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131.
Kenneth T. Wang G. E. Kawika Allen Hannah I. Stokes Han Na Suh 《Journal of religion and health》2018,57(6):2207-2223
In this study, the Perceived Perfectionism from God Scale (PPGS) was developed with Latter-day Saints (Mormons) across two samples. Sample 1 (N = 421) was used for EFA to select items for the Perceived Standards from God (5 items) and the Perceived Discrepancy from God (5 items) subscales. Sample 2 (N = 420) was used for CFA and cross-validated the 2-factor oblique model as well as a bifactor model. Perceived Standards from God scores had Cronbach alphas ranging from .73 to .78, and Perceived Discrepancy from God scores had Cronbach alphas ranging from .82 to .84. Standards from God scores were positively correlated with positive affect, whereas Discrepancy from God scores was positively correlated with negative affect, shame and guilt. Moreover, these two PPGS subscale scores added significant incremental variances in predicting associated variables over and above corresponding personal perfectionism scores. 相似文献
132.
NiCole T. Buchanan Isis H. Settles Ivan H. C. Wu Diane S. Hayashino 《Women & Therapy》2018,41(3-4):261-280
ABSTRACTHarassment of Asian American (AA) women has received little attention in popular culture and academic research despite their long legacy of sexualized racial stereotyping (e.g., Geisha, sexually submissive; Shimizu, 2007) and additional risk of mistreatment due to their membership in both marginalized gender and racial groups (Beale, 1970; Settles & Buchanan, 2014). This study addresses this dearth of research using an intersectional theoretical framework to comprehensively examine sexual and racial harassment with a sample of AA women. Results validated the underlying factor structure of the Sexual Experiences Questionnaire (Fitzgerald, Gelfand, & Drasgow, 1995) and the Racial Acts, Crimes, and Experiences Scale (RACES; Bergman & Buchanan, 2008) for AA women. Additionally, our results replicated previous research indicating that participants often reported experiencing behaviors that constitute harassment, but did not label them as such. This supports the use of behavioral measures over items that require individuals to label their experiences as harassment. Finally, we examined the associations between these forms of harassment and two indicators of psychological well-being, depression, and posttraumatic stress (PTS). Our results found that gender harassment was associated with more depression, whereas unwanted sexual attention, sexual coercion, and racial harassment were associated with increased PTS. This supports the utility of including both sexual and racial harassment in providing a more nuanced understanding of AA women’s harassment experiences overall and the relationship of harassment to psychological well-being. We discuss theoretical and clinical implications of these findings. 相似文献
133.
Hintikka and Sandu’s independence-friendly (IF) logic is a conservative extension of first-order logic that allows one to consider semantic games with imperfect information. In the present article, we first show how several variants of the Monty Hall problem can be modeled as semantic games for IF sentences. In the process, we extend IF logic to include semantic games with chance moves and dub this extension stochastic IF logic. Finally, we use stochastic IF logic to analyze the Sleeping Beauty problem, leading to the conclusion that the thirders are correct while identifying the main error in the halfers’ argument. 相似文献
134.
Neurocognitive impairment can predict functional capacity in individuals with bipolar disorder, though little research has examined whether different neurocognitive domains impact specific types of tasks. This study examined the relationship between several neurocognitive variables and the UCSD Performance‐Based Skills Assessment (UPSA; Patterson et al., 2011) to identify the domains and tests that best predict the performance across the subscales. Forty‐seven euthymic participants who were diagnosed with either Bipolar I or Bipolar II were recruited and assessed on a battery of neuropsychological measures and the UPSA. Correlational and regression analyses were run to identify neurocognitive predictors of UPSA subscales. Per the literature, verbal learning and memory and executive function composites were first examined. Verbal learning and memory predicted the Communication subscale and Total score variables above and beyond the estimated FSIQ and symptom rating scales. In a secondary exploratory analysis, the Benton Judgment of Line Orientation subtest predicted the Finance subscale while the California Verbal Learning Test predicted the UPSA total score. Verbal learning and memory emerged as the strongest predictor of functional capacity, suggesting that this domain should be investigated in future mediational and longitudinal studies with the UPSA. 相似文献
135.
This study examined work–family conflict decision‐making based on a within–person, episodic approach. Based on 274 episodes across 78 individuals, we investigated the frequency of decisions that result in work interference with family (WIF) versus family interference with work (FIW), as well as the relation of work and family situational variables and previous work–family conflict (WFC) episodes on those decisions. No difference in the frequency with which participants reported WIF episodes versus FIW episodes was observed. Results indicated that work/family role sender pressure, work/family instrumental support, work/family activity importance, work emotional support, and the direction of the previous WFC decision each predicted WFC decisions. Dominance analysis indicated that role sender pressure was the most important predictor. In addition, we compare and discuss within‐person variation with between‐person variation. Contributions of the study to work–family research and practice are discussed. 相似文献
136.
Executive Attention: An Alternative Perspective on General Mental Ability,Performance, and Subgroup Differences
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The validity‐adverse impact tradeoff associated with the relationships among general mental ability (GMA), ethnicity, and employee performance represents one of the most pressing concerns in organizational staffing. We conducted 4 studies with 273 bank employees and 197 university students designed to assess the extent to which executive attention (EA) and GMA predict simulation performance and supervisory ratings of performance. We also assess the extent to which measures of EA and GMA are associated with subgroup differences. Results indicate that, like GMA, EA positively predicts managerial simulation and supervisory ratings of performance. In addition, although reaching statistical significance in only 1 of our 4 studies, EA was generally associated with smaller subgroup differences than GMA, and meta‐analysis across our samples supports this reduced subgroup difference. Moreover, advantages of EA tend to increase as studies move from the laboratory with undergraduate students to a concurrent validation organizational setting with employees. We discuss implications for a theory‐based view of cognitive ability in employee selection and implications for managerial practice. 相似文献
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139.
Sarah P. Carter Benjamin Loew Elizabeth S. Allen Laura Osborne Scott M. Stanley Howard J. Markman 《Military psychology》2015,27(2):108-114
Military spouses often have concerns regarding the impact of their communication on soldiers during deployment. However, literature is mixed regarding how communication between soldiers and spouses may impact soldiers’ self-reported work functioning during deployment, suggesting the need to evaluate moderating factors. In the current study, 3 relationship factors (marital satisfaction, conflictual communication, and proportion of conversation focused on problems) were tested as moderators of communication frequency and negative marriage-to-work spillover for soldiers. Whereas the 3 relationship factors were independently related to negative spillover, none significantly moderated the relationship between communication frequency and spillover. The overall pattern of results suggests that (a) lower marital satisfaction, a focus on problems during communication, and conflictual communication are each strongly linked to spillover for deployed soldiers; and (b) military couples may be self-restricting deployment communication frequency when experiencing less marital satisfaction and higher rates of negative communication. Implications for communication during deployment are discussed. 相似文献