Emotion and Appraisal Profiles of the Needs for Competence and Relatedness

This study examined the emotion and appraisal correlates of the needs for Competence and Relatedness. Using experience-sampling, fluctuations of competence and relatedness throughout a day's period were found to correspond to fluctuations in emotions and appraisals in ways theoretically consistent with the self-determination theory (Deci &; Ryan, 2000 Deci , E. L. , &; Ryan , R. M. ( 2000 ). The “what” and “why” of goal-pursuits: Human needs and the self-determination of behavior . Psychological Inquiry , 11 , 227 – 268 .[Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]). Each need was related in specific ways to the six emotions examined (anger, sadness, fear, guilt, shame, and joy) and, more interesting, was characterized by a specific appraisal-profile. Implications of these findings for needs processes are discussed.     

开设《宗教概论》选修课的几点体会

当前，大学生中宗教信仰者的比例在不断提高。如何帮助大学生正确地认识和了解宗教。树立科学的无神论世界观，是高校思想政治教育面临的一个严峻挑战。开设宗教学的选修课程是一个行之有效的教育途径。通过对教学实践的总结，我们认为这样几个方面值得注意：必须要讲清楚宗教的本质，使学生们对宗教到底是什么有科学而正确的认识；对宗教要采取旗帜鲜明的批判态度，但不是全盘否定；要了解学生思想，讲清楚学生关注的一些问题。     

即时通讯工具使用体验及其与使用动机和偏好的关系模型

以大学生即时通讯工具（IM）用户为被试,采用因素分析技术探讨了IM使用体验的结构,并建构了IM使用动机与使用偏好和使用体验的关系模型。结果发现：（1）IM使用体验主要包括功能性体验和情感性体验两个基本维度。其中,前者主要涉及控制感、易用感和卷入感等三个因素,而后者则主要涉及乐趣感、愉悦感和互惠感等三个因素;（2）基于上述模型形成的“IM使用体验问卷”具有较理想的项目区分度、内部一致性信度、构想效度和区分效度;（3）基于人际沟通动机的IM用户更关注IM的易用性、可控制性和卷入程度等功能特性,而基于信息获取动机和休闲娱乐动机的IM用户更关注IM的愉悦性、乐趣性和互惠性等情感特性。     

The Influence of Organizational Culture on Work‐Related Personality Requirement Ratings: A multilevel analysis

The effects of organizational culture on job incumbents' ratings of work‐related personality requirements were investigated. Data collected from 270 customer service representatives working within 37 mobile phone service companies in China demonstrated significant between‐organization differences and sufficient within‐organization agreement on two dimensions of work‐related personality requirements, achievement orientation and conscientiousness, to suggest that these work‐related personality requirements can be interpreted as organizational‐level constructs. Furthermore, incumbents' ratings of the two personality requirements were positively related to two corresponding dimensions of organizational culture, achievement‐oriented culture and integrity‐oriented culture, respectively, and as predicted, both were positively associated with team‐oriented culture. Further analyses revealed that team‐oriented culture appeared to play a particularly salient role in predicting incumbents' perceptions about the importance of the two dimensions of personality requirements.     

NATURAL LAWS AND DIVINE INTERVENTION: WHAT DIFFERENCE DOES BEING PENTECOSTAL OR CHARISMATIC MAKE?

The question about divine action remains contested in the discussion between theology and science. This issue is further exacerbated with the entry of pentecostals and charismatics into the conversation, especially with their emphases on divine intervention and miracles. I explore what happens at the intersection of these discourses, identifying first how the concept of “laws of nature” has developed in theology and science and then probing what pentecostal‐charismatic insights might add into the mix. Drawing from the triadic and evolutionary metaphysics of Charles Sanders Peirce, I propose a reconsideration of the “laws of nature” as habitual, dynamic, and general but nevertheless real tendencies through which the Holy Spirit invites the world to inhabit the coming kingdom of God. This proposal contributes to the articulation of an authentic Pentecostal‐charismatic witness at the theology‐and‐science table while also enabling a more plausible and coherent account of divine action for pentecostal‐charismatic piety and Christian practice in the twenty‐first century.     

