiness with either sadness, fear, or surprise displayed on White male as well as White female, Black male, or Black female faces across three experiments. Faster categorisation of happy than negative expressions was observed for female faces when presented among White male faces, and for White male faces when presented among Black male faces. These results support the evaluative congruence account when both positive and negative expressions are presented.     

Managerial Control Strategies for Poor Performance over Time and the Impact on Subordinate Reactions

Using a longitudinal lab design, the evolving nature of control strategies enacted by managers in responding to poor performing subordinates was examined from both the manager′s and the subordinate′s perspective. Control strategies, characterized by the manager′s use of corrective actions and verbal influence tactics, were found to be somewhat related to the severity of the particular incident. Managers showed consistency in their control strategies with punitive corrective actions and verbal influence tactics tending to be repeatedly used with a poor performing subordinate. However, managers were also found to experiment with punitive corrective actions and verbal influence tactics across time, apparently searching for effective control strategies. The subordinate′s perceptions of interactional justice were also examined and found to be related to the control strategies enacted by the managers.     

Varieties of Religious Experience:Continuity and Change in Religious Involvement

ABSTRACT The intent of the present study was to determine whether the selective aggregation of background data subgroups could be used to identify and control for differences across persons in the meaning of religious involvement. After background data subgroups had been clustered based on similarity in the variables related to religious involvement, two clusters were identified. One cluster contained individuals whose religious involvement was characterized by a functional, instrumental orientation, while the other was composed of individuals whose religious involvement was characterized by an affective, expressive orientation. Subsequently, causal models intended to describe continuity and change in religious involvement were constructed using individuals assigned to each cluster. It was found that different models were required to describe continuity and change in religious involvement in the instrumental and expressive clusters.     

An Integrative Analysis of Person–Organization Fit Theories

This study provides an integrative analysis of three approaches to person–organization (P–O) fit theory and measurement: values congruence and personality congruence (supplementary fit measures), and work environment congruence (a needs–supplies fit measure). Commensurate measures of each aspect of fit were collected from 105 employees in six organizations in the western United States. Values congruence and work environment congruence were both related to job satisfaction and organizational commitment, but personality congruence was not. All three fit measures were related to employees' intent to remain with their employer, although this effect was generally mediated by satisfaction and commitment. When multiple fit measures were used in a single analysis, values congruence and work environment congruence had the strongest and most consistent effects on the outcome measures. These results suggest a revised, multidimensional model of P–O fit.     

The Use of Influence Tactics in Constructive Change Processes

The use of nine influence tactics by four groups in organizations in constructive change processes was investigated in a field study with 479 participants. Data were collected with a Dutch version of Yukl's Influence Behaviour Questionnaire. The frequency with which line managers, staff specialists, consultants, and works council, delegates used the various influence tactics was examined. Furthermore, differences in direction of influence (upward, downward, or lateral) were assessed and compared to results of previous research in different settings. It was found that rational persuasion, inspirational appeals, and consultation were the most frequently used influence tactics. This is an encouraging finding because these three tactics are most effective for gaining target commitment to a proposal or request. In addition, it was found that the four groups used several influence tactics differently. Finally, only three directional differences in tactic use matched prior findings. This result suggests that constructive change processes lead employees to display different influence behaviour than they would in less uncertain and ambiguous circumstances.     

Perceived Parental Control Based on Indigenous Chinese Parental Control Concepts in Adolescents in Hong Kong

Perceived parental control was assessed in 3,017 adolescents via the Chinese Paternal Control Scale (CPCS) and Chinese Maternal Control Scale (CMCS) based on indigenous Chinese parental control concepts. Results showed that Chinese parents were perceived to have expectations about their children but they were not harsh in parental discipline. Consistent with our predictions, the CPCS and CMCS had significant relationships with measures of psychological control, parental expectations, firm parental discipline, and perceived parental endorsement of traditional Chinese parenting beliefs. However, these two measures had weak relationships with indicators of parent-child relational qualities and adolescent psychological well-being but the observed relationships were moderated by parental psychological control.     

中国本土化心理治疗的回顾与思考

心理治疗的理论建构、价值取向和具体操作,受到社会文化的深刻影响,而现代的心理治疗理论及操作技术多产生于西方,所以应该研究创立中国本土化的心理治疗理论及操作技术。通过对中国古代传统心理治疗和现代西方心理治疗中国化的回顾,分析中国文化和哲学对本土心理治疗的影响,探讨发展中国本土化心理治疗的途径。     

Framing Social Dominance Orientation and Power in Organizational Context

The present research incorporates both intergroup and interpersonal approaches to power to examine influence tactics in organizations. Both approaches suggest that there should be coordination between supervisors and subordinates in the workplace for the smooth functioning of organizations. Study 1 tested how employees' social dominance orientation corresponds to what interpersonal influence tactics employees view as acceptable for supervisors. Study 2 tested how employees' SDO corresponds to interpersonal influence tactics they would use on subordinates. Complementarily, results showed that the higher participants were on SDO, the more they endorsed harsh tactics as legitimate. Implications for integrating power theories are discussed.     

Relationship Between Work Performance and Personality Traits in Hong Kong Organizational Settings

Four hundred and thirty‐seven employees from four Hong Kong organizations completed the Traditional Chinese versions of the Fifteen Factor Personality Questionnaire Plus (15FQ+) and the Cross‐Cultural Personality Assessment Inventory (CPAI‐2) (indigenous scales) and provided objective and memory‐based recent performance appraisal scores. A number of significant bivariate correlations were found between personality and performance scores. Hierarchical multiple regression analyses revealed that a number of the scales from the 15FQ+ contributed to significantly predicting four of the performance competency dimensions, but that the CPAI‐2 indigenous scales contributed no incremental validity in performance prediction over and above the 15FQ+. Results are discussed in the light of previous research and a call made for continued research to further develop and increase the reliability of the Chinese instruments used in the study and to enable generalization of the findings with confidence.