Unsatisfied relatedness,not competence or autonomy,increases trait anger through the right amygdala

Anger is a common negative emotion in social life. Behavioral research suggests that unsatisfied relatedness, autonomy, and competence are related to anger. However, it remains unclear whether these unsatisfied needs all contribute to anger or just a particular unsatisfied need is the main source of anger. In addition, little is known about the neural substrate between unsatisfied needs and anger. To address these two questions, we used voxel-based morphometry (VBM) to explore the neural substrate underlying the relation between unsatisfied needs and trait anger. Behaviorally, we found that although all three unsatisfied needs were correlated with trait anger, unsatisfied relatedness was the only factor that was uniquely related to trait anger. Neurally, the gray matter volume of the right amygdala was correlated with trait anger, which fits nicely with the role of the amygdala as a core region for processing anger. Importantly, the right amygdala mediated the total effect of unsatisfied relatedness on trait anger, even after controlling for general personality dispositions. Our results contribute to the theoretical conceptualization of anger by elucidating the unique role of unsatisfied relatedness in anger and the neural substrate underlying such relation.     

弈棋风格的眼动证据

以围棋业余棋手为被试,采用2（大局观：高分、低分）×2（机敏轻灵：高分、低分）的被试间设计,通过眼动分析技术来探寻机敏轻灵和大局观两个弈棋风格维度存在的眼动证据。结果表明：（1）机敏轻灵维度的高低可以从平均注视持续时间、平均眼跳幅度和注视次数三个眼动特征上加以区分;（2）大局观维度存在兴趣区数目、回视次数、眼跳次数、注视次数和平均注视持续时间等五个眼动指标。研究认为,眼动指标为弈棋风格的机敏轻灵和大局观两个维度的存在提供了客观证据。     

Personality:人格还是个性

Personality在我国心理学中的译名既可谓人格,也可谓个性。这一奇特的现象是中国的特色。文章考察了它们在中国的沿革及personality在西方的原意和演变,分析了其形成和存在的原因,提出了解决这一问题主张和建议。     

Because I want to share,not because I should: Prosocial implications of gratitude expression in repeated zero-sum resource allocation exchanges

Motivation and Emotion - The current research examines how gratitude (vs. neutral) expression indirectly reinforces prosocial resource-allocation decisions in repeated zero-sum social exchanges....     

残疾人大学生领悟社会支持对主观幸福感的影响:自我同情的中介作用

探讨残疾人大学生领悟社会支持、自我同情与主观幸福感的关系。采用领悟社会支持量表、幸福感指数量表、大学生自我同情量表对普通高等特殊教育学校206名在校残疾人大学生进行了调查研究。结果表明:(1)残疾人大学生领悟社会支持与自我同情存在显著正相关,与主观幸福感存在显著正相关; 自我同情与主观幸福感存在显著正相关。(2)残疾人大学生领悟社会支持不能直接预测主观幸福感,但通过自我同情的中介作用间接预测主观幸福感。自我同情在残疾人大学生领悟社会支持与主观幸福感的关系中起完全中介作用。     

组织(不)公正对组织报复行为的影响及其机制

组织报复行为是员工因感知组织及其代理人不公正而针对他们采取的惩罚行为, 它是当今社会不可忽视的工作场所现象。总结现有综述文献, 存在缺乏系统梳理、不重视解释机制等重要问题。根据(不)公正感知类型复杂性和(不)公正感知主体两个维度提出一个新的研究思路, 并在此基础上, 进一步从解释机制角度出发, 对相关文献进行评述。未来研究可进一步探讨自我控制、情绪和资源理论等解释机制, 并整合不同解释机制, 同时增加对观察者视角的讨论。     

Positive affect mediates the relationships between resilience,social support and posttraumatic growth of women with infertility

This study aims to explore the relationship between resilience, social support, positive affect and posttraumatic growth among Chinese women with infertility, and to examine the mediating role of positive affect. A convenience sample of 1733 women diagnosed with infertility was recruited from the infertility outpatient clinics at three reproductive hospitals in Shandong Province of China between May 2015 and April 2016. They completed a background questionnaire, the Posttraumatic Growth Inventory, the Perceived Social Support Questionnaire, the Connor-Davidson Resilience Scale, the Positive and Negative Affect Schedule. Individuals reported high levels of PTG (M = 64.81; SD = 16.20). Perceived social support (β = .11, p < .001), resilience (β = .18, p < .001) and positive affect (β = .46, p < .001) were related to PTG. Positive affect may play a mediating role in the relationships between resilience (.125, .201, p < .001), social support (.055, .121, p < .001) and PTG. This study examines the effects of resilience, social support, and positive affect on PTG among Chinese infertile women. Wherein, positive affect may play a mediating role in the relationships between resilience, social support and PTG.     

Psychological maladjustment of Asian and African peacekeepers in Liberia and its related factors

This study aimed to investigate the maladjustment of Asian (Bangladeshi, Pakistani) and African (Nigerian, Namibian, Ghanaian) peacekeepers and its major influence factors. By random cluster sampling, 300 Asian peacekeepers and 271 African peacekeepers were administered the military psychological maladjustment scale (MPMS) and risk factors questionnaire. Investigation at Day 7 and Day 120 into the peacekeeping deployment period indicated that MPMS total score and factor scores of the Asian peacekeepers were significantly lower than those of the African peacekeepers (p < .01). The total score and each factor score of MPMS of the Asian peacekeepers significantly decreased (p < .01); for the African peacekeepers, only the factor score of emotional disorder of MPMS significantly decreased (p < .05). Stepwise regression analysis showed that the education duration was the influence factor for the emotional disorder factor score in the Asian peacekeepers, and the two factors were positively correlated. Age, military service duration, education duration and marital status were the major influence factors for the MPMS factors of the African peacekeepers, among which age was negatively correlated with the total score and each factor score, and military service duration, education duration and marital status were positively related. We conclude that the Asian peacekeepers are more adaptable and resilient than the African peacekeepers. Education duration was the major influence factor for Emotional Disorder in the Asian peacekeepers. The major influence factors for maladjustment in the African peacekeepers were age, military service duration, education duration and marital status.     

A self-determination perspective of strengths use at work: Examining its determinant and performance implications

We investigate the role of strengths use in the workplace by drawing on self-determination theory (SDT) to propose that strengths use at work can yield performance benefits in terms of task performance and discretionary helping, and that the social context, in the form of leader autonomy support, can promote employees’ strengths use. Further, consistent with an interactional psychology perspective, we contend that the relationship between autonomy support and strengths use will be stronger among individuals with strong independent self-construal. We tested the model using matched data from 194 employees and their supervisors and found evidence for the relevance of strengths use at work, even after accounting for the role of intrinsic motivation. In addition to providing practical implications on developing employee strengths use and how to do so, this study advances theory and research on workplace strength use, SDT, and positive organizational behavior.