Some Personality Predictors of Tolerance to Human Diversity: The Roles of Openness,Agreeableness, and Empathy

The aim of this study was to determine the most salient predictors of tolerance to human diversity. A total of 118 individuals (M = 32.93 years, standard deviation = 13.80) responded to dilemma‐like stories involving holding prejudicial beliefs (beliefs), talking about them (speech) and acting on them (acts). Participants also completed the openness and agreeableness scales from the Big Five Inventory and the Interpersonal Reactivity Index. Differences in tolerance judgements were found to be related to differences in personality characteristics. Results showed that openness and agreeableness were predictors of tolerance in the belief dimension, whereas the most salient predictor of tolerance in the speech and act dimensions was empathic concern, which also mediated the relationships between agreeableness and tolerance for these dimensions. These findings are not unexpected because holding intolerant beliefs is inconsistent with having an open mind, and intolerant speech and actions are inconsistent with pro‐social behaviour, of which tolerance is arguably one form.     

Empathy, Shared Intentionality, and Motivation by Moral Reasons

Internalists about reasons generally insist that if a putative reason, R, is to count as a genuine normative reason for a particular agent to do something, then R must make a rational connection to some desire or interest of the agent in question. If internalism is true, but moral reasons purport to apply to agents independently of the particular desires, interests, and commitments they have, then we may be forced to conclude that moral reasons are incoherent. Richard Joyce (2001) develops an argument along these lines. Against this view, I argue that we can make sense of moral reasons as reasons that apply to, and are capable of motivating, agents independently of their prior interests and desires. More specifically, I argue that moral agents, in virtue of their capacities for empathy and shared intentionality, are sensitive to reasons that do not directly link up with their pre-existing ends. In particular, they are sensitive to, and hence can be motivated by, reasons grounded in the desires, projects, commitments, concerns, and interests of others. Moral reasons are a subset of this class of reasons to which moral agents are sensitive. Thus, moral agents can be motivated by moral reasons, even where such reasons fail to link up to their own pre-existing ends.     

Impact of Child and Parent Motivation on Social Skills Training Outcome

This study explores child and parent motivation at the start of a social skills training group program and its relationship with treatment outcome. A total of 59 children (aged 7–12) participated. Parents were more aware of, distressed by, and motivated to change the presenting problem than were their children. Greater parent awareness of their child’s difficulty making and keeping friends and perceived importance of their child learning ways to make and keep more friends significantly predicted more improved social skills. Increasing parents’ awareness and perceived importance of treating the presenting problem at the start of therapy may increase treatment effectiveness.     

目标激励对创业行动效能影响的情景模拟

通过情景模拟实验比较了愿景表征型目标激励与非愿景表征型目标激励对创业行动效能的影响,并且检验了成就目标导向与创业目标激励的交互作用。实验结果表明：（1）愿景表征型目标带来的激励效果显著优于非愿景表征型目标产生的激励效果。（2）目标激励与创业行动效能的关系受到成就目标导向的缓冲。（3）目标激励和成就目标导向都要通过个体感知的管理能力对创业行动效能起驱动作用。     

Empathy and emotional dissonance: Impact on organizational citizenship behaviors

IntroductionThe ability of nurses to hold competing emotions is at the heart of a number of recent studies. Empathy is an emotional resource in nurse-patient interactions and promotes positive experiences at work. On the contrary, emotional dissonance resulting from nurse/patient interactions is usually considered to lead to negative outcomes, such as job dissatisfaction (Brotherigde & Grandey, 2002).ObjectiveThe aim of this study is to investigate the extent to which empathy and emotional dissonance are associated with organizational citizenship behavior among a group of Italian nurses.MethodA questionnaire was distributed to 222 nurses, working in two multidisciplinary hospitals in a North region of Italy.ResultsResults support the hypothesis that both cognitive and emotional empathy have significant effects on nurses’ organizational citizenship behavior directed at the organization. Cognitive empathy explained significant variance in organizational citizenship directed only at specific individuals.ConclusionThese findings confirm that cognitive and emotional empathy have different impact on nurses’ organizational citizenship behavior. Further studies are required to inform education or for application in clinical settings.     

