新手—熟手—专家型教师心理特征的比较

为了更深入地了解教师的教学专长发展,采用了量表法分别对433名和469名新手型、熟手型、专家型教师进行了教学策略、成就目标定向、人格特征和职业承诺、职业倦怠两个比较研究。结果表明：⑴在教学策略、成就目标、人格特征上,专家型教师均优于熟手型教师,而熟手型教师又优于新手型教师;在职业承诺和职业倦怠上,专家型教师均优于熟手型教师和新手型教师,而熟手型教师与新手型教师不存在差异。⑵重视课前准备,成绩目标是其重要的工作动机是新手型教师的主要特征;课中策略水平较高,任务目标成为重要的工作动机,具有随和、宽容、乐群、能关心他人的人格特点是熟手型教师的主要特征;教学策略以课前计划、课后的评估、反思为核心,具有鲜明的情绪稳定性、理智、着重实际、自信心和批判性强的人格特点,职业的情感投入程度和职业成就感高是专家型教师的主要特征。⑶三类教师在课后的补救策略、成绩目标、内外向、继续承诺和情绪耗竭上没有显著差异是其共同点。     

The Influence of Organizational Culture on Work‐Related Personality Requirement Ratings: A multilevel analysis

The effects of organizational culture on job incumbents' ratings of work‐related personality requirements were investigated. Data collected from 270 customer service representatives working within 37 mobile phone service companies in China demonstrated significant between‐organization differences and sufficient within‐organization agreement on two dimensions of work‐related personality requirements, achievement orientation and conscientiousness, to suggest that these work‐related personality requirements can be interpreted as organizational‐level constructs. Furthermore, incumbents' ratings of the two personality requirements were positively related to two corresponding dimensions of organizational culture, achievement‐oriented culture and integrity‐oriented culture, respectively, and as predicted, both were positively associated with team‐oriented culture. Further analyses revealed that team‐oriented culture appeared to play a particularly salient role in predicting incumbents' perceptions about the importance of the two dimensions of personality requirements.     

Assessing personality at risk in personnel selection and development

This paper demonstrates the validity and usefulness of a count technique to screen for potential personality dysfunctioning in NEO‐PI‐R ratings obtained in selection and professional development assessments. The usefulness of this screening technique for Industrial, Work and Organizational (IWO) psychologists is demonstrated in five different samples that were administered the NEO‐PI‐R for selection or development purposes. Three additional samples served as normative data to compute FFM PD count cut‐offs that can be used for selection and career development decisions. Evidence for the construct validity of 6 out of 10 FFM PD counts was provided, and all FFM PD compound scales were significantly related to important criteria, including the final selection decision, the results of a behaviourally oriented selection interview and self‐rated work competencies. The practical utility and limitations of this count technique for personnel selection and development are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

The importance of traits and abilities in supervisors' hirability decisions as a function of method of assessment

Past research on the importance of traits and abilities in supervisors' hirability decisions has ignored the influence of the selection method used to derive information about these traits and abilities. In this study, experienced retail store supervisors (N=163) rated job applicant profiles that were described on the Big Five and General Mental Ability (GMA) personality dimensions. Contrary to past studies, the supervisors were also informed about the method of assessment used (paper‐and‐pencil test vs. unstructured interview). Hierarchical linear modelling analyses showed that the importance attached to extraversion and GMA was significantly moderated by the selection method, with extraversion and GMA decreasing in importance when store supervisors knew that scores on extraversion and GMA were derived from a paper‐and‐pencil test as opposed to from an unstructured interview. Store supervisors with more selection‐related experience also attached more importance to GMA. Results are discussed in relation to the practice–science gap and the extant literature on perceptions of selection procedures.     

Socially oriented achievement goals of Chinese university students in Singapore: structure and relationships with achievement motives, goals and affective outcomes

Contemporary literature on culture, self, and motivations (Markus & Kitayama, 1991) suggests that in collectivistic cultures, individual achievement is interdependent of one's social others. We proposed that this cultural characteristic could be exemplified in the achievement goal orientation and tested the notion with university students in a collectivistic community-Singapore. A socially oriented achievement goal construct was developed by taking into consideration the significant social others in the students' lives. A measuring instrument was established with a sample of Singaporean Chinese university students (N = 196; 144 females and 52 males); its relationships to achievement motives, goals, and consequences were examined. Although the socially oriented achievement goal items were originally constructed from four categories of social others, confirmatory factor analysis suggested a unifactor structure. Results showed that the socially oriented goal was related positively with students' performance goal, mastery goal, and competitive motive; it bore no relationship to mastery motive, work ethic, and interest in learning; and it predicted negatively future engagement. After the effects of mastery and performance goals were controlled for, the socially oriented goal did not predict test anxiety.     

