基于过程数据的问题解决能力测量及数据分析方法

问题解决能力是指在没有明显解决方法的情况下个体从事认知加工以理解和解决问题情境的能力。对问题解决能力的测量需要借助相对更复杂、更真实、具有可交互性的问题情境来诱导问题解决行为的呈现。使用虚拟测评抓取问题解决的过程数据并分析其中所蕴含的潜在信息是当前心理计量学中测量问题解决能力的新趋势。首先, 回顾问题解决能力测量方式的发展：从纸笔测验到虚拟测评。然后, 总结对比两类过程数据的分析方法：统计建模法和数据挖掘法。最后, 从非认知因素的影响、多模态数据的利用、问题解决能力发展的测量、其他高阶思维能力的测量和问题解决能力概念及结构的界定五个方面展望未来可能的研究方向。     

The sideline behaviour of coaches at children’s team sports games

Objectives

This study aimed to establish the prevalence, pattern and nature of coaches’ verbal behaviour at children’s (ages 6-12 years) team sports events. The study draws upon the motivational model presented by Mageau and Vallerand (2003) to examine the influence of global (gender), contextual (sport related), and social (athlete gender) factors on coach comments.

Design

A cross-sectional observational study of coaches stratified across four team sports: Rugby Union, Netball, Association Football and Touch Rugby.

Method

The Observation Instrument at Sports Events was used to categorise covertly recorded verbal comments made by coaches at organised team sports games.

Results

Overall, 10,697 comments were recorded at 72 games at a rate of 3.71 comments/minute; 35.4% were categorised as positive, 21.6% as negative, and 43.0% as neutral. Significant differences in negative comments were identified between sport (p < .001) with rugby coaches recording the highest percentage of negative comments and the lowest percentage of positive comments; by coach gender (p < .001), with male coaches recording higher rates of negative comments; and by athlete gender (p < .001), with coaches of male-only teams recording higher rates of negative comments. When simultaneously included in a Poisson regression model the difference in negative comments between sports remained statistically significant (p < .001) whereas coach gender was no longer significant.

Conclusions

The ratio of negative coach comments for all sports gives cause for concern. These findings suggest that sports of national and cultural significance are a key driver of coaching behaviours in a competitive environment.     

Compliance and problem-solving competence in girls and boys

The problem-solving abilities of 4- and 5-year old children (N = 208) were assessed to test the hypothesis that high levels of compliance are negatively related to problem solving. Problem-solving competence was examined with a task-specific measure and a standardized measure of general problem-solving performance. Low compliant children performed better on both measures. The role of compliance in the cognitive development of girls and boys is discussed.     

Assessing complex problem-solving skills with multiple complex systems

In this paper we propose the multiple complex systems (MCS) approach for assessing domain-general complex problem-solving (CPS) skills and its processes knowledge acquisition and knowledge application. After defining the construct and the formal frameworks for describing complex problems, we emphasise some of the measurement issues inherent in assessing CPS skills with single tasks (i.e., fixed item difficulty, low or unknown reliability, and a large impact of random errors). With examples of the MicroDYN test and the MicroFIN test (two instances of the MCS approach), we show how to adequately score problem-solving skills by using multiple tasks. We discuss implications for problem-solving research and the assessment of CPS skills in general.     

Using performance feedback to enhance implementation fidelity of the problem-solving team process

Implementation integrity is a potentially critical issue for problem-solving teams (PST) and most response-to-intervention models. The current study hypothesized that providing performance feedback, which has consistently been shown to increase implementation integrity, to PSTs would enhance the procedural integrity of the process. The PSTs for three elementary schools were provided performance feedback with a 20-item checklist created from the literature. A multiple-baseline design across schools revealed an immediate change in level after providing performance feedback. The resulting percentages of non-overlapping data were 90.9%, 90.0%, and 100%. However, PSTs still did not monitor student progress, assess the effectiveness of the intervention, or measure the integrity with which the intervention was implemented even after receiving feedback. Thus, providing performance feedback could be a method to increase the fidelity with which critical components of data-based problem-solving are implemented, but these data suggest the need for additional research.     

Self‐directed work groups and team competence

The study examines the impact of self‐directed group work on team competence. The sample consists of 83 production groups from 20 medium‐sized enterprises: 44 self‐directed work groups and 39 traditional work groups. Results based on process‐analytic behavioural data, collected at the group level of analysis, show that self‐directed teams are more competent than traditional work groups on seven out of 12 aspects of competence. Self‐directed teams show greater methodological competence, to some extent greater professional and self‐competence but no greater social competence when completing optimization tasks. In addition, the work characteristics participation, formal team communication, continuous improvement process, training and team‐oriented tasks were related to team competence in the subsample of self‐directed work teams.     

Cross-national comparisons of complex problem-solving strategies in two microworlds

Research in the fields of complex problem solving (CPS) and dynamic decision making using microworlds has been mainly conducted in Western industrialized countries. This study analyzes the CPS process by investigating thinking-aloud protocols in five countries. Participants were 511 students from Brazil, Germany, India, the Philippines, and the United States who worked on two microworlds. On the basis of cultural-psychological theories, specific cross-national differences in CPS strategies were hypothesized. Following theories of situatedness of cognition, hypotheses about the specific frequency of problem-solving strategies in the two microworlds were developed. Results of the verbal protocols showed (a) modification of the theoretical CPS model, (b) task dependence of CPS strategies, and (c) cross-national differences in CPS strategies. Participants' CPS processes were particularly influenced by country-specific problem-solving strategies.     

