Value From Regulatory Fit

Abstract— Where does value come from? I propose a new answer to this classic question. People experience regulatory fit when the manner of their engagement in an activity sustains their goal orientation or interests regarding that activity. When there is fit, people engage more strongly in what they are doing and "feel right" about it. Fit influences the strength of value experiences—how good or how bad one feels about something—independently of the pleasure and pain experiences that are associated with outcomes. It uniquely contributes to people's experience of the value of things. Fit is shown to influence judgments and decision making, attitude and behavior change, and task performance.     

Direction of Fit and Normative Functionalism

Philosophical Studies -     

Adjusting Incremental Fit Indices for Nonnormality

A variety of indices are commonly used to assess model fit in structural equation modeling. However, fit indices obtained from the normal theory maximum likelihood fit function are affected by the presence of nonnormality in the data. We present a nonnormality correction for 2 commonly used incremental fit indices, the comparative fit index and the Tucker-Lewis index. This correction uses the Satorra-Bentler scaling constant to modify the sample estimate of these fit indices but does not affect the population value. We argue that this type of nonnormality correction is superior to the correction that changes the population value of the fit index implemented in some software programs. In a simulation study, we demonstrate that our correction performs well across a variety of sample sizes, model types, and misspecification types.     

Changing Direction on Direction of Fit

In this paper, I show that we should understand the direction of fit of beliefs and desires in normative terms. After rehearsing a standard objection to Michael Smith’s analysis of direction of fit, I raise a similar problem for Lloyd Humberstone’s analysis. I go on to offer my own account, according to which the difference between beliefs and desires is determined by the normative relations such states stand in. I argue that beliefs are states which we have reason to change in light of the world, whereas desires are states that give us reason to change the world. After doing this, I show how the view avoids various objections, including two from David Sobel and David Copp. The paper ends by briefly discussing the relevance of the view to the Humean theory of motivation.     

Perceived Emotional Demands–Abilities Fit

The purposes of this paper are to introduce the concept of perceived emotional demands–abilities (ED–A) fit and develop theory about how it relates to other fit perceptions as well as employee well‐being and performance outcomes. ED–A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED–A fit from other fit perceptions (i.e. person–organisation, demands–abilities, needs–supplies, person–group, person–supervisor). In addition, across the two studies, we found that perceived ED–A fit accounted for incremental variance in job satisfaction, work tension, felt inauthenticity, burnout, self and supervisor ratings of job performance, and psychological need satisfaction, controlling for the effects of other fit perceptions.     

Why Fit Doesn't Always Matter: The Impact of HRM and Cultural Fit on Job Involvement of Kenyan Employees

The study investigates whether fit of human resources management (HRM) policies with employees' preferences in developing countries of sub‐Saharan Africa, with specific reference to Kenya, impacts on levels of job involvement. We argue that the contextual variables in developing countries are varied and complex to the extent that organisations operating in these milieux might find that 'fit' as presented in the literature from developed economies does not matter. Further, we examine the role of individual value orientations and organisation value fit to look for a link with job involvement. The study contends that the use of simple difference scores to measure fit is inadequate, and adopts Edwards' (1994) regression technique to analyse fit. Overall, the results indicate that the person–environment (HRM preference with actual policy practice) fit model can partially predict job involvement in a developing country context, but in a way that is not consistent with theory. However, job involvement is not related strongly to either the convergence of an individual's values with those of others in the organisation, or convergence of HRM policies with individual preferences. It is the values themselves—not their fit—that are most predictive of job involvement.     

“工作价值观-职务特征”匹配对工作倦怠的影响研究

工作倦怠是近年来工业和组织心理学及职业健康领域的一个研究热点,本研究的目的是着重检验"工作价值观-职务特征"匹配对工作倦怠的影响.根据2家企业118份调查问卷的结果对工作倦怠量表和"工作价值观-职务特征"问卷做了修订.然后在8家非服务性企业进行了调查,316份有效问卷的调查进一步验证了工作倦怠量表具有良好的构想效度和信度;人口统计学变量性别、年龄在工作倦怠上有显著差异;通过相关分析结果表明,"工作价值观-职务特征"匹配各维度与工作倦怠各维度显著相关;进一步的逐步回归分析表明,任务特征在任务依存性和任务自主性的两个维度的匹配对情绪衰竭有负向预测作用,任务自主性匹配还对工作怠慢维度有负向预测作用.     