Measuring incremental changes in word knowledge: Experimental validation and implications for learning and assessment

The goal of this study was to test a new technique for assessing vocabulary development. This technique is based on an algorithm for scoring the accuracy of word definitions using a continuous scale (Collins-Thompson & Callan, 2007). In an experiment with adult learners, target words were presented in six different sentence contexts, and the number of informative versus misleading contexts was systematically manipulated. Participants generated a target definition after each sentence, and the definition-scoring algorithm was used to assess the degree of accuracy on each trial. We observed incremental improvements in definition accuracy across trials. Moreover, learning curves were sensitive to the proportion of misleading contexts, the use of spaced versus massed practice, and individual differences, demonstrating the utility of this procedure for capturing specific experimental effects on the trajectory of word learning. We discuss the implications of these results for measurement of meaning, vocabulary assessment, and instructional design.     

语文学习困难儿童的短时记忆、工作记忆和加工速度

短时记忆、工作记忆和加工速度反映了不同的认知加工.采用多因素混合实验设计,在严格控制条件下,比较了语文学习困难和控制组儿童的工作记忆、短时记忆和加工速度的差异.结果发现,与控制组相比,语文学习困难儿童在工作记忆、短时记忆和加工速度方面均存在明显的不足,但短时记忆和加工速度不能解释不同能力组之间的差异,语文学习困难儿童的缺陷在于工作记忆能力的下降.工作记忆的缺陷在于言语工作记忆的不足,与视空间工作记忆能力无关,语文学习困难与特定的工作记忆(言语工作记忆)能力的不足有关.工作记忆缺陷的原因在于存储能力的不足,而不是加工效率的缺陷造成的.     

项目反应理论中模型-资料拟合检验常用统计量

项目反应理论(IRT)模型依据项目与被试的特征预测被试的作答表现, 是常用的心理测量模型。但IRT的有效运用依赖于所选用IRT模型与实际数据资料相符合的程度(即模型?资料拟合度, goodness of fit)。只有当所采用IRT分析模型与实际数据资料拟合较好时, IRT的优点和功能才能真正发挥出来(Orlando & Thissen, 2000)。而当所采用IRT模型与资料不拟合或选择了错误的模型, 则会导致如参数估计、测验等值及项目功能差异分析等具有较大误差(Kang, Cohen & Sung, 2009), 给实际工作带来不良影响。因此, 在使用IRT分析时, 应首先充分考察及检验所选用模型与实际数据是否相匹配/相拟合(McKinley & Mills, 1985)。IRT领域中常用模型?资料拟合检验统计量可从项目拟合、测验拟合两个角度进行阐述并比较, 这是心理、教育测量领域的重要主题, 也是测验分析过程中较易忽视的环节, 目前还未见此类公开发表的文章。未来的研究可以在各统计量的实证比较研究以及在认知诊断领域的拓展方面有所发展。     

工作投入的概念、测量、前因与后效

工作投入是个体在工作中的一种积极的、完满的融入状态, 它是连接个体特质、工作因素和工作绩效的完美纽带, 是组织创造竞争优势的重要途径。通过梳理工作投入概念的起源和发展, 并将其与工作卷入、心流、专念等相似概念进行了比较, 提出了工作投入的整合概念, 即个体面对工作时产生的一种同时包含积极的情绪体验、谨敏的认知和高度激发的体能状态在内的、持久的心理行为状态。介绍了UWES量表、SMVM量表等主要的工作投入量表以及相应关于工作投入因素结构的不同理论观点, 并根据近年来的实证研究对工作投入的前因和后效变量进行了梳理和表格化呈现, 由此进一步对未来的研究方向提出了三点思考。