道德判断的社会直觉模型述评

传统的理性主义模型认为,道德判断是一系列理性推理的结果;而当前的社会直觉模型认为,道德判断包括直觉系统和推理系统两种加工,很多时候人们的道德判断更多的是一种直觉和情感的结果。近期神经心理学研究的一些成果证实了社会直觉模型的理念。     

2～5岁儿童在不同情境中对"大"与"小"的理解

选取2~5岁汉语儿童,考察其在不同情境和不同转换程度下,对形容词“大”和“小”的理解。结果显示:(1)情境类型、转换程度和年龄分别对儿童理解“大”与“小”有显著影响,但三者交互作用不明显。(2)就情境类型而言,儿童在感知情境中理解“大”与“小”较为容易;就转换程度而言,儿童在不同情境的转换条件下理解“大”与“小”最为困难;儿童对“大”和“小”理解随年龄增长而上升。总体来说,情境特点对2~5岁儿童理解“大”与“小”有重要影响,对早期教育有启示。     

3~6岁汉语儿童语言能力与错误信念理解关系的元分析

本研究综合了来自中国大陆1581名3~6岁儿童的语言能力与错误信念关系的19个研究的数据, 通过元分析考查了二者相关的强度, 并分析了影响相关强度的因素, 包括所测量的语言能力及研究使用的错误信念任务的差异等。结果显示当控制了儿童的年龄后, 语言能力和错误信念之间存在中等强度的相关; 研究中所测查的语言能力的类型、使用的错误信念的测量任务的类型不会对语言能力和错误信念的关系强度产生影响。     

Reaping the Rewards of Diversity: The Role of Identity Integration

How does diversity affect individuals and the groups in which they are embedded? This article examines this question using recent theory and research on Identity Integration (II). II refers to an individual's perceptions about whether two distinct social identities, or social groups to which individuals belong, are viewed as compatible (high II) or not (low II). A review of extant research suggests that individuals with high II are better at simultaneously accessing multiple identities and identity‐related knowledge and have improved well‐being and social outcomes. Expanding on this work, we argue that individuals who have higher II, and social collectives that foster II within their members, are more likely to reap the benefits of diversity.     

“成功恐惧”的研究述评

自20世纪60年代霍纳提出"成功恐惧"概念以来,它一直是学者们争相争论的神秘焦点,本文尝试解开"成功恐惧"之谜,介绍"成功恐惧"的概念,研究现状和原因.研究的测量方式.最后提出展望。     

Parental Psychological Control and Peer Victimization among Chinese Adolescents: The Effect of Peer Pressure as a Mediator

Peer victimization is a serious problem among children and adolescents. Family and peers are two of the most proximal and influential microsystems for children. The present study examined the influence of parental psychological control and peer pressure on peer victimization. According to social learning theory and attachment theory, parent–child interactions may serve as a model of peer interactions. Therefore, we proposed the hypothesis that peer pressure functioned as a mediator in the association between parental psychological control and peer victimization. We tested this hypothesis in a sample of Chinese adolescents and examined whether this mediation model varied by gender. Participants were 2382 seventh grade students (1166 girls and 1216 boys) in Beijing, China. The results showed that both parental psychological control and peer pressure were positively associated with peer victimization in Chinese adolescents. Additionally, peer pressure partially mediated the effect of psychological control on peer victimization. Furthermore, multi-group comparisons showed that gender differences existed in the mediation model. The direct effect of psychological control on peer victimization was a little larger in boys, whereas the indirect effect was larger in girls. The findings suggest that parental psychological control contributes to peer victimization in non-Western culture as well. These findings also improve our understanding of the underlying mechanisms involved in peer victimization by interrelating family and peer factors.     

认知压力与建构主义数学教学的关系

与通常在消极意义上使用的“精神压力”概念不同,“认知压力”是学习环境促使学习者进行不同类型认知活动的积极力量。根据这种环境导致学习者使用一级还是二级程序性知识达成目标,可将认知压力分成一级认知压力和二级认知压力。本研究以325名小学高年级和初中一二年级学生为被试,采用问卷法考察了数学课堂上认知压力的现状及其与建构主义教学的关系。结果表明：（1）对于数学课堂而言,被试报告的一级和二级认知压力处于中等偏上水平,而且二级认知压力显著高于一级认知压力;（2）建构主义数学教学有助于产生认知压力,特别是二级认知压力;（3）修订后的认知压力问卷有良好的信度和效度。     

Working with animals: Implications for employees’ compassion,awe, prosocial behavior,and task performance

Human-animal work represents a collaboration between humans and animals to achieve work goals, and is common in the domains of healthcare, therapy, entertainment, and education. Although the scope and types of human-animal work is diversifying and increasing, organizational scholars have yet to explore its impacts on employees. Drawing from the models of compassion and mind perception theories, we first develop a theoretical model pertaining to the development of compassion as a result of human-animal work. In a study with zookeepers (Study 1), we find that human-animal work evokes the emotion of compassion, which in turn is positively associated with employee prosocial behavior and task performance. These mediated effects are moderated by how employees perceive animals—employees are more likely to experience compassion, and in turn, become more prosocial and work better when they generally perceive animals to be able to experience emotions and bodily sensations. Furthermore, two follow-up studies (i.e., Studies 2 and 3) with employees who engage in human-animal work in Hong Kong and the United States reveal that working with animals evokes awe in addition to compassion, and provides insight into their resultant impact on prosocial behavior and task performance. We end by discussing the theoretical and practical implications of this work.     

Counterfactual and Factual Reflection: The Influence of Past Misdeeds on Future Immoral Behavior

Though the decision to behave immorally is situated within the context of prior immoral behavior, research has provided contradictory insights into this process. In a series of experiments, we demonstrate that the effects of prior immoral behavior depend on how individuals think about, or reflect on, their immoral behavior. In Experiment 1, participants who reflected counterfactually on their prior moral lapses morally disengaged (i.e., rationalized) less than participants who reflected factually. In Experiment 2, participants who reflected counterfactually on their prior moral lapses experienced more guilt than those who reflected factually. Finally, in Experiments 3 and 4, participants who reflected counterfactually lied less on unrelated tasks with real monetary stakes than those who reflected factually. Our studies provide important insights into moral rationalization and moral compensation processes and demonstrate the profound influence of reflection in everyday moral life.     

Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS)

This research identifies four challenges in the field of person–environment fit (PE fit): the multidimensionality of PE fit, the integration of fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory‐driven and systematically validated multidimensional instrument, the Perceived Person–Environment Fit Scale (PPEFS), consisting of four measures: the Person–Job Fit Scale (PJFS), the Person–Organisation Fit Scale (POFS), the Person–Group Fit Scale (PGFS), and the Person–Supervisor Fit Scale (PSFS). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion‐related validity) and exhibit incremental validity above and beyond Cable and DeRue's (2002) fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE fit. Overall, the four different types of fit significantly predict in‐role behavior, job satisfaction, intent to quit, and organisational citizenship behavior (OCB), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE fit.