Introversion-Extraversion, Self-Monitoring, and Applicant Performance in a Situational Panel Interview: A Field Study

This study investigated relationships between applicant introversion-extraversion, self-monitoring, and performance in a situational panel interview. Police officers applying for promotion to the rank of sergeant in a metropolitan police department participated in a selection interview and completed a personality questionnaire. Results showed self-monitoring moderated the relation between introversion-extraversion and interview performance. As predicted, the relationship was stronger for low self-monitors than for high self-monitors. Extraverted, high self-monitoring and introverted, low self-monitoring promotion candidates were rated highest by selection interview panelists.     

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。     

Competencies Through the Eyes of Psychologists: A closer look at assessing competencies

Competencies have become a leading construct in human resource practices. However, empirical research on competencies has lagged behind resulting in a gap between practice and science. In this study, the focus was on the nature of competencies by examining the relationships of three competency dimensions with cognitive ability, personality and performance during assessment center exercises. Data of 932 applicants participating in a 1‐day selection procedure were used. Results showed that to assess the competency dimension Thinking psychologists focus on cognitive ability. To assess the competency dimension Feeling psychologists rely on performance during interview simulation exercises and on measures of personality. In assessing the dimension Power psychologists focus mainly on personality, although they also rely on cognitive ability and performance during interview simulation exercises.     

Sociocultural antecedents of academic motivation and achievement: Role of values and achievement motives in achievement goals and academic performance

With a view to understand the influence of culture on achievement motivation, the study aimed to test the hypothesized mediating role of individual‐oriented and social‐oriented achievement motives in linking value orientations (e.g. achievement, security, conformity, hedonism) to achievement goals (i.e. mastery‐approach, mastery‐avoidance, performance‐approach, and performance‐avoidance goals) as predictors of English and mathematics achievements. These hypothesized relationships were tested in the one‐path analytic model with a sample of Indonesian high‐school students (n = 356; 46% girls, M age = 16.20 years). The findings showed that security and conformity values positively predicted social‐oriented achievement motive; self‐direction values positively predicted individual‐oriented achievement motive; and hedonism values negatively predicted both achievement motive orientations. Both individual‐oriented and social‐oriented achievement motives positively predicted mastery‐approach and performance‐approach goals. Interestingly, social‐oriented achievement motive also positively predicted mastery‐avoidance and performance‐avoidance goals, which in turn, negatively predicted English and mathematic achievement. There was also some evidence for the direct effects of values on performance‐approach goals and achievement. Taken together, the findings evinced the relevance of achievement goal constructs to Indonesian students and the psychometric properties of the Indonesian version of the Achievement Goals Questionnaire for further use in Indonesia. The study concludes that the meanings of academic motivation and achievement should be seen from a sociocultural perspective relevant to the context in which they are being studied.     

Predicting academic self‐handicapping in different age groups: The role of personal achievement goals and social goals

Background. Academic self‐handicapping refers to the use of impediments to successful performance on academic tasks. Previous studies have shown that it is related to personal achievement goals. A performance goal orientation is a positive predictor of self‐handicapping, whereas a task goal orientation is unrelated to self‐handicapping. Aims. The aim of this study was to examine the relationship between academic self‐handicapping, goal orientations (task, performance‐approach, performance‐avoidance), social goals, future consequences and achievement in mathematics. An additional aim was to investigate grade‐level and gender differences in relation to academic self‐handicapping. Sample. Participants were 702 upper elementary, junior and senior high school students with approximately equal numbers of girls and boys. Results. There were no grade‐level or gender differences as regards the use of self‐handicapping. The correlations among the variables revealed that, when the whole sample was considered, self‐handicapping was positively related to performance goal orientations and pleasing significant others and negatively to achievement in mathematics. The results of hierarchical regression analysis showed that, in upper elementary and junior high schools, the association between achievement in mathematics and self‐handicapping was mediated by performance‐avoidance goals. In senior high school, only task goal orientation was a negative predictor of self‐handicapping.     

