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1.
120 Ss from age groups 8, 12 and 16 years were tested for their understanding that another person's (O) sadness response was related to a preceding behaviour in S. The understanding was tested after experimental interaction episodes where E's assistant (O) worked on an (easy or difficult) task, was helped by S, and responded (immediately or delayed) with sadness. The results showed that a relating of O's behaviour to S was shown primarily for Ss in the two oldest age groups, and primarily when O's response was immediate. A delay of 11/2 min in O's response resulted in attributions of O's behaviour to psychological processes in O rather than to S's behaviour. The youngest Ss focused on O in explaining O's behaviour. Task difficulty did not effect Ss causal attributions. 相似文献
2.
Cynthia Gallois Victor J. Callan JULIE-ANNE MCKENZIE PALMER 《Journal of applied social psychology》1992,22(13):1041-1060
This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex-role stereotyping of interviewers, on hiring decisions. Fifty-six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex-role stereotypes of interviewers did not influence their perceptions of these candidates. Sex-role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex-role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex-role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions. 相似文献
3.
Jerry M. Lewis J. M. Rabbie Thomas Berg Michael Argyle Karin Aronsson Roger Ingham Neil Frude A. M. Munton Duncan Cramer John Shotter Ray Holland Nobleza Asuncion-Lande Ray Crozier Candida Peterson Chris Spencer Victor J. Callan Jack Martin N. L. Reinsch Anthony Ryle David Canter Jill Robson H. R. Beech Duncan Moss David Fontana Tom Richards 《Current psychology (New Brunswick, N.J.)》1989,8(1):49-87
4.
CLARA MARIA MELO DOS SANTOS VALERIA MAGDA LUNA DE HOLANDA ARNE VIKAN 《Scandinavian journal of psychology》1987,28(2):157-161
A test for children's insight into relations between behaviour and aggressive emotion showed that kindergarten children showed an increase in ratings of emotion corresponding to an increase in aggressive behaviour (positive relation), and that an increase in ratings of emotions corresponding to a decrease in aggression-related behaviour (negative relation) was shown by seven- and nine-year-old children. Cognition of relations between aggressive emotion and behaviour seemed to be developed earlier than cognition of relations between intention and behaviour as observed in a previous study. Results from the test also indicated that the magnitude of emotion ratings differed in identity (same stimulus person) and non-identity (differed stimulus persons) stimulus conditions. 相似文献
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WILLIAM SHREEVE MURIEL R. RADEBAUGH JANET R. NORBY WILLIAM G. J. GOETTER T. K. MIDGLEY ARNOLD F. STUECKLE BARBARA DE MICHELE 《Counseling and values》1984,29(1):59-66
Although the use of merit pay, incentive pay, bonus pay, and job promotion are well-established measures in the private or corporate sector of American society, few examples of successful teacher merit pay systems exist. In 1983, the Eastern Washington University Department of Education surveyed six major private corporations to determine whether corporate merit pay programs could be applied to teachers and educational institutions. Survey findings suggest several reasons why merit pay programs for teachers will probably fail: (a) lack of monetary goals; (b) the necessity for subjective evaluation, which requires multiple measurement devices, extensive supervision, and time; (c) the absence of a many-tiered corporate structure in most educational institutions; and (d) increased supervisory direction that could stifle creativity and flexibility. 相似文献
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Studies in Philosophy and Education - 相似文献
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NAN DIRK DE GRAAF MANFRED TE GROTENHUIS 《Journal for the scientific study of religion》2008,47(4):585-598
Is there an ongoing decline in religious beliefs in the Netherlands? Using cross-sectional data from 1979 up to 2005, we focus on traditional Christian faith and belief in the supernatural; the literature suggests that they undergo diverging trends. We first describe these trends using the Social and Cultural Developments in the Netherlands surveys covering the 1979–2005 period. Explanations for the trends are formulated and tested using OLS regression models and a counterfactional simulation technique. Our findings indicate that during the 1979–2005 period both traditional Christian faith and belief in the supernatural declined, although the latter at a slower rate. Since church membership rates are continuously declining as well, belonging and believing still go hand in hand in the Netherlands. The most important explanation for both the decline in traditional Christian faith and the decline in belief in the supernatural is the slow but continuous replacement of older religious affiliated cohorts with younger nonaffiliated cohorts. 相似文献