一般能力倾向成套测验简介及其中国试用常模的修订

本文对一般能力倾向成套测验作了简要的介绍。为了试用,对它进行了修订。版本是以日本劳动省１９８３年修订版为蓝本的。日本的版本是来自美国。为了适合国情,对该测验在三个方面作了微小的变动。修订工作自１９８９—１９９２年初。标准化样组是由全国１７个中等以上城市初二至高三学生２１４８名构成的。男女学生的比例为１：１。该测验在结构效度上有很好的证据,稳定信度分数相当好。     

中国与英国儿童对待欺负问题态度的比较研究

采用修订的Olweus欺负问卷,对中国和英国近万名(中国8937名,英国1035名)中小学儿童对待欺负的态度进行调查。结果发现:(1)中国儿童对待欺负的态度比英国儿童积极。(2)儿童对待欺负问题的态度存在性别和年龄差异。女孩比男孩对待欺负的态度较积极;小学儿童对待欺负的态度比初中儿童积极。(3)儿童在欺负/受欺负关系中的角色与其对待欺负问题的态度有联系。未参与者对欺负的态度最积极,其次是受欺负者、欺负/受欺负者,而欺负者对待欺负的态度最消极;(4)儿童对受欺负者的同情多,而去帮助受欺负者的行为倾向少。     

ATTITUDES OF SOUTH AFRICANS TOWARDS VARIOUS NATIONAL AND RACIAL GROUPS

Attitudes des Sud-Africains envers différents groupes nationaux et raciaux. En 1965, puis en 1966, un échantillon de 236 Sud-Africains blancs, ont jugé une série de 22 concepts qui désignaient principalement des groupes ethniques et diverses nationalités, à L'aide du Différenciateur Sémantique comprenant 20 paires d'adjectifs antonymes. Les résultats montrent que les attitudes à L'égard d'autres groupes ethniques sont relativement stables d'une année sur L'autre. Ils montrent, de plus, que c'est L'image du groupe en tant que tel qui détermine les attitudes des sujets à son égard, et non les différentes appellations, péjoratives ou laudatives, qui ont été utilisées pour le désigner. Une analyse factorielle a permis d'extraire trois facteurs: Image positive, Autoritatisme, Race non-blanche. Une seconde analyse factorielle, qui a porté sur les adjectifs utilisés dans le différenciateur sémantique, donne également trois facteurs: Activité, Valeur, Raisonnement, qui influencent la catégorisation des groupes ethniques visés. En conclusion, les AA. montrent que le Différenciateur Sémantique permet une analyse beaucoup plus fine que L'Echelle de Distance Sociale de Bogardus, des attitudes à L'égard des groupes raciaux et nationaux.     

中国传统情绪疗法及其应用

系统地探讨了中国传统情绪疗法：情志相胜疗法,相反情绪疗法,激情刺激疗法,与感觉刺激有关的情绪疗法,与别人有关的情绪疗法,顺情从欲疗法,抑情顺理疗法,移情易性疗法,情志导引疗法,七情合参疗法。这些中国传统心理疗法在现代仍有实用价值。     

GENDER DIFFERENCES IN INTERNAL BELIEFS ABOUT WEIGHT AND NEGATIVE ATTITUDES TOWARDS SELF AND OTHERS

Previous research has found that people with an internal weight locus of control (beliefs in self-control over weight) are more likely to join and stay in weight-loss programs and have higher self-esteem than those who have an external locus of control (e.g., belief that weight is due to luck, genes). There has been no research on how weight locus of control affects the self-esteem of people who are not average weight or not satisfied with their weight. The present study predicted that for people who are overweight, weight locus of control would be negatively related to self-esteem. The results confirmed this interaction between weight locus of control and weight on self-esteem for women, but not for men. The second prediction was that internal weight locus of control would have negative social consequences in terms of greater negative stereotyping of obese people, and this was also confirmed for women. Because weight loss is rarely permanent, it would seem important to change people's attitudes about the lack of control that they (and others) have over body weight.     

