儿童对伤害情境的意图认知与反应倾向关系的发展研究

儿童对他人行为意图的认知,是如何发展变化并如何影响行为反应？该研究旨在从会认知的角度,探讨６—１３岁中国儿童在不同伤害情境中对同伴造成伤害性后果的行为的意图认知和反应倾向特点。     

悦纳访谈--动机访谈的发展与本土化

动机访谈源于西方纠治健康方面适应不良行为的治疗性访谈方法,简单有效。笔者用进化心理学观点,结合中国文化,尤其是结合太极推手等本土化动机访谈的基本理论和操作,提出了具有鲜明中国文化特色的动机访谈--悦纳访谈。悦纳访谈以\"知己知彼,反应适当,真实和谐,悦纳进取\"为基本原则,不但提升了动机访谈的文化适应性,而且在理论上发展了...     

时间维度自我价值感的验证性研究

目的进一步检验时间评价理论在中国文化背景下的适用性。方法以大学生为被试,以不同时间指导语和时间控制线引导,使用黄希庭教授等编制的《青少年自我价值感量表》中的总体自我价值感。结果远的过去与近的过去、远的过去与现在、远的过去与近的将来主效应比较差异显著(p=.000),远的将来与远的过去主效应差异明显(p=.000);主观时间距离数据显示,被试在回顾稳定积极的个性特征时与主观时间距离感呈相关(p=.050)和被试在回顾稳定的消极个性特征时与主管时间距离呈相关关系(p=.013)。结论:时间自我评价理论的研究成果基本适用于中国文化环境,在中国人变化的事件主观时间距离感上更客观。     

研究性访谈及其应用现状和展望

在科学研究中,研究性访谈作为一种定性研究方法得到了广泛的应用,然而这种定性方法在当前的研究领域中并没有受到足够的重视。本文立足于研究性访谈这种重要的研究方法,着重讨论三个问题：一是研究性访谈的概念、分类和程序;二是目前关于研究性访谈的方法论研究;最后对研究性访谈的应用和发展进行了评价和展望。作者认为结构因素可能是影响访谈效度的主要因素;而信度与结构化、标准化、主试培训等因素有关;社会背景和访谈情境的交互作用将成为未来访谈研究的新趋势;研究性访谈在我国的应用存在一定的文化适应问题,并有待加强和科学化。     

学龄儿童的情景记忆与心理理论的关系

为考察学龄儿童心理理论与情景记忆的关系,111名小学4-6年级儿童在两周内完成了心理理论(包括二级错误信念、失言和白谎等)和情景记忆(回忆过去"一个星期内"、"一个月内"和"一年内"亲历的具体事件;以及想象将来"一个星期内"、"一个月内"和"一年内"可能发生在自己身上的具体事件)等任务。控制了年龄效应后,线性回归分析发现儿童回忆过去时"谈及他人"、想象将来时"谈及自我"和"谈及他人"与心理理论的认知成分存在显著关联。而儿童回忆过去时"谈及他人"与心理理论的情感成分有显著关联。结果表明,学龄儿童心理理论可以分为认知成分和情感成分,情景记忆与心理理论不同成分的关系存在差异。     

特质性与情境性调节定向匹配效应的一致性

研究试图探讨基于不同性质的调节定向(特质性调节定向和情境性调节定向)而达成的匹配所导致的效应是否一致。实验一、二均采用2(调节定向：促进、防御)×2(信息框架：积极、消极)被试间设计, 分别考察了两种匹配对信息说服效果(包括信息价值评价、情绪强度、行为意向3项指标)的影响。MANOVA检验表明, 实验一中信息价值评价、情绪强度2项指标上的交互作用显著, 实验二中信息价值评价、情绪强度和行为意向3项指标上的交互作用显著; 这表明, 基于两种不同性质的调节定向所达成的匹配在对信息价值评价和情绪强度的影响上具有一致的效应, 但在对行为意向的影响上具有不一致的效应。这一结果对于理解两种不同性质的调节定向之间的差异以及基于两者而达成的两种调节匹配之间的差异具有较为重要的意义。     