The influence of verbalization on problem-solving

The performance of subjects who were required to state reasons for moves while solving the Tower-of-Hanoi problem was compared to the performance of subjects who were not required to do so. In accordance with previous research it was found that stating reasons facilitated performance in reducing superfluous moves (errors). In addition it was found that the effect was due to a significant decrease in errors for moves close to important subgoals in a goal hierarchy of moves. The effect was explained in terms of the replacement of an automated process with controlled calculations for moves close to subgoals.     

Social problem-solving skills in children with traumatic brain injury: long-term outcomes and prediction of social competence.

The effects of childhood traumatic brain injury (TBI) on social problem-solving were examined in 35 children with severe TBI, 40 children with moderate TBI, and 46 children with orthopedic injuries (OI). The children were recruited prospectively following injuries that occurred between 6 and 12 years of age. They were followed longitudinally, and ranged from 9 to 18 years of age at the time of the current study, which occurred on average 4 years post injury. They were administered a semi-structured interview used in previous research on social problem-solving to assess the developmental level of their responses to hypothetical dilemmas involving social conflict. Children in the severe TBI group defined the social dilemmas and generated alternative strategies to solve those dilemmas at the same developmental level as did children in the OI group. However, they articulated lower-level strategies as the best way to solve the dilemmas and used lower-level reasoning to evaluate the effectiveness of the strategies. After controlling for group membership, race, socioeconomic status, IQ, and age, children's social problem-solving, and particularly the developmental level of their preferred strategies for resolving conflicts, predicted parents ratings of children's social skills, peer relationships, aggressive behavior, and academic performance. The findings indicate that children with severe TBI demonstrate selective, long-term deficits in their social problem-solving skills that may help to account for their poor social and academic outcomes.     

The testing effect and analogical problem-solving

Researchers generally agree that retrieval practice of previously learned material facilitates subsequent recall of same material, a phenomenon known as the testing effect. There is debate, however, about when such benefits transfer to related (though not identical) material. The current study examines the phenomenon of transfer in the domain of analogical problem-solving. In Experiments 1 and 2, learners were presented a source text describing a problem and solution to read which was subsequently either restudied or recalled. Following a short (Experiment 1) or long (Experiment 2) delay, learners were given a new target text and asked to solve a problem. The two texts shared a common structure such that the provided solution for the source text could be applied to solve the problem in the target text. In a combined analysis of both experiments, learners in the retrieval practice condition were more successful at solving the problem than those in the restudy condition. Experiment 3 explored the degree to which retrieval practice promotes cued versus spontaneous transfer by manipulating whether participants were provided with an explicit hint that the source and target texts were related. Results revealed no effect of retrieval practice.     

Evolving team cognition: The impact of team situation models on team effectiveness

The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention.     

The differential effect of team members' trust on team performance: The mediation role of team cohesion

This study examines team performance as affected by various trusting relationships: trust between team members and the team's trust in their direct manager and in top management. Data for the study were collected from a survey of 690 professional elite athletes (belonging to 59 different sports clubs) playing in the regular, top professional Spanish leagues. The model was tested at the team level. Findings reveal that team member trust with respect to the different foci has both a direct and indirect effect on team performance, and that team player trust and cohesion play a mediating role. This study illustrates the dynamic relationship within teams, and, as such, trust among teammates mediates the relationship between trust in the coach as well as team cohesion in determining team performance. The implications for managing teams in other contexts are also evaluated.     

团队文化多样性对团队创新的影响及作用机制

随着经济全球化和跨国企业的迅速发展, 越来越多的企业中开始出现具有多样性文化背景的团队。企业管理者期待具有不同文化背景的员工能在团队工作中贡献新的观点和视角, 从而促进团队创新。因此, 探讨团队文化多样性与团队创新之间的影响关系已成为近年来学术界和企业界共同关注的焦点问题。所以, 采用社会分类-信息加工的理论视角, 首先厘清团队文化多样性的理论框架, 并进一步检验团队文化多样性与团队创新之间的影响关系及内在机制; 并且, 分别从团队内部和团队外部因素出发, 探讨团队文化多样性与团队创新影响关系中的边界条件。在实践上, 研究结论也将为企业有效管理跨文化团队, 推动企业创新提供一定的理论指导。     

The effects of monitoring environment on problem-solving performance

While effective and efficient solving of everyday problems is important in business domains, little is known about the effects of workplace monitoring on problem-solving performance. In a laboratory experiment, we explored the monitoring environment’s effects on an individual’s propensity to (1) establish pattern solutions to problems, (2) recognize when pattern solutions are no longer efficient, and (3) solve complex problems. Under three work monitoring regimes—no monitoring, human monitoring, and electronic monitoring—114 participants solved puzzles for monetary rewards. Based on research related to worker autonomy and theory of social facilitation, we hypothesized that monitored (versus non-monitored) participants would (1) have more difficulty finding a pattern solution, (2) more often fail to recognize when the pattern solution is no longer efficient, and (3) solve fewer complex problems. Our results support the first two hypotheses, but in complex problem solving, an interaction was found between self-assessed ability and the monitoring environment.