Big Five Personality and Creativity: The Moderating Effect of Motivational Goal Orientation

This study examined the association between the big five personality dimensions and creativity through the moderation of motivational goal orientation. One hundred and ninety students engaged in full‐time employment completed questionnaires, which were used to assess the variables of interest. Regression moderation analyses supported some of the expected hypotheses. The associations between the big five dimensions and creativity were moderated by learning motivational goal orientation. Individuals high in extroversion, emotional stability, and low in conscientiousness, are most creative when they are oriented toward learning. In addition, openness fully predicted creativity, without the moderation of goal orientation. The results are discussed in terms of the interactional nature of personality and goal orientation theory.     

“Dark Side” Personality Styles as Predictors of Task,Contextual, and Job Performance

Many meta‐analyses and hundreds of primary studies have been carried out on the criterion‐oriented validity of personality measures for predicting job performance. The Five‐Factor Model of personality has been used as a frame for analyzing the empirical evidence. However, the research in industrial, work and organizational psychology has not examined the relationship between the dysfunctional tendencies of personality and the personality disorders as described in DSM‐IV (Axis II) Diagnostic and Statistical Manual of Mental Disorders and job performance. The present paper examines the relationship between job performance and the dysfunctional personality styles included in a non‐clinical personality inventory developed to assess personality tendencies related to the dysfunctional (normal) personality styles and the personality disorders in work settings. This inventory assesses 14 dysfunctional personality styles and was given to a sample of 85 applicants. The job performance was rated by the direct supervisor 8 months later, and three measures were obtained: task performance, contextual performance, and overall job performance. The results showed that the seven dysfunctional personality styles (suspicious, shy, sad, pessimistic, sufferer, eccentric, and risky) predicted the three measures of job performance. The egocentric personality style negatively predicted contextual performance. Finally, the submitted style predicted task performance. With the exception of the risky personality style, the rest of the styles mainly consisted of Neuroticism. Implications for the research and practice of personnel selection are discussed.     

Hope in Personnel Selection

This study examined the potential role of hope as a personality trait in performance in personnel selection batteries. We hypothesized that hope would be associated with overall success in the selection process, mediated by coping. One hundred twenty job applicants who went through a full day of individual psychological assessment also filled out measures of hope and coping style. Structural equation modeling analysis provided support for a partial mediation model, with problem‐solving‐oriented coping mediating the association between hope and the psychologists’ general recommendation based on various psychological measures (though hope and coping were not included in the psychologists’ considerations). The model remained significant after controlling for general mental ability, personality, interview, and group simulation measures used in the assessment. The potential implications and limitations of the study are discussed in light of existing research on hope and performance.     

Do they know how hard I work? Investigating how implicit/explicit achievement orientation,reputation, and political skill affect occupational status

Researchers have yet to precisely test the Socioanalytic proposition that social skill moderates the personality identity–personality reputation relationship. Further, although research has found personality to have both explicit and implicit aspects, scholars have not examined these differences with respect to the Socioanalytic perspective on personality. The present study investigates how explicit and implicit achievement orientation identities relate to one’s reputation for that trait in the workplace and to career success, as measured by occupational status. We propose that explicit and implicit achievement orientation, political skill and their interplay positively relate to reputation of achievement orientation at work, which, in turn, is positively related to occupational status. We found that (1) both explicit and implicit achievement orientation were positively associated with its reputation, as rated by co-workers; (2) reputation mediated both relations between implicit/explicit achievement orientation and occupational status and (3) heightened political skill strengthened the relationship between explicit achievement orientation and its reputation, as well as its indirect effect on occupational status via reputation (first stage moderated mediation). Our research provides a potential explanation for why observer ratings of personality are more strongly associated with outcomes than self-ratings: Observers perceive both implicit and explicit personality behaviours.     