不同移情训练法对儿童分享行为影响的实验研究

本研究采用自行设计的实验情境,比较了两种不同移情训练方法：情境讨论法和角色扮演法对儿童分享行为产生的影响。本实验选取了幼儿园中班、小学一年级和小学三年级三个年龄段的162名被试,将他们按实验要求随机分成情境讨论组、角色扮演组和控制组,然后进行为期～个月的情境讨论移情训练和角色扮演移情训练,通过即时后测和延缓后测让放试去分享奖品和玩具来检测两种不同的移情训练方法的效果。实验结果表明：1．无论哪种移情训练方法均可有效促进儿童分享行为的发展。2．情境讨论法的训练效果随儿童年龄增长而提高;角色扮演法在幼儿园中班ijJl练效果最好、小学一年级次之、小学三年级最差。3．对于小学一年级和小学三年级儿童来讲,角色扮演法比情境讨论法对分享行为更具有延缓作用;对于幼儿园中班则没有明显体现。     

社会动机与“自我-他人”对创造性表现的影响

以往研究发现个体为自己和为他人的创造表现存在差异,但研究结论不一致。另外,考虑到社会动机是影响“自我-他人”表现的重要因素,本研究采用2（社会动机：亲社会、利己）×2（“自我-他人”：自我、他人）混合实验设计,考察社会动机与“自我-他人”如何来影响创造性表现。结果发现,亲社会组创造性表现的新颖性、有效性和总分均高于利己组,支持了动机性信息加工理论。自我组在创造性表现的新颖性和总分上高于他人组,这与解释水平理论的观点不一致。矛盾的原因可能是在东方“紧”文化背景下,人们按照社会认可的价值体系来为他人创造时,人们对新颖性的态度是谨慎的,因此为自我创造比为他人创造更加新颖。     

Impact of Frame-of-Reference and Behavioral Observation Training on Alternative Training Effectiveness Criteria in a Canadian Military Sample

Past research suggests that specific, challenging goals lead to higher perfor- mance than do-your-best goals or easy goals in a variety of tasks, including negotiations. In the two studies reported here, we explored how seemingly appropriate goals may inhibit rather than facilitate performance. In Study 1, negotiators with challenging, specific goals failed to appropriately incorporate new information presented during a negotiation and consequently achieved poorer outcomes than negotiators with do-your-best goals. In Study 2, support was found for specific, challenging subordinate goals (separate goals for each issue) detrimentally focusing negotiators on the distributive dimension of nego- tiations, unlike their counterparts with superordinate goals (one goal encom- passing all issues). The implications of these findings for goal-setting theory are discussed.     

The Effectiveness of Training to Improve Person Perception Accuracy: A Meta-Analysis

Making accurate perceptions of others is a valuable skill. This meta-analysis examines whether accurate person perception is a skill amenable to training in nonclinical adult populations and, if training can increase accuracy, what are the most effective training methods. Across person perception domains, training interventions significantly increased accuracy. Training approach mattered more than length of training. Practice and feedback were more effective approaches than instruction alone; however, a combination of training approaches was the most effective intervention. Results of this meta-analysis advance person perception theory and offer practical advice for future development of trainings to increase person perception accuracy.     

The Impact of Explanations and Demographic Group Membership: Reactions to Diversity Initiatives

In a laboratory experiment, we investigated the impact of procedural explanations and demographic group membership on dependent measures of diversity program support. Our analysis took one important perspective: the examination of work-force-diversity programs from the perspective of multiple beneficiary (i. e., targeted) demographic groups. The experiment's design used 99 student volunteers in a 3 × 3 (Explanation × Demographic Group) factorial design. Our findings reveal that both adequate explanation and demographic group membership have a significant impact on how potential work-forcediversity program beneficiaries expect their coworkers to perceive them. In addition, group membership was a significant predictor of potential beneficiaries' attitudes toward the diversity program and their self-perceptions of competence. Finally, we discuss implications for future research and diversity practice.     

团队内隐异质性：内涵拓展及其效能机制

从内隐异质性的内涵维度及其效能机制, 包括内隐异质性作用于绩效的中间过程和情境因素、内隐异质性和外显异质性的交互作用、团队断裂带和内隐异质性的跨层次研究方面阐述了团队内隐异质性研究的最新成果和进展, 并在此基础上提出了未来研究的一个整合框架。未来的研究需要在内隐异质性内涵维度及其前因变量、内隐异质性的跨层次研究、团队断裂带及其与团队结果变量之间关系、社会网络背景下内隐异质性与团队绩效之间的关系等方面进一步探索。