国外第二语言学习的认知理论述评

第二语言的学习问题是当今语言学家、心理学家非常关注的问题。该选取近二三十年来,对第二语言学习影响较大的几种认知理论模型,如中介语理论、监控理论、ACT*模型、信息加工模型和平行分布加工模型作出简要介绍和评述,并归纳出认知学习理论的一些共同特点。     

国外第二语言学习的认知理论述评

第二语言的学习问题是当今语言学家、心理学家非常关注的问题。该文选取近二三十年来,对第二语言学习影响较大的几种认知理论模型,如中介语理论、监控理论、ACT*模型、信息加工模型和平行分布加工模型作出简要介绍和评述,并归纳出认知学习理论的一些共同特点。.     

表征动量的理论模型述评

表征动量是指由于诱导物理动量的作用, 人们对先前运动刺激最终位移的记忆将沿着运动的方向向前发生偏移的现象。诱导物理重力、摩擦力、万有引力同样影响运动刺激最终位移的定位, 扩展了表征动量的概念。相关的表征动量理论模型有：内化理论、朴素物理理论、预期理论、网络模型、眼动理论、双加工理论和计算理论。未来的研究应分别从普遍性和特殊性方面继续探讨表征动量的理论模型, 并加强神经机制的研究, 以便更好的解释日常生活中的内隐运动。     

基于认知和情绪反应的工作场所无礼行为发展模型

无礼行为在工作场所中广泛存在, 但由于其强度低、意图模糊等特征, 从而使组织很难有效地甄别、预防或控制它。在总结工作场所无礼行为已有研究成果的基础上, 笔者展开了下列三方面的工作：首先, 厘清无礼行为与其他相关不良行为的概念边界; 其次, 梳理了工作场所无礼行为的相关理论模型的发展进程, 主要介绍情绪认知评价理论模型、情感事件理论模型和无礼行为的情绪反应模型; 最后, 基于目前研究存在的问题和不足, 主张建构一个以认知和情绪反应为中介, 以社会文化、人格和组织因素为调节变量的无礼行为的模型, 并建议未来的研究运用纵向实验设计的方法来确定各变量之间的因果走向, 以求进一步丰富、完善和深化无礼行为的发展机制模型。     

同一性地位理论及其扩展模型

Marcia的同一性地位理论及其模型开辟了同一性研究的实证道路。在此基础上产生了诸多扩展模型,主要有Berzonsky的同一性风格模型;Grotevant的同一性探索过程模型;Kerplman的同一性控制模型;Luyckx的四维度模型;Crocetti的三维度模型。该文对这些模型的基本内容、价值与局限进行了简评,并指出了同一性地位理论模型发展的特点及未来趋势。     

工作嵌入的影响结果及其理论解释

近年来, 工作嵌入(Job embeddedness)作为解释员工离职和留职的新视角, 逐渐受到理论界与实务界的广泛关注和探讨。根据内容分析法(Content analysis), 系统梳理了国内外176篇工作嵌入相关文献, 分别从研究视角、内容分析和发展方向三个方面评述工作嵌入的影响结果。基于此, 总结出6种理论视角：资源保存理论、社会资本理论、计划行为理论、工作-角色依附理论、未来时间透视视角和传染过程视角。以内容分析的方式呈现关于工作嵌入研究的发展趋势和不同视角下工作嵌入影响结果的具体研究情况。未来研究应进一步构建团队工作嵌入理论模型、聚焦跨文化比较下工作嵌入的溢出效应、关注工作嵌入的双刃剑效应以及突出子维度差异化作用。     

决策中情绪作用机制的理论研究述评

决策研究领域日益重视情绪的作用,情绪的认知评估理论、道德情绪理论及动机维度模型等新兴情绪观使研究者对决策机制的认识不断深化,出现了解释情绪在各类决策中作用机制的理论成果：情绪浸润模型、风险决策感知与评估双系统模型、情绪即社会信息模型、神经情感决策理论。未来尚需加强作用机制的验证研究,从情绪具身角度进行思考,基于知情交互的角度整合理论体系,重视神经生理机制理论及模型建构。并简要分析了理论成果的启示。     