Genetic and Environmental Influences on Achievement Goal Orientations Shift with Age

Students engage in learning activities with different achievement goal orientations. Some students pursue learning for learning sake (i.e. mastery goal orientation), some are driven by gaining favourable judgement of their performance (i.e. performance approach goal orientation), and others focus on avoiding negative judgement (i.e. performance avoidance goal orientation). These goal orientations are linked with academic achievement, and troublingly, students report decreasing levels of goal orientations across the school years. However, little is known concerning the mechanisms that drive this decline. In a large (N = 891 twin pairs) cross‐sectional genetically informative sample (age = 8 to 22 years), we found that older students reported lower goal orientations. Then, we identified shifts in the magnitude of genetic and environmental variance in each goal orientation. For example, variance in mastery goal orientation was primarily associated with environmental factors during the elementary school years. As students entered high school, genetic influences increased, replacing shared environmental influences. Finally, we situated these findings in the larger nomological network by testing associations with psychological constructs (e.g. personality and cognitive ability) and contextual variables (e.g. parents, schools, and peers). The development of academic motivation is complex with many interconnecting factors that appear to shift with age © 2019 European Association of Personality Psychology     

The honeymoon effect in job performance: temporal increases in the predictive power of achievement motivation

Correlations between a job performance criterion and personality measures reflecting achievement motivation and an interpersonal orientation were examined at three points in time after completion of job training for a sample of airline reservations agents. Although correlations between the personality predictors and performance were small and nonsignificant for the 3-month period after beginning the job, by the end of 6 and 8 months a number of significant relationships had emerged. Implications for the utility of personality measures in selection and performance prediction are discussed.     

创造性人格与员工创造力:一个被调节的中介模型研究

本文基于动机行动和成就动机理论,构建一个被调节的中介模型以检验创造性人格对员工创造力产生的作用机理。以251套来自主管-下属配对的问卷数据为样本,实证分析结果表明:创造性人格可预测员工创造力产生,学习目标导向与绩效证明目标导向在两者之间起部分中介作用;内在动机能够强化个体目标导向对创造力的作用,并显著正向调节创造性人格对员工创造力的间接效应。最后,论文讨论了研究发现对员工创造力产生的理论和实践意义。     

The relationship between goal orientation and career striving in young adolescents

We surveyed 280 students (61% girls; M = 15.3 years) and, in the context of goal setting theory and self‐regulation, tested a cross‐sectional model in which goal orientation (learning, performance–prove, performance–avoid) was viewed as an antecedent to self‐efficacy and outcome expectations, self‐efficacy and outcome expectations were tested as antecedents to goal setting, and goal setting tested as an antecedent to career‐striving behaviors (exploration, planning). After controlling for educational achievement, learning orientation was directly, positively, associated with self‐efficacy and outcome expectations, and indirectly associated with career aspirations, career exploration, and planning; and performance–avoid orientation was negatively associated with self‐efficacy. The study demonstrated that goal orientation is an important variable to consider when examining career development in adolescents.     

Rater Correction Processes in Applicant Selection Using Videoconference Technology: The Role of Attributions1

Increasing global competition for the best employees has resulted in a significant increase in the recruiting and selection of geographically dispersed applicants. Innovative telecommunication technologies (e.g., videoconferencing) have provided a means to interview distant applicants at relatively low cost, compared to face‐to‐face interviews. However, some have suggested that interviewer ratings could be affected by the use of communication media to conduct the interview. In the present laboratory study, we tested a model of rater decision processes to help explain a mechanism for inflated ratings of videoconference‐based applicants. Participants who believed that they were making judgments for a real selection process rated simulated videoconference or face‐to‐face interviews. Raters who perceived interview media to be lower in richness were more likely to make external attributions for the applicant's performance, and consequently rated him more favorably.     

Impression management and achievement motivation: Investigating substantive links

In this research, we investigate impression management (IM) as a substantive personality variable by linking it to differentiated achievement motivation constructs, namely achievement motives (workmastery, competitiveness, fear of failure) and achievement goals (mastery‐approach, mastery‐avoidance, performance‐approach, performance‐avoidance). Study 1 revealed that IM was a positive predictor of workmastery and a negative predictor of competitiveness (with and without self‐deceptive enhancement (SDE) controlled). Studies 2a and 2b revealed that IM was a positive predictor of mastery‐approach goals and mastery‐avoidance goals (without and, in Study 2b, with SDE controlled). These findings highlight the value of conceptualising and utilising IM as a personality variable in its own right and shed light on the nature of the achievement motive and achievement goal constructs.