克雷佩林连续加算法的初步研究

本研究遵循克雷佩林连续加算法的基本原则,参照内田-克雷佩林心理测验的基本形式和操作方法．并加以改进．编制了一套作业法测验,并建立了数量化评定指标——相对作业量。通过对近2500名学生被试进行初步研究,该测验具有较好的信度和效度,以相对作业量为标准可以较客观地判定作业曲线的凹陷和凸起等形态特征。这对于连续加法计算作业在中国的推广应用以及教育、科研、心理咨询、职业指导等工作具有重要的意义。     

内田─克雷佩林心理测验在我国的试用研究

对１５２２名大、中学生进行内田—克雷佩林心理测验的结果表明：该测验是一种跨文化的心理测量工具,具有较好的信度和效度。还对内田—克雷凤林心理的测验的特点做了剖析,并为进一步的研究提出了建议。     

违法犯罪者人格多种方法研究

本研究运用问卷法“YG人格测验”、作业法“内田－克雷佩林心理测验”和投射法“色塔人格测验”对126名违法犯罪者进行了测试。结果表明,作业法和投射法人格测验二者相互补充和印证,揭示了违法犯罪者人格的某些特点,问卷法人格测验的结果与前者不一致,应该运用多种方法对违法犯罪者的人格进行研究。     

当代客观化人格测验的技术—— 基于实验的行为评估:维也纳研究小组开发的多种计算机化测验介绍

目前多数人格测验(特别是在中国使用的人格测验)基本上都是人格问卷, 基于实验的行为评估类客观化人格测验应用很少; 而后者近来在德语圈国家中则有复苏的迹象。因此, 本文综述了此类客观测验相对于人格问卷来说所具有的特点和优势, 如, 被试很难在这类客观化人格测验中作伪。本文介绍了维也纳研究小组所做的几个测验, 并讨论了这些测验的心理测量学性质和缺点。最后, 还列举了这些测验的实际应用。     

联合型瑞文测验之项目分析

本文以项目反应理论为基础对联合型瑞文测验进行了项目分析。分析主要包括如下几个方面:项目特征曲线,项目信息函数,测验信息函数,项目效度和项目偏差。分析结果揭示了一些值得探讨的问题以供测验的编制,修订和使用者参考。     

当前心理测验的应用问题与伦理规范

心理测验法在心理学研究中是一种常用的方法,但是,这种方法的应用价值受到诸多条件的限制。本文从经典测验理论出发回顾了影响心理测验应用价值的一些因素,并对心理测验的使用者做了重点分析,指出只有经过培训并获得相关资格者才能管理心理测验,而且施测者应该从自身与被测者之间的关系出发,严格地遵循心理测验的伦理价值,并在法律的规范下使用心理测验,才能充分地体现心理测验的真正价值。     

计算机模拟动态心理测验

本文通过对心理测验的回顾与计算机模拟文献综合,把传统的纸笔测验与动态心理测验相比较,认为动态心理测验具有目标性、过程性与情境性三个特点,能够适应动态复杂的环境与群体作业任务,并且能够对阶段性的问题作出考察,具有传统的纸笔测验所不具备的优点.同时也提出,计算机模拟测验要更加注意外部效度与构思效度,注意计算机与人的交互作用的局限,才能够避免实验室实验的缺点,达到良好的模拟.     

关于听觉障碍儿童人格的一项研究

用缺陷儿童人格诊断量表和内田-克雷佩林心理测验对213名听觉障碍儿童进行测查,揭示了听觉障碍儿童人格发展的一些基本状况,以及影响他们人格发展的一些因素,研究表明,听力损失程度、父母是否听觉障碍、以及家庭（城乡）环境等因素对听觉障碍儿童的人格发展有显著的影响。     

个人拟合指数对人格测验的影响及意义

个人拟合指标是考察心理测验中偏差得分模式的新方法。研究中考察了G、C、MCI、U3、U、W、ECI6、L等8个拟合指标对艾森克人格问卷信效度的影响,以及各指标与正反向题回答不一致项目数的相关。结果表明,删除不同比例拟合程度不好的个体后,测验的信效度明显提高。同时PFS可鉴别人格测验中的默认反应偏差。各指标中l对测验信效度的改善效果最为理想。     