何以近朱者赤、近墨者黑?特质激活理论的缘起、现状和未来

特质激活理论旨在阐明适宜的外部情境如何激活个体的内在特质, 以及这种激活如何促使潜藏的隐性特质表达出显性的行为。文章综述了特质激活理论, 剖析了其从思想诞生到基准模型, 再到拓展模型的两次飞跃, 重点阐释了情境分层、情境特征、激活后果的反馈等系统, 辨析了特质激活的内涵及其与“人-环境”匹配理论、与情境强度理论的异同, 从深化验证、拓展现有理论模型等视角提出未来研究走向。     

儿童青少年强迫症的认知行为理论研究探讨

强迫症已经被认为是儿童青少年常见的心理障碍之一,强迫症的认知行为模型在成人研究中得到了大量的实证支持,但这个模型在儿童青少年群体中研究相对较少.从儿童青少年强迫症的界定及其流行病学调查出发,回顾了强迫症认知行为理论的解释及儿童青少年强迫症认知行为理论实证研究,最后对该理论模型提出了一些建议.     

阅读过程的眼动理论综述

该文介绍了解释阅读过程的主要眼动理论,并对早期的视觉缓冲器加工理论、直接假说和眼-脑假说、聚光灯理论、Morrison的眼动理论模型等眼动理论和新近的战略战术模型和E-Z模型等眼动理论进行了评述。最后,对眼动理论的发展方向进行了展望。     

Job search and social cognitive theory: The role of career-relevant activities

Social cognitive theory was used to explain the relationships between career-relevant activities (environmental and self career exploration, career resources, and training), self-regulatory variables (job search self-efficacy and job search clarity), variables from the Theory of Planned Behavior (job search attitude, subjective norm, job search intention), and job search intensity. Based on a sample of employed and unemployed job seekers, we found that job seekers who spent more time in career exploration, attended more training programs, and used more career resources reported higher job search clarity and job search self-efficacy. Job search self-efficacy, job search attitude, and subjective norm predicted job search intention, and job search clarity and job search intention predicted job search intensity eight months later. The results of this study provide practical information on what job seekers can do to improve their job search clarity and job search self-efficacy and demonstrate the application of social cognitive theory for understanding and predicting job search behavior.     

The longitudinal impact of a job crafting intervention

This study examined the impact of a job crafting intervention based on job demands-resources (JD-R) theory. We hypothesized that the intervention would influence participants’ job crafting behaviours, as well as their job demands, job resources, and personal resources. In addition, we hypothesized a positive impact of the intervention on work engagement and self-rated job performance. The study used a quasi-experimental design with a control group. Teachers (N = 75) participated in the job crafting intervention on three occasions with 9 weeks in-between the first and second measurement, and 1 year in-between the second and third measurement. Results showed that the intervention had a significant impact on participants’ job crafting behaviours, both at time 2 and time 3. In addition, the results showed a significant increase of performance feedback, opportunities for professional development, self-efficacy, and job performance 1 year after the job crafting intervention. Participants’ levels of job demands, resilience, and work engagement did not change. We discuss the implications of these findings for JD-R theory and practice.     

情绪智力与工作绩效的关系

大量研究证实, 情绪智力能够正向预测工作绩效, 二者关系会受到中介与调节变量的影响。现有研究存在一些问题和不足, 原因在于不同理论模型的分歧与对立、测验工具存在问题和研究没有深入到维度水平等。未来研究应该致力于理论模型的整合、新的测验工具的编制、中介与调节变量的考察、深入到维度水平考察情绪智力与工作绩效的关系。     

Creating hope: Assisting Veterans with Job Search Strategies using Cognitive Information Processing Theory

Providing effective employment services to today's veterans is essential. Given the high unemployment rate that currently exists for the veteran population, it is essential that career development professionals consider ways to effectively address their needs. This article highlights the complexities veterans experience in the job preparation and job search processes, as well as current efforts addressing the veteran unemployment concern. A clinical case study shows how cognitive information processing theory, a theory of career problem solving and decision making, can be used as a foundation for assisting veterans in the job search process.     

