积极情感消极情感量表（PANAS）的修订

以情感二维结构理论为基础,对Watson等（1988）编制的积极情感消极情感量表（PANAS）进行了修订。收集了几种主要的情感环丛模型中积极情感和消极情感项目后,用专家评定法剔除了不属于情绪描述词的项目,并用问卷法考察了这些情感体验的典型性,试测后确定了积极情感和消极情感项目各9项构成最终量表。最后用自评、同伴评价和认知测量法对量表的心理测量学属性进行了较为全面的分析。结果表明,修订后的PANAS中各项目具有良好的区分度,是情感幸福感有效和可靠的测量工具。     

在心理治疗中审视积极与消极情绪的关系及作用

心理治疗中长期存在两种倾向：力图减少消极情绪、认为这样可以自动增加积极情绪。该文分析并总结了有关积极与消极情绪的关系及作用的实证研究和综述,主要得出三个结论：1）积极与消极情绪有三种关系：负相关、相互独立、部分重合,具体表现出哪种关系要视实际情况而定。2）过多的积极情绪对认知、行为、健康有消极作用。3）适当的消极情绪对认知、行为、健康有积极作用。因此,在进行心理治疗或研究时,应根据实际情况．明确对象并选择正确方法。     

正、负性情绪的跨文化心理测量:PANAS维度结构检验

对中国大学生(N=201)和美国大学生(N=321)进行PANAS测评,以检验该量表中、英文版的因素效度。探索性因素分析会聚性地验证了该量表的PA和NA两维度结构具有跨文化一致性,中、英文量表两因子的累积方差贡献率分别为51.31％和44．25％,接近Watson等的研究结果。然而研究结果也显示测项偏差问题,因此中文量表的PA分量表的测项组成不等同于原量表。中、英文量表的PA与NA分量表同样具有较高内在一致性信度,表明其符合心理测量学要求。     

Positive Affect and Flexibility: Overcoming the Precedence of Global over Local Processing of Visual Information

Previous findings on the relationship between positive mood and global processing are often based on visual matching tasks that involve a choice between global and local strategies. Preferences for global processing in positive mood, however, do not imply a reduced ability to process locally. The present experiment tested the assumption that positive affect increases flexibility in cognitive processing as indicated by the ability to overcome global precedence, and to respond rapidly to non-dominant (local) features when the task necessitates it. Consistent with expectations, participants responded significantly faster to local targets after positive compared to neutral and negative prime words. The typical precedence of global over local processing observed after neutral and negative prime words was reversed after positive prime words. Findings support the assumption that positive affect increases cognitive flexibility. Furthermore, findings suggest that mood-related preferences in global versus local processing cannot be generalized to processing ability.     

Erosion of Belief and Disbelief: Effects of Religiosity and Negative Affect on Beliefs in the Paranormal and Supernatural

Abstract

The authors investigated the effects of religiosity and negative affect on beliefs in the paranormal and supernatural among 94 undergraduate students enrolled in psychology classes at a small, private U.S. university. They hypothesized that religiosity would predict differential beliefs in the supernatural versus the paranormal but that negative affect would attenuate these beliefs. In addition, the authors predicted that belief in the supernatural and negative affect would interact to predict belief in the paranormal. Overall, the results were consistent with predictions. The religious participants were skeptical of paranormal phenomena but were accepting of supernatural phenomena. In addition, increased reports of negative affect over the preceding year appeared to attenuate belief in the supernatural for the religious participants. By contrast, for the nonreligious participants, increased belief in both the supernatural and paranormal was predicted when reports of negative affect were high. Finally, the interaction of supernatural belief and negative affect significantly predicted belief in the paranormal.     

Configurations of unemployment,reemployment, and psychological well-being: A longitudinal study of unemployed individuals in Portugal

This study examined how four different configurations of unemployment and reemployment (defined by history of past unemployment and unemployment/reemployment 3 years later) related to changes in psychological well-being. The longitudinal sample consisted of 566 Portuguese men and women who were unemployed at the beginning of the study. Using true change score models, we found that individuals who reported a long period of unemployment at T1 but were reemployed at T2 showed meaningful gains in positive affect and life satisfaction compared to those who had a shorter history of unemployment and were reemployed. An examination of gender differences revealed that the women who were reemployed after a long history of unemployment showed the greatest relative gains in positive affect. We conclude by noting limitations of this research and suggesting future research to address these limitations.     