心理测验计量学:定义、发展及贡献

心理测验问题实际上涉及到测验编制与测验资料的计量分析(含概念模型的确定与论证)这两大方面。长期以来,人们更多的是热衷于对前者的研究与重视,对后者则有所忽视。其实,这两大方面是密切联系、不可偏废的。概括、宏观地看,前者是心理测验编制学的研究对象,后者则成为心理测验计量学的研究领域。本文就是试图在这样一种宏观构架下,探讨并明确心理测验计量学的特定研究对象与研究领域,简要回顾心     

The dimensionality of the Work Related Flow Inventory (WOLF): a South African study

The objective of this study was to validate and explore the factor structure of the Work-Related Flow Inventory (WOLF) as a measure of flow within the South African work context. The sample consisted of N?=?415 employees from various organisations in South Africa (females?=?56.8%, White?=?67.8%, single?=?46%, English?=?34.6%, 18 to 30?=?76.4% and various types of industries and positions). They completed the Work Related Flow Inventory (WOLF), the Utrecht Work Engagement Scale (UWES) and the Job Satisfaction Scale (JSS). Confirmatory factor analysis (CFA) revealed that the WOLF has three dimensions, consisting of absorption, work enjoyment and intrinsic work motivation that fit the data best. The findings further suggest that absorption and work enjoyment relates to work engagement. Convergent validity evidence indicated work absorption, work enjoyment and intrinsic motivation to correlate with both work engagement and job satisfaction in a South African working context. Work enjoyment had the strongest link with job satisfaction.     

模拟情境中工作团队成员互动过程的初步研究及其测量

团队已经成为当今许多组织中的主要工作方式。已有文献虽然表明工作团队成员之间的互动对于团队工作绩效有显著的影响,但却缺乏测量团队成员互动的量表。本研究在了解影响团队绩效的互动因素基础上,编制出一个测量工作团队互动过程的量表。该测验将团队互动分为结构和人际两个维度,分别包括五个和四个题目。测验具有很好的信度和效度,符合心理测量学的标准,可用作测量团队互动的工具。     

The relationship between ‘workaholism’, basic needs satisfaction at work and personality

The aim of this study was to examine correlates of ‘workaholism’ components (Work Involvement, Drive, Enjoyment of Work). A cross‐occupational sample of 661 Norwegian employees in six different organizations completed a web‐based survey measuring ‘workaholism’, basic needs satisfaction at work and personality. Needs satisfaction at work was positively related to Enjoyment of Work, and negatively to Drive. Conscientiousness was positively related to all ‘workaholism’ components; Extraversion and Openness to Work Involvement and Enjoyment of Work; and Neuroticism to Drive. Negative relations were found between Neuroticism and Enjoyment of Work, and Agreeableness and Drive. Although the associations were rather weak, the findings give reason to differentiate between enthusiastic and non‐enthusiastic ‘workaholic’ characteristics, which were consistent with predictions taken from central theories on ‘workaholism’. Copyright © 2009 John Wiley & Sons, Ltd.     

Meaning in life and work: A developmental perspective

This study examined linear and nonlinear relations between age and the presence and search for meaning in life and examined if these relations were moderated by the presence of meaning in work. Age did not significantly relate to the presence of meaning in life, but age had a significant, negative linear relation with the search for meaning in life. Moreover, work meaning moderated the quadratic relation between age and life meaning. Specifically, people high in work meaning demonstrated negative quadratic curves, with high life meaning during middle adulthood, and people low in work meaning had positive quadratic curves, with low life meaning during middle adulthood. Work meaning also moderated the linear relation between age and the search for meaning in life with people highest in work meaning showing the strongest negative relation between age and the search for meaning in life. Limitations and implications for future research are discussed.     