特质性与情境性成就目标定向对目标调节的影响

将209名初中生被试分为掌握、表现-接近与表现-回避三种特质性成就目标定向,随机分配在掌握定向与表现定向这两种情境性成就目标要求之下,依次阅读一系列10个同质性材料并回答一道位于每段材料之后并与该材料首句信息相关的选择题,根据被试完成每次任务的阅读时间与答题正确率,考察被试的实际目标定向以及目标调节变化过程。结果表明,特质性成就目标定向对学业成绩具有显著的预测作用,但在特定任务情境下,情境性目标要求掩盖了特质性目标的作用,而且,情境性表现目标的被试比情境性掌握目标的被试更快地调节目标以适应实验任务所隐含的实际目标线索。     

家中不同游戏情境中婴儿与父母交流行为的比较研究

采用录像手段,考察真实的家庭环境中,16名婴儿与父亲和母亲在自由游戏和完成任务游戏情境中的交流行为。研究结果表明,无论在自由游戏还是在完成任务游戏中,母亲的表态行为都比父亲的多些。婴儿对母亲的表态行为比对父亲的多,对父亲的行动祈求、信息祈求和注意祈求行为比对母亲的多。在自由游戏中,母亲比父亲更多地承诺参与儿童的游戏。总体上,父母亲根据交流情境选择交流行为外,也表现出自身的特点,孩子则根据交流对象的选择交流行为。     

理性行为理论及其拓展研究的现状与展望

作为一种广泛地用于预测多种多样的社会行为的权威理论,理性行为理论（Theory of Reasoned Action, TRA）已经被大量的学者进行了拓展。根据研究视角的差异性,现有的这些对理性行为理论进行拓展的研究被归结为三类,理性行为理论自身的深化研究;理性行为理论适用性的拓展研究;理性行为理论模型的拓展研究。这三类研究首先被系统地总结和分析,然后在分析现有研究的不足的基础上,理性行为理论进一步拓展研究的方向被提出来,期望以此推动理性行为理论在国内的进一步开展     

动机性访谈：一种以咨客为中心的行为改变咨询技术

动机性访谈是目前在西方国家比较流行的一种以咨客为中心的行为改变咨询技术,但在我国关于这一技术的研究和应用都还比较少。本文概述了动机性访谈技术的理论基础、应用原则(表达神入;发展差异;接受阻抗;维持自我效能)和基本技能,并介绍了这一咨询技术的应用现状与研究方向。     

EXPERIENCE-BASED AND SITUATIONAL INTERVIEW QUESTIONS: STUDIES OF VALIDITY

This research compared the validity of two different types of structured interview questions (i.e., experience-based and situational) under tightly controlled conditions. The experience-based interview questions required that 108 study participants relate how they had handled situations in the past requiring skills and abilities necessary for effective performance on the job. Situational questions, administered to another group of 108 study participants, provided interviewees with hypothetical job-relevant situations and asked them how they would respond if they were confronted with these problems. The experience-based interview questions yielded higher levels of validity than the situational questions. Additional analyses showed that the interview added incrementally to the prediction of performance beyond the variance accounted for by a cognitive ability test. There were small differences in subgroup performance (White, Black, Hispanic, male, and female) on the experience-based interview, though it was equally valid for all subgroups.     

BENCHMARKS AFFECT PERCEPTIONS OF PRIOR DISABILITY IN A STRUCTURED INTERVIEW

Though covered under the Americans with Disabilities Act of 1990, job candidates with a record of a disability may be adversely evaluated. Two experiments demonstrate that subtle knowledge of a prior disability creates a bias that can be removed by a structured interview. A job candidate was labeled as having once suffered from depression, substance abuse, cancer, or no disability. The candidate who once suffered from depression or substance abuse was judged more negatively than a control candidate, while a cancer survivor was not. Though disabilities are not perceived equally, benchmarked rating scales can enhance attention to relevant behaviors, thus controlling the potential for bias.We thank Steven Gregson, Michael Records and Cynthia Strickland for their help with pilot studies. Shawn Bocketti is now with IBM, Stephen Maser is with Linkage Incorporated, and Craig Wennet is with the United States Coast Guard.     