A Conservation of Resources Perspective on Negative Affect and Innovative Work Behaviour: the Role of Affect Activation and Mindfulness

The present study aimed to clarify the inconsistent relationship between negative affect and innovative work behaviour by taking into account the role of affect activation and mindfulness. Building on the conservation of resources theory, we hypothesized that low-activated negative affect can be associated with increased innovativeness, but only for employees with high levels of mindfulness. Conversely, high-activated negative affect is expected to have a positive, direct relationship with innovative work behaviour. Data were collected from two independent samples, namely 163 French Canadian and 101 Italian employees. Consistent with our predictions, multiple regression analysis results showed that low-activated negative affect was positively related to innovative behaviour only when mindfulness was high (vs. low), whereas high-activated negative affect was directly associated with higher innovativeness. Our findings challenge the assumption that low-activated negative affects are associated with undermined innovative behaviour, suggesting that these affective states can be related to increased innovativeness if employees are mindful. On the other hand, they support the view that high-activated negative affects provide the energizing potential for instigating innovative actions. This study is unique in examining mindfulness as a moderator that is capable of shaping the link between deactivating negative affect and employee innovativeness. As such, it answers recent calls for research on how mindfulness can contribute to workplace functioning. Moreover, this is the first study to take into account the role of activation level in the negative affect-innovative work behaviour relationship.     

The Influence of Positive Affect on Intrinsic and Extrinsic Motivation: Facilitating Enjoyment of Play,Responsible Work Behavior,and Self-Control

Two experiments demonstrated that positive affect fosters intrinsic motivation, as reflected by choice of activity in a free-choice situation and by rated amount of enjoyment of a novel and challenging task, but also promotes responsible work behavior in a situation where the work needs to be done. Where there was work that needed to be done, people in the positive-affect condition reduced their time on the enjoyable task, successfully completed the work task, but also spent time on the more enjoyable task. These results indicate that positive affect does foster intrinsic motivation, and enjoyment and performance of enjoyable tasks, but not at the cost of responsible work behavior on an uninteresting task that needs to be done. Implications for the relationship between positive affect and such aspects of self-regulation as forward-looking thinking and self-control are discussed.

Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness

The present cross-lagged panel study aimed to investigate the energizing power of job resources and related gain spirals. Drawing on Hobfoll’s Conservation of Resources (COR) theory’s rarely tested assumptions of cumulative resource gains and gain spirals a reciprocal process was expected: (1) job resources lead to work engagement and work engagement leads to personal initiative (PI), which, in turn, has a positive impact on work-unit innovativeness, and (2) work-unit innovativeness leads to PI, which has a positive impact on work engagement, which finally predicts future job resources. The study was based on a two-wave 3-year panel design among 2555 Finnish dentists. Structural equation modeling was employed to study cross-lagged associations. The results mainly confirmed our hypotheses: positive and reciprocal cross-lagged associations were found between job resources and work engagement and between work engagement and PI. In addition, PI had a positive impact on work-unit innovativeness over time.     

工作中心度的作用及其与领导行为的关系研究

本研究在理论分析的基础上,探讨了工作中心度对职业生涯规划的作用,并进一步分析了以工作中心度为因变变量(contingent variable)的领导行为的有效性。通过问卷调查法对233位企业员工进行测量。结果发现:工作中心度高的员工对于他们的职业生涯会有更好的规划;应根据员工不同程度的工作中心度采取不同的领导行为,后者有利于员工更好地规划自己的职业生涯。     

The Props are Falling Down and We Want to Make Music: A Narrative Perspective on Organisations in Transition (Violins/Violence in Organisations)

While South African society finds itself in the throes of political changes, therapists working within organisations in transition find themselves challenged by the turbulence of transformation. The authors are a group of therapists attempting to understand, from a narrative perspective, the organisational context within which they work. This paper recounts the processes around the design, implementation, and outcomes of a workshop on this theme. The main body of the paper consists of a letter that was sent to participants after the workshop. The reader is invited to join collaboratively in our reflections so as to continue an open-ended, creative process.