Quantitative EEG Assessment During Neuropsychological Task Performance in Adults with Attention Deficit Hyperactivity Disorder

This study evaluated the neuropsychological performance of adults with and without Attention Deficit Hyperactivity Disorder (ADHD) during the Paced Auditory Serial Addition Test (PASAT), Wisconsin Card Sorting Test: Computerized Version 3 (WCST), and the Integrated Visual and Auditory Continuous Performance Test (IVA). Quantitative electroencephalographic (QEEG) data were also collected during task performance to examine differences in cortical activity between groups and tasks. Results suggest that adults with ADHD demonstrated lower levels of performance on the PASAT and IVA, tasks that involve working memory and processing speed, and sustained attention, respectively. Adults with ADHD also had more upper alpha activity during the IVA. Lastly, for the ADHD group, an increased theta/beta ratio during the IVA was significantly related to poorer attentional performance. The current results support reinforcing specific types of cortical activity though EEG operant conditioning (neurofeedback) as a treatment option in adults with ADHD. This paper is based largely in part on a dissertation by J. Noland White in partial fulfillment of the requirements of his doctoral program at The University of Tennessee. Portions of this study have been presented in summary form at several professional conferences.     

Work Stress,Chinese Work Values,and Work Well-Being in the Greater China

ABSTRACT

Work values influence our attitudes and behavior at work, but they have rarely been explored in the context of work stress. The aim of this research was thus to test direct and moderating effects of Chinese work values (CWV) on relationships between work stressors and work well-being among employees in the Greater China region. A self- administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Work stressors were negatively related to work well-being, whereas CWV were positively related to work well-being. In addition, CWV also demonstrated moderating effects in some of the stressor–job satisfaction relationships.     

工作自主性对中小学教师幸福感的影响：工作重塑与工作家庭平衡的链式中介效应

采用问卷法调查了997名中小学教师,考量工作自主性与中小学教师幸福感之间的关系,检验工作重塑和工作家庭平衡在其中的中介作用。结果显示：工作自主性不仅对中小学教师幸福感具有显著直接影响,且能通过工作重塑与工作家庭平衡各自的中介效应及二者的链式中介效应三条路径,对幸福感产生间接影响。     

科研技术人员核心自我评价与工作倦怠、工作投入的结构方程分析

目的：探讨在中国文化背景下公司内技术部门人员核心自我评价是否包括集体自尊的维度及其与工作投入、工作倦怠的关系。方法：在人力资源部门人员的指导下,301名公司技术部门人员填写了工作倦怠量表（MBI—GS）、工作投入量表（UWES）、经典核心自我评价4个分量表、集体自尊量表以及核心自我评价集成量表（CSES）,并以密封信封方式提交。结果：（1）集体自尊对核心自我评价的载荷为0．68,是核心自我评价的重要因素。（2）加入集体自尊维度的核心自我评价对工作投入和工作倦怠路径系数分别达到了0．79和-0．54。（3）采用集成核心自我评价量表测量也支持了这一结果,对工作投入和工作倦怠各维度的回归系数均达到了显著水平。结论：集体自尊是中国文化背景下技术部人员的核心自我评价重要成分,且加入集体自尊维度的核心自我评价对工作投入和工作倦怠均有较好的预测作用。     

工作投入的概念、测量、前因与后效

工作投入是个体在工作中的一种积极的、完满的融入状态, 它是连接个体特质、工作因素和工作绩效的完美纽带, 是组织创造竞争优势的重要途径。通过梳理工作投入概念的起源和发展, 并将其与工作卷入、心流、专念等相似概念进行了比较, 提出了工作投入的整合概念, 即个体面对工作时产生的一种同时包含积极的情绪体验、谨敏的认知和高度激发的体能状态在内的、持久的心理行为状态。介绍了UWES量表、SMVM量表等主要的工作投入量表以及相应关于工作投入因素结构的不同理论观点, 并根据近年来的实证研究对工作投入的前因和后效变量进行了梳理和表格化呈现, 由此进一步对未来的研究方向提出了三点思考。