Cognitive–motivational antecedents of career decision-making processes in Portuguese high school students: A longitudinal study

In this study we propose an integrated framework of the antecedents of identity development and well/ill-being for high school students (N = 462) in the transition to higher education/job market. One study was conducted to investigate the effects of basic psychological need-satisfaction/frustration (as proposed within self-determination theory) and career decision-making self-efficacy (posited by social cognitive career theory) on the identity dimensions and experienced well/ill-being. Three longitudinal nested models were tested: a need-satisfaction/self-efficacy main effects model, an identity main effects model and a reciprocal main-effects model. The reciprocal effects between the variables were favored by the data. Basic need-satisfaction and career decision making self-efficacy positively predicted proactive exploration and commitment-making, while basic need-frustration predicted both diminished well-being and ill-being. Reciprocally, proactive exploration investments positively predicted whereas ruminative exploration negatively predicted, need-satisfaction and career decision-making self-efficacy. Implications for the design of career interventions are discussed and suggestions for future research proposed.     

SOCIAL INFORMATION AND EMPLOYEE ANXIETY ABOUT ORGANIZATIONAL CHANGE

Studies of job attitudes have traditionally been conducted on the correspondence between individual needs and objective job characteristics. A recently developed theory, however, suggests that job attitudes may be a function of social information received (Salancik & Pfeffer, 1978). This investigation used social information processing theory as the basis for a study of antecedents to employee anxiety about a move to an open office environment. The structural equation model developed from social information processing theory proved to be a good fit to the data, and a revised version of the model provided an even belter accounting for the variance in the data. Anxiety about organizational change was determined by social information, individual needs, and job characteristics, with need for privacy having the largest impact on anxiety. The model is discussed in terms of its support for information processing theory, its individual significant linkages, and the implications for need satisfaction models of job attitudes and other research on outcomes in organizations.     

诺丁斯的关怀伦理学与关怀教育思想

诺丁斯是关怀伦理学和关怀教育理论的代表人物。关怀伦理学是关怀教育思想的基础。它主张学校要以关心学生为首要任务 ,以培养学生成为关怀的人为目标 ,围绕不同的关怀中心组织了一套课程 ,并提出了实际工作中的重点。因此关怀教育思想可以视为关怀伦理学在学校教育中的应用。     

Stemming the tide: Predicting women engineers' intentions to leave

This investigation adapts and extends the Social Cognitive Career Theory (SCCT) by integrating it with central constructs from turnover theory. The extended model proposes that domain specific self-efficacy and outcome expectations predict job satisfaction and organizational commitment — the two key job attitudes that have been established as influential predictors of turnover cognitions and behaviors. Further, we proposed that one form of organizational supports, specifically developmental opportunities at work, are sources of self efficacy and outcome expectations, and that the relationship between organizational supports and job attitudes is mediated by self-efficacy and outcome expectations. The proposed model was tested on a national sample of 2,042 women engineers. Overall, the results provided support for our newly developed model. Implications for theory, research, and practice are discussed.     

Job Perception–Job Satisfaction Relations: An Empirical Comparison of Three Competing Theories

Alternative conceptions of the relationship between job perceptions and job satisfaction were tested using survey responses from 450 engineers. One model, based on Job Characteristics Theory (JCT) (e.g., Hackman & Lawler, 1971), predicted that job perceptions lead to job satisfaction (JP → Sat). A second model, based on Social Information Processing (SIP) theory (e.g., Salancik & Pfeffer, 1978) and Zajonc′s (1980) theory, predicted that job satisfaction leads to job perceptions (Sat → JP). A third model, which specified a reciprocal relationship between perceptions and satisfaction (JP ↔ Sat), was developed based on James′ theory (e.g., James, Hater, Gent, & Bruni, 1978). Supervisors′ ratings of departmental characteristics were used as contextual variables along with individual difference measures as antecedents of job perceptions and job satisfaction. Model contrasts performed using LISREL VII yielded clear support for the reciprocal model based on James′ theory, in contrast to the unidirectional models based on JCT and on SIP and Zajonc′s theory. The magnitudes of the two reciprocal paths linking job perceptions and job satisfaction did not differ significantly. Directions for future research and application were offered.