Culturally Congruent Mentoring: Predicting Asian American Student Participation Using the Theory of Reasoned Action1

Predictors of Asian American first‐year college students’ intention to participate in a culturally congruent mentoring program was empirically documented using Ajzen and Fishbein's (1980) theory of reasoned action (TRA). Intention to participate was predicted by the belief that participation eases transition to college. Also, attitude toward participation was positively related to students’ beliefs that participation will strengthen ethnic identity and combat model‐minority myth. With 78% of students who intended to participate, results suggest that Asian American college students need programming that addresses issues as first‐year college students and those related to their cultural experience. The use of the TRA to better understand issues related to peer mentoring is illuminated. Wider implications for implementing culturally congruent mentoring programs in educational settings are discussed.     

When Self-Interest Matters

The relative influence of self-interest and values on policy preferences was assessed experimentally in a national survey that posed questions about three contemporary political issues—Social Security reform, the home mortgage interest tax deduction, and health care benefits for domestic partners. For each issue, respondents were randomly assigned to one of three priming conditions that influenced the frame of reference for their policy evaluations. The results show that people are more likely to recognize their own self-interest, and to act upon it, when their stakes in the policy are clear or when they have been primed to think about the personal costs and benefits of the policy. This relationship is somewhat weakened but not eliminated when sociotropic considerations are primed. People with a smaller stake in an issue are less likely to behave on the basis of self-interest and more likely to be influenced by their values and symbolic predispositions, especially when exposed to information that cues sociotropic concerns, group identifications, or value orientations.     

企业新员工期望的结构和特点

鉴于以往多数研究仅考虑新员工情景期望的不足,本研究同时考虑情景期望和角色表现期望.建立<新员工期望问卷>,并考察了新员工期望的结构特点.研究结果表明:①新员工期望包含四个平行的组成部分:企业期望(包括企业发展和企业回报)、团队期望(包括团队人际关系和团队领导力)、工作期单(包括工作舒服、回报和责任)和自我角色表现期望(包括工作角色、职业角色、团队角色、企业角色和创新角色).②<新员工期望问卷>有良好的结构效度和信度.③不同内容的新员工期望在人口学变量上存在差异.本研究为进一步研究新员工期望与适应的关系奠定了基础.     

《孙子兵法》与管理心理学

管理心理学是现代管理理论的一个重要组成部分。而它的一些基本原理,早在2000多年前已经产生,在《孙子兵法》中,已蕴含了丰富的管理心理学原理,如对于士兵个体的需要、动机与行为,士兵的情感与行为,军事群体的心理变化趋势,群体的凝聚力与士气,指挥者的心理与行为等,都有精辟论述。这是《孙子兵法》在国内外被广泛应用于现代管理的重要原因之一。我们应认真提炼、总结《孙子兵法》中的管理心理学精华,将其运用于现代管理。     

Emotional Support from Parents and In-Laws: the Roles of Gender and Contact

After the birth of a child, new mothers and fathers commonly have a substantial amount of contact with their parents and in-laws. However, this contact may not always result in emotional support. We tested if contact, rather than geographical distance, influenced emotional support received from parents and in-laws and whether there were gender differences in these associations. Online questionnaire data were collected in 2008 from a community sample of U.S. first-time mothers (n?=?93) and fathers (n?=?93) who were in a heterosexual relationship and living together. Results indicated that for new mothers, greater contact with own parents and in-laws was related to receiving more emotional support. However, for mothers, greater contact with parents also was related to less emotional support from in-laws. For new fathers, contact was not related to emotional support from either parents or in-laws. These findings suggest that receiving support as a result of contact with family members may be gendered, particularly for new mothers’ and fathers’ relationships with their in-laws. The current study highlights the importance of reducing stigmas about men and their emotional needs and of encouraging new fathers to seek and receive support from family during the transition to parenthood.     

Abdominal exercise intensities on firm and compliant surfaces

Muscle activities at 15 sites were compared within a group of healthy young adults to evaluate their relative intensities during six abdominal exercises: partial and full sit-ups on a firm surface (floor) and on an exercise ball that was either stabilized or unstabilized. The most strenuous abdominal exercise overall (i.e., whole body workout) was the full sit-up on a firm surface which included significant muscle activities in the lower extremities. Exercise intensity was also high in the full and partial sit-ups when performed on a ball. The partial sit-up on the floor was the least strenuous of the six exercises. The greatest effect on the abdominal muscles was observed in the partial sit-up on a ball (stabilized and unstabilized). Results suggest that, although abdominal exercises on a ball may be gentler on the hip and lower back, overall exercise intensity is not necessarily lower than that on the floor. Moreover, partial sit-ups, both on the floor and on a ball, also required greater neck muscle activities than full sit-ups. In deciding what type of sit-up to do, exercise surface and different muscular activities between the partial and full sit-ups should be considered.     

Turnover of highly educated R&D professionals: The role of pre‐entry cognitive style,work values and career orientation

Retention of key R&D experts has been recognized as a critical managerial challenge for many technology‐based companies. In this study, we propose that turnover of highly educated professional workers is meaningfully related to individual characteristics such as cognitive style, work values and career orientation. We tested the hypotheses using data collected from a sample of 132 R&D professionals with PhD degrees in engineering or natural science in a Korean electronics firm. The time‐dependent risk of turnover was estimated by survival analysis using a proportional hazards regression model. The results showed that over the 7‐year period after their organizational entry, R&D professionals with high levels of intrinsic values and cosmopolitan orientation were more likely to leave the organization than were their counterparts with low levels of intrinsic values and cosmopolitan orientation. The hazard function showed that the positive effect of intrinsic work values on turnover was particularly salient in the third and fourth year of R&D professionals' organizational tenure. We found that the positive effect of cosmopolitan orientation on turnover increased over time, introducing a greater risk of turnover with increasing tenure. The present findings have practical implications for the retention of highly educated R&D professionals in a corporate setting.     

Teacher Efficacy In the Context of Teaching Low Achieving Students

This paper focused on the efficacy of Singapore teachers who teach low achieving adolescent students. Three dimensions of self-reported teacher efficacy—instructional strategies, classroom management, and student engagement—were examined in relation to teacher attributes and the teacher–student relationship. Data were obtained from the Teacher Self-Efficacy Scale Tschannen-Moran and Woolfolk Hoy (Teaching and Teacher Education 17:783–805, 2001) and the Teacher–Student Relationship Scale Ang (The Journal of Experimental Education 74:55–73, 2005). Significant differences between novice teachers and experienced teachers emerged in teacher efficacy beliefs in relation to instructional strategies, classroom management, and student engagement. Conflict in teacher–student relationship was found to predict teacher efficacy for teachers of low achieving students. Implications for teachers’ professional development were discussed.