Evaluation of Model Fit in Cognitive Diagnosis Models

Cognitive diagnosis models (CDMs) estimate student ability profiles using latent attributes. Model fit to the data needs to be ascertained in order to determine whether inferences from CDMs are valid. This study investigated the usefulness of some popular model fit statistics to detect CDM fit including relative fit indices (AIC, BIC, and CAIC), and absolute fit indices (RMSEA2, ABS(fcor) and MAX(χ²_jj′)). These fit indices were assessed under different CDM settings with respect to Q-matrix misspecification and CDM misspecification. Results showed that relative fit indices selected the correct DINA model most of the times and selected the correct G-DINA model well across most conditions. Absolute fit indices rejected the true DINA model if the Q-matrix was misspecified in any way. Absolute fit indices rejected the true G-DINA model whenever the Q-matrix was under-specified. RMSEA2 could be artificially low when the Q-matrix was over-specified.     

Regulatory Fit and Resisting Temptation during Goal Pursuit

Because avoiding obstacles to goal attainment is a favored means of prevention-focused self-regulation, the authors proposed that resisting tempting diversions from task completion would better fit a prevention focus than a promotion focus, thus affecting task enjoyment and performance. Whether deciphering encrypted messages (Study 1) or solving math problems (Study 2), when exposed to attractive distracting video clips, participants in a prevention focus reported greater task enjoyment than did participants in a promotion focus, whereas the reverse was true when the distracting clips were not presented. Indeed, prevention-focused participants enjoyed the tasks more when they had to resist temptation than when they did not. In Study 2, prevention-focused participants outperformed promotion-focused participants under distracting (but not nondistracting) conditions, and regression analyses suggested that task enjoyment mediated this effect. Different regulatory states thus appear to differentially equip people to deal with tempting diversions from goal attainment.     

Supplementary Fit,Complementary Fit,and Work‐Related Outcomes: The Role of Self‐Construal

The current research investigated whether employees' self‐construals moderated the effects of supplementary fit and complementary fit on their work‐related outcomes (i.e. affective commitment and citizenship behavior). An organisational sample of 317 Chinese employees provided evidence that the relations between supplementary fit and these two work‐related outcomes were stronger among employees with a higher interdependent self‐construal. Conversely, the relations between complementary fit and work‐related outcomes were stronger among employees with a higher independent self‐construal. Theoretical and practical implications of these findings are discussed.     

验证性因素分析中模型拟合的判断

采用与Hu ＆ Bender不同的设计进行模拟研究,发现在他们推荐的8个指数中,NNFI、CFI、IFI在所有样本量条件下几乎都能得到最低的α与β错误率,而且最佳界值都在0．95左右,属于优良的指数。但Mc与GammaHat的表现却不好,因此不建议使用。他们建议的2指标策略被证明能降低α与β错误率,在样本量较小时尤其值得尝试。     

Talking About Talking About Patients

Several years ago, I talked about a case in a clinical seminar. I presented the work in a style that is different from usual because I was experimenting with how to best evoke the experience of being with this patient for my listeners. This paper is a continuation of that presentation, now through written rather than spoken word. In writing it, I struggled with the same dilemma of how to evoke the ambience, the feel of being with this patient. I begin with a discussion of some of the dilemmas involved in writing up clinical work when the aim is to stay close to the experience rather than to illustrate theoretical or technical points. I present a few sample vignettes of my work with this patient and then an analysis of how my writing style, including use of sounds, grammar, and word placement, contributes to evoking experience. I continue with a brief discussion of my experiences in presenting the case in the seminar and use these experiences to highlight aspects of the case. I ask the reader to become personally involved in the experiment by paying attention to what is evoked when reading the material.     

人-组织匹配研究的新进展

本文概述了国外关于人-组织匹配研究的最新发展。人-组织匹配简称P-O匹配,它强调组织成员的个人特征与组织特征之问的相容性。P-O匹配不仅使组织能更好地吸引、选拔和留住高素质人才。而且也有利于提高员工工作绩效和满意感。     

适应社会经济形势 转变医患伦理观念——改善医患关系的现时要策

医患关系 ,是建立在社会经济关系和卫生经济关系基础之上的 ,是受社会经济体制、社会经济水平支配的。然而 ,医疗行业人数与社会人群总额相比微不足道 ,两者的社会力量更是无法对称。医疗行业永远不可能动摇经济体制 ,左右社会形势 ,只能是适应经济基础 ,主动调整、改善医患关系 ,在社会经济发展的大框架内求得医疗事业相对较好的发展。因此 ,在医患关系明显紧张的当前 ,大有必要认真分析医患关系所处的社会经济背景 ,认清医疗事业所面临的社会经济形势。1　医疗事业目前所处的社会经济环境近 10年来 ,全国各地医患纠纷骤增 ,恐怕不能一概用…