心理干预在化疗患者中的应用

本研究针对化疗患者常见的恶心呕吐、烦躁不安等副作用．运用心理行为技术．采用病例对照研究方法,对129名化疗患者进行了比较研究。结果为：各项情绪指标和总的情绪状况以及恶心呕吐反应。干预组患者比对照组改善明显;生活质量各指标在组问和组内比较中,有不同程度的改善,角色、社会、认知功能和疼痛症状在两组比较中改善不明显。由此认为,对化疗患者实施恰当的心理行为技术．干预效果是明显的     

555例危险行为高危青少年的心理干预：来自个体辅导和团体辅导的效果对照

对有较高风险发展为危险行为青少年的高危群体实施有针对性的心理干预是非常有价值的。本研究对青少年危险行为高危人群进行结构化的个体与团体心理干预,评估两种干预的即时效果和六个月的预后情况。采用《青少年健康相关危险行为问卷》等量表对16所中职院校的学生进行筛查,共555名学生参加本研究,被随机分为个体、团体和对照组并分别进行干预。结果发现：干预后,个体心理干预组被试的危险行为水平、心理健康以及抑郁和焦虑情绪均获得显著改善,并且6个月的预后效果依然明显,而接受团体辅导干预组仅在抑郁指标上有所改善,在危险行为评分、焦虑和心理健康水平上均没有明显的改善。研究认为,对危险行为易感青少年的心理干预应以经过良好设计的个体心理干预为主、团体干预为辅的方式进行。     

神经质和外倾的负情绪减弱调节特点

神经质和外倾一致被认为是有典型情绪风格的人格特质,人格生物机制研究发现,这两种特质在神经递质、脑机制及遗传等方面都具有其特定的机制。可是,关于这两种特质在情绪调节过程的生理心理机制研究还比较少。这项研究试图寻找高神经质和高外倾人群在负情绪调节过程中,包括情绪主观报告、表情行为及生理反应等方面的变化特点。研究采用生理心理实验法比较了高神经质和高外倾被试在使用认知重评、表情抑制减弱由录像片段诱发的负情绪（厌恶）时所引起情绪成分的实际变化结果。28名高神经质和28名高外倾大学生被试参加了实验。结果表明：与高外倾组比较,高神经质组在情绪激活及调节之前阶段（指导语阶段）的FPV增幅较大,在情绪被激活及调节阶段（正片阶段）的R-R间期增幅较小,整个调节过程报告较多的负情绪（如痛苦）变化。研究从生理心理层面进一步地说明,与高外倾比较,高神经质确实更容易激活其负情绪,而且,更难以对其负情绪实施减弱调节     

自我语言提示与两种心理操作的实验研究

选取大学生被试108名,用实验的方式研究了自我语言提示对情绪和记忆意向两种心理操作的影响。实验被试分3组,两个实验组和一个控制组。实验1组被试使用积极的自我语言提示,实验2组使用消极的自我语言提示,控制组使用中性语言提示,结果发现,实验1组和实验2组在情绪和记忆意向方面存在显著差异,三组的总体差异极显著,说明语言提示对被试的两种心理操作有显著的影响效果。     

关于城市居民心理凝聚感与压力源关系的研究

使用问卷测试方式对城市居民的心理凝聚感和压力源之问的关系进行研究。结果发现,在7种压力源因子和压力源总分中,经济收支和工作压力、家庭生活事件、知识技能更新3个压力源因子和压力源总分在三个级别的心理凝聚感组之间存在显著差异,心理凝聚感水平高的被试,对外界工作生活事件产生了最低的压力评价。职业、经济收入不同的群体在心理凝聚感的得分上存在显著的差异,经济收入高的个体有较高的心理凝聚感。说明不同心理凝聚感水平的被试面对相同的工作生活压力,其压力认知评价存在差异。     

内部竞争环境下内群体偏好的维持:群体认同和心理距离的影响

内群体偏好对群体及个人的生存发展都有重要价值。研究通过三个实验揭示了个体在内部竞争下维持内群体偏好的机制。实验一操纵内部竞争(有,无)和群体认同(高,低),发现内部竞争破坏了内群体偏好,而群体认同无法改变此破坏作用。实验二操纵内部竞争(有,无)和内群体心理距离(远、近),发现内部竞争破坏内群体偏好时,心理距离能够调节二者的关系,近心理距离有益于个体在内部竞争下维持内群体偏好。实验三进一步分析了心理距离维持内群体偏好的作用机制,发现心理距离通过个体知觉到的内部竞争感而影响内群体偏好。据此可认为,在内部竞争中维持内群体偏好需更多地关注成员间的关系(缩短心理距离),而非单纯地强调个体和群体间的联结(群体认同)。     

