认知诊断分类中心的确定

期望反应模式是认知诊断分类的类中心,确定了诊断范围中属性及其层级关系后,类中心的数目由测验Q矩阵决定.类中心应该是完备的,即理论上有多少个知识状态就应该有多少个类中心,这涉及评分方式、Q矩阵设计、Q矩阵评价与修改、认知诊断测验如何实施等问题的讨论.重点给出多级评分认知诊断测验不同属性层级对应的完备Q矩阵设计的例子和罗列了Wang等人（2013）的Q矩阵修改的方法.     

最大信息量法在CCSPC评分中应用的效度证据

采用基于最大信息量法的多维项目反应理论模型估计计算机模拟心理咨询病例系统（CCSPC）的合成分数及四个模块分数,并收集效标效度证据、成长变化效度证据和内容效度证据,结果表明：五个指标与心理咨询师考试三级技能成绩的相关均达到显著,且高于其与三级理论成绩的相关;所有指标得分均随着心理学学历升高而升高;多数指标分数随心理学本科年级提高而提高;获得心理咨询师资格认证的被试在CCSPC上有更高的得分.     

海峡两岸大学生生命意义比较研究——以广州市与台中市为例

该研究以广州市与台中市大学生为被试,抽取500人为预测样本及800人为正式施测样本,通过探索性因素分析和验证性因素分析编制生命意义量表,并通过t检验和潜在剖面分析考察两岸大学生生命意义现况的差异.结果表明：（1）编制的生命意义量表由存在意义、追寻意义、存在盈实、苦难接纳、死亡接纳以及求意义的意志等6个维度组成,具有良好的信度和效度.（2）两岸大学生生命意义总体无显著差异;存在盈实、苦难接受与死亡接纳维度有显著或非常显著的差异.（3）潜在剖面分析结果显示,两岸大学生生命意义类型相似.Wald检验结果表明,对于“死亡接纳”维度,台湾与大陆学生在各潜在类别的均分上存在显著的差异.     

心理资本在工作压力源和压力反应问的作用：调节还是中介？

谊研宛采用工作压力源量表、压力反应量表以及积极心理资本问卷对天津市某企业230名员工进行了调查。分析了心理资本与工作压力源和压力反应的关系及其作用机制。结果发现：（1）工作压力源对压力反应有显著的正向预洲作用;（2）心理资本对压力反应有显著的负向预测作用;（3）心理资本在工作压力源与压力反应之间起部分中介作用而不是调节作用,其中中介效应占总效应的比例为16％;（4）心理资本在各种工作压力源与压力反应问均起到中介作用,中介效应和直接效应的比值介于17．4％-26．1％之间。     

Regional brain activity change predicts responsiveness to treatment for stuttering in adults

Developmental stuttering is known to be associated with aberrant brain activity, but there is no evidence that this knowledge has benefited stuttering treatment. This study investigated whether brain activity could predict progress during stuttering treatment for 21 dextral adults who stutter (AWS). They received one of two treatment programs that included periodic H₂¹⁵O PET scanning (during oral reading, monologue, and eyes-closed rest conditions). All participants successfully completed an initial treatment phase and then entered a phase designed to transfer treatment gains; 9/21 failed to complete this latter phase. The 12 pass and 9 fail participants were similar on speech and neural system variables before treatment, and similar in speech performance after the initial phase of their treatment. At the end of the initial treatment phase, however, decreased activation within a single region, L. putamen, in all 3 scanning conditions was highly predictive of successful treatment progress.     

An account of the relationship between fluid intelligence and complex learning in considering storage capacity and executive attention

Although fluid intelligence and complex learning are conceptualized differently and assessed by apparently different measures, both theoretical accounts and empirical evidence suggest a relationship between the two constructs. In this study, major working memory aspects including the storage capacity and executive attention were proposed to account for the relationship between fluid intelligence and complex learning. A sample of 184 participants completed fluid intelligence and complex learning scales, as well as working memory measures that each included two or three treatment levels differing in the demands on capacity or executive control. The differences among the treatment levels provided a favorable precondition for employing fixed-links models to separate the core processes of storage capacity or executive attention from the auxiliary processes. Results indicated that both storage capacity and executive attention contributed significantly to fluid intelligence and complex learning. A further analysis showed that the two working memory aspects, particularly the storage capacity, accounted for most of the shared variance between fluid intelligence and complex learning.     

An Experimental Test of Cognitive Dissonance Theory in the Domain of Physical Exercise

The present study examined cognitive dissonance-related attitude change in the domain of exercise. Experimental participants made a decision to perform a boring exercise task (stepping on a bench/chair) under three different conditions: a free-choice condition (n = 33, Male = 17 female = 16, Age = 14.57), under a no-choice/control condition (n = 28, Male = 15, Female = 13, Age = 14.50), and under a condition that compelled participants to practice bench/chair stepping (forced-choice condition) (n = 31, Male = 15, Female = 16, Age = 14.61). Results showed that participants in the free-choice condition reported more positive attitudes than participants in the control condition and participants in the forced-choice condition. Ancillary analysis indicated that cognitive dissonance is experienced as an aversive state, and that the amount of frustration that participants experienced immediately after the free-choice paradigm predicted attitudes.     

Burnout and its relations with basic psychological needs and motivation among athletes: A systematic review and meta-analysis

ObjectivesThe present study is a review on studies about the relationships between the three basic psychological needs/motivational regulations (i.e., amotivation, controlled regulation, extrinsic autonomous regulation, and intrinsic motivation) and burnout.DesignA systematic review and meta-analysis.MethodStudies were identified through five electronic databases and manual search using combinations of three groups of keywords. Three inclusion criteria were then used to screen the searched articles.ResultsEighteen studies met the inclusion criteria and these studies varied considerably in terms of their study characteristics (e.g., characteristics of participants, study designs, and outcome measures). The results also showed that the three basic psychological needs, intrinsic motivation, extrinsic autonomous regulation, and amotivation had small to large effects on predicting global burnout and its three dimensions. However, controlled regulation showed no or weak correlations with the burnout subscales.ConclusionsSelf-determination theory was generally supported in explaining athlete burnout.     

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender

Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.