嫉妒研究的现状、特点和趋势分析

根据1981-1998年国际心理学领域关于嫉妒研究的论著,从理论和实证角度对当代嫉妒研究成果进行分类研究,旨在阐明国际嫉妒研究的现状,分析和概括其研究特点和发展趋势.     

A COMPARISON OF PEER-DIRECTED AND TEACHER-DIRECTED EMPLOYMENT INTERVIEW TRAINING FOR MENTALLY RETARDED ADULTS

Interview skills deficits may limit employment prospects of mentally retarded adults. Although numerous papers highlight the importance of interview skills, few have validated effective strategies for use with mentally retarded persons. Further, there has been a lack of research contrasting rival interview skills training strategies. The present study was conducted with two mentally retarded young adults. It contrasted peer-directed instruction, in which both participants were equally deficient in the target skills, with teacher-directed instruction. Results of the investigation indicated that instruction, rehearsal, and feedback may be effective strategies regardless of who provides instruction. Comparisons of teacher-directed and peer-directed instruction indicated little or no difference in the effectiveness of the two procedures. However, the peer-directed procedure involved considerably less staff time than did the teacher-directed procedure.     

EFFECT OF SITUATIONAL INTERVIEWS, CONVENTIONAL STRUCTURED INTERVIEWS, AND TRAINING ON INTERVIEW RATING AGREEMENT: AN EXPERIMENTAL ANALYSIS

The present study examines the degree to which agreement in interviewer ratings may be influenced by training, use of structured conventional interviews, or situational interviews. Results of an experimental study conducted among 42 managers who were experienced as interviewers revealed no training effect on rating agreement, but the impact of the situational format on consistency in assessments of applicant suitability was significant. Implications of these findings for usefulness of situational employment interviews and future research investigating the reliability of situational interview formats are discussed.     

THE EMPLOYMENT INTERVIEW: A SUMMARY AND REVIEW OF RECENT RESEARCH1

After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training is summarized. Trends and directions are noted, suggestions for further research extended, and a discussion of why persistence in the use of interview exists is presented.     

RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH

Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings regarding the validity of the interview, the impact of applicant sex, and the effect of interviewer characteristics/behavior on applicant reactions, as well as other issues, are reported. Contrary to the widely held belief that the interview has low validity, recent research indicates at least modest validity for this selection tool. Conversely, the effect of the campus interview on applicant reactions has been seriously questioned. Researchers are urged to examine several areas in social psychology, including the literature on attitudes-intentions-behavior, the elaboration likelihood model, and theories of discrimination to achieve greater understanding of the employment interview.     

SMALL GROUP BEHAVIORAL TRAINING TO IMPROVE THE JOB INTERVIEW SKILLS REPERTOIRE OF MILDLY RETARDED ADOLESCENTS

Four retarded adolescents, enrolled in a short-term residential treatment program, received behavioral job interview skills training. Although potentially employable, each was unable to present himself effectively in standard employment interviews. Treatment consisted of a series of behavioral group sessions using instructions, modeling and rehearsal procedures to increase, in multiple baseline fashion, such skills as the adolescents' ability to disclose positive information about their experience and background, convey interest in the position and direct relevant questions to an interviewer. Effectiveness of treatment for each client was assessed by: (1) Objective ratings of performance during individual, structured role-play job interviews following each treatment group; (2) objective ratings of pre- and posttraining performance during tape recorded in vivo generalization job interviews at a fast-food restaurant; and (3) global evaluations of pre- and posttraining in vivo generalization interviews made by experienced personnel interviewers unfamiliar with the nature of the treatment. The results indicated that potentially employable retarded citizens can be successfully taught appropriate job interview behavior using a small group behavioral procedure. The need for such techniques in community and rehabilitation centers for retarded citizens and other clinical populations is discussed.