THE INFLUENCE OF INFORMATION AND DAILY CONTACT ON CHILDREN'S ATTITUDES TOWARDS APHASIC CHILDREN

Summary . The influences upon attitudes towards aphasic children were studied when ordinary children (ages 9–14) were given explanations of, and contact with, children with motoric aphasia. Subjects were 191 elementary school pupils. In one group no explanation about aphasia was given, and no contact with aphasic children was maintained. In a second group, an explanation was given but no contact was maintained. In the third group, a special class of aphasic children was incorporated within the ordinary school. As a result, daily contact between the ordinary and the aphasic children was maintained. A questionnaire for measuring attitudes towards aphasic children was built and its test-retest reliability was found to be 0.91 (df=37, P<001). The attitude scores were analysed by analysis of variance. A significant main effect of treatment method was found (F (2, 173) = 5.38, P<005). As hypothesised, the attitudes of children exposed to daily contact were less negative than those of children exposed to explanation only. The attitudes of children who were exposed neither to explanation nor to contact were the most negative. A significant main effect of age was found (F (2, 173)= 10.84, P<001). It was revealed, as hypothesised, that attitudes towards aphasic children were more negative in younger children than older ones, and only the attitudes of the 13- to 14-year-old children were in the positive region. A significant interaction between age and treatment method was also found (F (4, 173) = 3.81, P<005). The contact was found to be most effective with the youngest children. The implications of the findings for the general question of attitude formation in children and for the specific question of aphasic children's rehabilitation were discussed.     

DEVELOPMENT OF A JOB ANALYSIS-BASED PROCEDURE FOR WEIGHTING AND COMBINING CONTENT RELATED TESTS INTO A SINGLE TEST BATTERY SCORE

By definition, content-related approaches to test validation do not rely on criterion data. As a consequence, regression and other statistical procedures for weighting and generating a composite score from a test battery are not applicable when a content-related validation strategy is used. This paper presents a procedure for determining the component weights for a test battery that has been developed on the basis of a content-related validity strategy. The Relative Content Contribution (RCC) weighting procedure is a logical extension of the conceptual basis underlying the rational developmental process used to demonstrate the validity of content-related tests. Results from field implementations of the procedure in the development of two promotional test batteries (fire and police) and an entry-level test battery (police) in two large metropolitan cities are presented to illustrate the procedure.     

A HIERARCHICAL CONSTRUCT OF SELF-MANAGEMENT LEADERSHIP AND ITS RELATIONSHIP TO QUALITY OF WORK LIFE AND PERCEIVED WORK GROUP EFFECTIVENESS

This study validates the self-management leadership theory as operationalized by the Self-Management Leadership Questionnaire (Manz & Sims, 1987) in a large telephone company. The sample for this study is 390 self-managing and 412 traditionally managed employees and 94 external leaders from 58 self-managing and 60 traditionally managed teams. Results support Manz and Sims' 6-factor pattern at the first-order level, and in addition, identify a common second-order factor. The hierarchical factor structure is invariant in employee and leader samples drawn from both self-managing and traditionally managed work teams, suggesting that the construct of self-managing leadership is similar for members and leaders of both types of teams. Respondents perceive slightly more self-management leadership behaviors in the self-managing than the traditional work teams. Respondents evaluate self-managing work teams as more effective than traditional work teams, and this difference is moderate in size. Self-managing leadership behaviors are positively associated with QWL (mainly employee satisfaction) and self-rated effectiveness for both self-managing and traditional teams. In general, self-managing work teams are not that different from traditionally managed groups in the relationship of self-managing leadership to outcomes. We conclude that self-management leadership is a hierarchical concept, constituted of specific strategies as well as a general orientation toward empowering employees. These leadership behaviors are applicable to managing both traditional and self-managing work teams.     

A SITUATIONAL JUDGMENT TEST OF PERSONAL INITIATIVE AND ITS RELATIONSHIP TO PERFORMANCE

Although situational judgment tests have been found to be valid predictors of performance, they have rarely been used to measure particular constructs. In this study, we apply the situational judgment test method to the measurement of personal initiative, a construct defined as situated action. We used respondents' situated preferences in mental simulations of work scenarios as formative indicators of their overall level of personal initiative at work. Results from a validation study showed that the situational judgment test of personal initiative (SJT-PI) had adequate validity and complemented a Likert-type self-report measure of personal initiative in predicting behavioral criteria. Situated preferences for personal initiative were hypothesized to be proximal predictors of actual behavior and were accordingly found to mediate the relationship between generalized self-efficacy, felt responsibility, and actual behavior. Furthermore, situated preferences for personal initiative could be differentiated empirically from organizational citizenship behavior. We conclude that situational judgment tests are a promising method for measuring personal initiative and may be a general means of improving the validity of measurement in organizations.     

THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL

Studies of the influence of trainee characteristics on training effectiveness have focused on the ability level necessary to learn program content. Motivational and environmental influences on training effectiveness have received little attention. The purpose of this study was to test an exploratory model describing the influence on trainee career and job attitudes on training outcomes (learning, behavior change, performance improvement). Results of the study suggest that job involvement and career planning are antecedents of learning and behavior change. Future research directions and practical implications of the results are discussed.     

WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE

Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed‐upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta‐analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.     

PERCEIVED INGROUP AND OUTGROUP PREFERENCE: A LONGITUDINAL CAUSAL INVESTIGATION

Although there has been substantial research on perceptions of preference in hiring, there is considerably less focus on perceptions of preference in organizational activities more generally. Researchers seldom assess perceptions of preference for both historically high- and low-status groups and for both one's own group and others. Using a three-wave longitudinal survey of 1,094 employees, the causal direction between perceived preference and satisfaction with management, moderators of that relationship, and whether responses to perceived preference differed by group were examined. On average, groups perceived more outgroup than ingroup preference. The satisfaction to perceived preference causal direction was significantly stronger than the reverse for outgroup preference, suggesting that increased satisfaction with management leads to decreased future perceptions of outgroup preference more so than vice versa. The relationship between satisfaction with management and perceived outgroup preference was moderated by perceived organizational tolerance of discrimination, suggesting that positive diversity climate can alleviate the negative effects of dissatisfaction with management on perceived outgroup preference.     

CONVERGENCE AS A CUE T O PERCEIVED SIZE AND DISTANCE

A wire mesh was used as stimulus object in the old 'wall-paper experiment'. Fixating a small object on the near side of the wire mesh, the mesh appears of course double. By adjusting the fixation object back and forth a position can be reached at which fusion of the double image is obtained. At this moment the wire mesh appears to shift location. A nearly perfect one-to-one correspondence obtained between the perceived distance of the 'fused.' wire mesh and the actual convergence distance. It is concluded that the convergence mechanism may provide perfectly specific information to the visual system concerning the spatial location of objects.     

TOWARDS AN UNDERSTANDING OF INTEGRITY TEST SIMILARITIES AND DIFFERENCES: AN ITEM-LEVEL ANALYSIS OF SEVEN TESTS

A judgmental sort of 798 items from 7 paper-and-pencil integrity tests produced 23 thematic composites. Patterns of correlations between these composites and the 7 integrity measures and 2 Big Five measures shed light on similarities and differences between different integrity tests. Principal components analysis of 23 composites indicated 4 principal components that further illuminate the content domain of integrity tests. The relationships between 4 integrity principal components and integrity test scores as well as measures of the Big Five dimensions of personality are reported. The findings suggest that integrity tests can differ in their emphasis on various thematic composites, and, yet, be very similar in terms of their standing on the 4 integrity principal components. Different integrity tests can be quite different in terms of surface content, and, yet, assess the same underlying constructs.     

A PROSPECTIVE STUDY OF SOMATIC AND EMOTIONAL SYMPTOMS OF PREGNANCY

Using a prospective design, this study examined somatic and emotional symptoms of planned pregnancy in a sample of 162 healthy women. All women participated in a baseline (prepregnancy) interview. Seventy women became pregnant and were assessed at each trimester; the 92 nonpregnant controls were interviewed 3, 6, and 9 months after their baseline interview. All participants also completed the Anxiety and Depression subscales of the Symptom Checklist–Revised (SCL 90-R). No significant group differences were found at baseline. As expected, however, pregnant women reported significantly more instances of digestive symptoms (nausea, vomiting, heartburn), fatigue, and moodiness than nonpregnant controls. Discriminant-function analyses found that in the context of all symptom variables, nausea and fatigue were the primary distinguishing features of the first trimester. In the second and third trimester, fatigue and heartburn contributed to the distinction of pregnant and nonpregnant women. Although pregnancy precipitates many physical and psychological changes in this sample of women who had planned pregnancies, our results did not support the notion that pregnancy is either a time of significant emotional turmoil or of heightened emotional well-being.     

EFFECTS OF LYSERGIC ACID DIETHYLAMIDE (LSD-25) ON NORMAL SUBJECTS IN A SCHIZOPHRENIA-DISCRIMINATING TEST BATTERY

Psychological tests with differing sensitivity to schizophrenic reactions were administered to eight normal subjects after oral intake of 75–100 μ g LSD-25. Control data were obtained from placebo trials. Six of the tests were chosen as sensitive to schizophrenic reactions, two tests as so-called 'hold' tests, and another test as a measure of attention, which is supposed to be reduced by LSD. Significantly lower results were obtained on four of the six sensitive tests after LSD, on one of the 'hold' tests, and on the attention test.