Levels of Family Systems Thinking: Differences Between Chinese and German Therapists

This study compares levels of systemic thinking between Chinese and German systemic family therapists when conceptualizing a clinical case. Furthermore, it explores the relationships between levels of systemic thinking and several variables of clinical training and practice. Eighty-two Chinese and seventy-six German systemic family therapists participated in this study. Significant differences in levels of systemic thinking and significant predictors for these levels were found. Limitations of this study and implications for future research and clinical practice are discussed. This study is one of the first to compare the case conceptualizations between systemic family therapists in China and Germany.     

The dark side of “doing the right thing”: regulatory mode predicts the inaction inertia effect

The inaction inertia effect refers to the idea that when people miss out on an initial opportunity, they are prone to stay inactive afterward. However, little is known about how personality relates to inaction inertia. The purpose of this research is to investigate the role of regulatory mode in the inaction inertia effect. Study 1 found that an assessment mode positively predicts inaction inertia while a locomotion mode is not related to inaction inertia. Study 2 replicated this finding in a different scenario. Study 3 found that priming assessment mode (compared with locomotion mode) predicts inaction inertia. Implications of how regulatory mode influences inaction inertia are discussed.     

我与另一个我:网络自我与现实自我的关系辨析

与现实自我相对,网络自我是个体在网络世界中的自我。在网络生活日益普及的今天,探讨网络自我与现实自我之间的关系具有重要意义。综合自我身份、外形及人格等方面的研究,可以得知网络自我在一定程度上是现实自我的虚拟投射,但对于一些容易受到社会评价的特征,个体会对网络自我进行适度的理想化。同时,网络平台属性以及用户个人特征都会影响网络自我与现实自我之间的关系。未来研究可以结合不同平台与场景、多种研究方法、在不同文化背景下对网络自我与现实自我之间的关系进行进一步探索。     

重大突发事件下价值观与幸福感的变化:基于潜变量增长和交叉滞后模型

对1495名被试的价值观与幸福感进行了三个时间点的追踪研究,通过潜变量增长模型和交叉滞后回归模型,考察重大突发事件下价值观与幸福感的变化及其相互作用。结果发现:(1)T1到T3民众的自我超越价值观显著下降,保守和开放价值观显著上升;(2)T2到T3民众的幸福感显著下降;(3)T2自我超越价值观正向预测T3幸福感,T2自我增强价值观负向预测T3幸福感;(4)T2幸福感正向预测T3自我超越和保守价值观,负向预测T3自我增强和开放价值观。该结果为今后重大突发事件下的价值观引导提供了实证依据。     

对齐法在单因子和三因子多组比较中允许的不等参数率

在传统的多组验证性因子分析中,进行因子均值比较的前提条件是模型满足强测量不变性假设,但该假设在实证研究中很难满足。这时,Asparouhov和Muthén(2014)提出的对齐法是一种可供备选的多组分析法。通过蒙特卡洛模拟研究,探究了在对齐法精确估计模型参数前提下所允许的不等参数率范围。研究发现：在平均组样本量充足,识别算法为固定识别算法等理想状态下,对齐法在单因子模型多组比较中所允许的不等参数率可以是100%;在三因子模型中所允许的不等参数率上限是20%至30%;在此范围内,对齐法允许更多高程度不等参数;在组数目从30、15或9降至3时,对齐法能允许更多的不等参数在模型中。     

2011年宗教界人士迎春茶话会在北京举行

1月28日上午,由中央统战部、全国政协民宗委、国家宗教事务局联合举办的2011年宗教界人士迎春茶话会在北京金台饭店举行. 茶话会由国家宗教事务局副局长蒋坚永主持,全国政协民宗委主任田聪明致新春贺词.中央统战部副部长斯塔,全国政协民宗委副主任周明甫,国家宗教事务局副局长张乐斌,中国佛教协会会长传印,中国道教协会会长任法融,中国伊斯兰教协会会长陈广元,中国天主教爱国会主席房兴耀,中国天主教主教团主席马英林,中国天主教一会一团名誉主席刘柏年,中国基督教三自爱国运动委员会主席傅先伟,中国基督教协会会长高峰,以及在京宗教界人士共200多人出席了茶话会.     

中国道协代表赴意大利出席道教活动

应意大利道教协会的邀请,中国道教协会副秘书长孟至岭道长和编辑部副主任尹志华博士于3月4日抵达意大利卡塞塔省(Provinciadi Caserta),出席2011年道教节世界庆典开幕典礼。出席典礼的还有新加坡道教协会和马来西亚沙巴     

任法融会长参加香港啬色园黄大仙祠90周年纪庆系列活动

1月8日至11日,中国道教协会会长任法融一行应邀赴港参加香港啬色园黄大仙祠90周年纪庆系列活动。随同任会长访港的有中国道教协会副秘书长李兆彩、北京白云观管委会主任李信军等9人。     

Mentoring in China: Enhanced Understanding and Association with Occupational Stress

Purpose  

Given the increased usage of mentoring programs in multi-cultural settings, including the Chinese workplace, the present study examined Chinese employees’ understanding of mentoring relationships and whether mentoring played a role in their occupational stress process.     

Supervisors' upward exchange relationships and subordinate outcomes: testing the multilevel mediation role of empowerment

This study empirically examined the proposition that supervisors' exchange relationships with their own supervisors (i.e., leader-leader exchange, or LLX) are related to their subordinates' work-related outcomes through 3 mechanisms: (a) leaders modeling their LLX to develop and maintain their exchange relationships with their subordinates (i.e., leader-member exchange, or LMX), (b) motivating the team and its members, captured by team and individual empowerment, and (c) facilitating the relationships between LMX and individual outcomes. Analyses of multisource and lagged data from 104 team supervisors and 577 subordinates showed that LMX mediated the positive relationship of LLX on subordinates' individual empowerment. Furthermore, team empowerment and individual empowerment sequentially mediated the positive relationships between LLX and subordinates' job satisfaction and job performance. The authors also found that the indirect relationships of LMX with job satisfaction and job performance via individual empowerment were stronger when LLX was higher. Theoretical and practical implications of these findings are discussed.