心理控制源、成就动机和生活满意感

本研究考察了成就动机、心理控制源和生活满意感三者之间的关系。结果表明：（1）成就动机、心理控制源和生活满意感三者之间存在明确的关系,成就动机与生活满意感都与控制源呈显著的正相关。（2）成就动机和心理控制源特征对生活满意感有较强的预测作用。（3）成就动机高的人,内控倾向较强,对生活的满意感也高。（4）追求成功的动机对生活满意感的影响是间接的,避免失败的动机对生活满意感的影响是直接的。     

知情同意对危重病患者心理影响的现状研究

探讨知情同意对危重病患者的心理影响。根据知情同意实施现状,将患者分为患者知情组、家属知情组,采用问卷调查和访谈相结合的方法对两组知情同意前、后的心理状况进行评估和比较。采取自愿方式及适宜的告知方法由患者本人知情同意,患者的心理状况与选择家属知情同意的患者无明显区别。     

中学教师教学效能感与心理健康水平的相关研究

1　前言在已往的研究中 ,自我效能感与心理健康的关系有多种结论。 0’ｌｅａｒｙ认为自我效能与身体免疫机能有关。Ｗｉｎｇｅｒ ｓｏｎ认为心理健康与自我效能感没有显著相关 ,但自我效能感可以有效调节压力。Ｃｈｅｕｎｇ ,Ｓｉｕ -Ｋａｕ认为自我效能感是预测心理健康的强有效的指标。钱铭怡、杨萍等认为自我效能感对心理健康有影响作用。根据前人的研究 ,心理健康包括心理状态和心理调节能力两个密切相关又相互区分的部分。心理状态是一个人某时或某段时间里自我感觉的心理好坏状态 (尤其是情绪的好坏 ) ,易受生活事件的影响。心理调节…     

心理资本与建言行为的关系:变革开放性和组织支持感的作用研究

基于积极心理资本理论和情感事件理论相结合的理论视角,研究采用两阶段追踪问卷调查方法收集数据,探讨了心理资本与员工建言行为的关系以及变革开放性和组织支持感在这个过程中的作用机制。数据分析结果表明:员工心理资本显著正向影响建言行为,变革开放性在心理资本与建言行为之间起着部分中介作用,组织支持感显著调节心理资本通过变革开放性影响建言行为的间接效应,在高组织支持感的条件下,变革开放性在心理资本影响建言行为过程中的中介作用显著,但是在低组织支持感的条件下,变革开放性的中介作用不明显。。     

An exploratory study of current performance management practices: Human resource executives’ perspectives

A survey of performance management (PM) practices in 101 U.S. organizations explored whether their PM systems, as perceived by human resources (HR) executives, reflect the best practices advocated by researchers to provide a benchmark of current PM practices. Results suggest that many of the PM practices recommended in the research literature are employed across the organizations surveyed, but several gaps between research and practice remain. Results also indicated that the majority of PM systems are viewed by HR executives as effective and fair. Implications for the science and practice of PM are discussed.     

THROUGH THE LOOKING GLASS OF A SOCIAL SYSTEM: CROSS-LEVEL EFFECTS OF HIGH-PERFORMANCE WORK SYSTEMS ON EMPLOYEES' ATTITUDES

Drawing on emerging multilevel theorizing in human resources management, we tested a multilevel model of high-performance work systems (HPWS), using data obtained from 324 managers and 522 employees in 76 Japanese establishments. Results from cross-level analyses indicated that the relationships between establishment-level HPWS and employee job satisfaction and affective commitment were fully mediated by establishment-level concern for employees climate. These results shed new light on the mechanisms through which HPWS impacts employee outcomes and serve to bridge between macro and micro perspectives of human resource management. The research and practice implications of the findings are discussed.     

The Central Importance of Laboratories for Reducing Waste in Biomedical Research

The global biomedical research enterprise is driving substantial advances in medicine and healthcare. Yet it appears that the enterprise is rather wasteful, falling short of its true innovative potential. Suggested reasons are manifold and involve various stakeholders, such that there is no single remedy. In the present paper, I will argue that laboratories are the basic working units of the biomedical research enterprise and an important site of action for corrective intervention. Keeping laboratories relatively small will enable better training and mentoring of individual scientists, which in turn will yield better performance of the scientific workforce. The key premise of this argument is that people are at the heart of the successes and failures of biomedical research, yet the human dimension of science has been unduly neglected in practice. Renewed focus on the importance of laboratories and their constituent scientists is one promising approach to reducing waste and increasing efficiency within the biomedical research enterprise.     

Organizational Competencies: A Valid Approach for the Future?

This paper attempts to integrate concepts of organizational competency across a number of levels of analysis. It provides grounded evidence on existing application and practice, and synthesizes research and development in the area of organizationally derived management competencies. Consideration is given to the underlying theoretical assumptions and definitional issues raised by existing practice. The paper highlights the range of human resource strategies or programmes used to integrate activity and implement strategic changes, and examines the shift in thinking about the importance and nature of management competency. Organization-specific approaches are reviewed and the benefits analysed. A critical review of attempts at integration suggests that application of competency-based approaches within organizations has fallen behind advances in strategic human resource management and that there is a need to shift application towards more future–oriented and strategic contexts. Weaknesses associated with existing approaches to management competency are analysed as is the issue of validity. Finally, the implications of considering competencies as an organizational level resource for human resource strategy are discussed.     

Method Variance in Organizational Behavior and Human Resources Research: Effects on Correlations,Path Coefficients,and Hypothesis Testing

This research simulates the effects of method variance on correlations, standardized regression (path) coefficients, and squared multiple correlation coefficients. The results show that method variance can have extreme effects on these measures of association, depending on assumptions made about the nature of the method factors. The analysis also indicated that method variance can have strong effects on the probability of obtaining significant findings in the absence of true relationships. The link between findings of the present study and current developments on method variance in organizational behavior and human resources management research is discussed.     

The career resources model: an integrative framework for career counsellors

Changes in the nature of work and organisations have led to an increased need for self-directed career management (SDCM). However, there is no consensus in the literature of what constitutes SDCM and many related concepts have been proposed. Integrating previous research across different conceptualisations of SDCM, the article proposes four critical career resources which are essential for career development in the modern context: human capital resources, social resources, psychological resources and identity resources. Implications of this framework for counselling practice are presented.     

A taxonomic foundation for evidence-based research on employee performance management

This study presents a taxonomic foundation for research on employee performance management practices based on a comprehensive review of the literature (198 articles and book chapters). The taxonomy consists of 50 practices organized within seven topic categories, including an evaluation of the amount of research evidence supporting each practice. This taxonomic foundation facilitates the aggregation, integration, interpretation, and explanation of performance management research based on a role-theoretic perspective derived from the behavioural approach to strategic human resource management. The proposed direct-linkage path model shows how this taxonomic foundation ties performance management practices to behaviours and results. We build on this Practice – Behaviour – Results (PBR) critical path model with moderators and mediators based on cognitive and social factors identified in the extensive previous research. This PBR model provides a foundation for orderly and structured growth for future research that will enhance the connection between research and improved organizational practices in performance management, as well as a guide to best practices in performance management.     

FACTS, FANTASIES AND THE FUTURE OF CHILD CARE IN THE UNITED STATES

Psychologists in both family practice and developmental research may be puzzled about the scientific status of research on child care as it affects children, parents, and caregivers. What conclusions can be reached about mothers in the labor force, about the advisability of various child care arrangements, about their short and long-term consequences, and what advice do we as psychologists have to offer in the public interest to parents of infants and young children? In this article, we review research on child care, and discuss its implications for the nation and for psychology as a research enterprise and a helping profession.     

Connecting Bowen Theory with Its Human Origins

Murray Bowen recognized the importance of grounding clinical practice within a clearly articulated theoretical framework, which could claim its place within the general scientific tradition. Bowen theory has established itself as a significant contribution to the field of family therapy. However, in its insistence on excluding, in the interests of rigorous inquiry, all contributions except those from a natural science perspective, Bowen theory has neglected the very elements that are the identifying characteristics of Homo sapiens. As well as recognizing the common systemic characteristics of all life forms, a theory of the family and family therapy that does justice to the human condition will also need to attend to the ways in which human systems are distinct from those of other life forms. In this enterprise, the social sciences will be as important as the natural sciences.