Common Mental Health Challenges in a University Context in Hong Kong: a Study Based on a Review of Medical Records

Applied Research in Quality of Life - While numerous studies have suggested the rising prevalence of common mental disorders amongst university students, studies examining mental health of Chinese...     

Self-determined work motivation predicts job outcomes,but what predicts self-determined work motivation?

Self-determined work motivation predicts important job outcomes, such as job satisfaction [Richer, S. F., Blanchard, C., & Vallerand, R. J. (2002). A motivational model of work turnover. Journal of Applied Social Psychology, 32, 2089–2113], but what predicts self-determined work motivation is less fully understood. We tested general causality orientation—specifically autonomy and control orientation—as a predictor of self-determined work motivation, which in turn was expected to predict job satisfaction and identification commitment as job outcomes. Regression analyses confirmed our hypotheses such that autonomy orientation predicted job outcomes via increased self-determined work motivation. Control orientation predicted self-determined work motivation but did not affect either of the two job outcomes. Findings are discussed with respect to the importance of individual differences in understanding job outcomes.     

When high achievers and low achievers work in the same group: The roles of group heterogeneity and processes in project‐based learning

Background . There has been an ongoing debate about the inconsistent effects of heterogeneous ability grouping on students in small group work such as project‐based learning. Aim . The present research investigated the roles of group heterogeneity and processes in project‐based learning. At the student level, we examined the interaction effect between students' within‐group achievement and group processes on their self‐ and collective efficacy. At the group level, we examined how group heterogeneity was associated with the average self‐ and collective efficacy reported by the groups. Sample . The participants were 1,921 Hong Kong secondary students in 367 project‐based learning groups. Method . Student achievement was determined by school examination marks. Group processes, self‐efficacy and collective efficacy were measured by a student‐report questionnaire. Hierarchical linear modelling was used to analyse the nested data. Results . When individual students in each group were taken as the unit of analysis, results indicated an interaction effect of group processes and students' within‐group achievement on the discrepancy between collective‐ and self‐efficacy. When compared with low achievers, high achievers reported lower collective efficacy than self‐efficacy when group processes were of low quality. However, both low and high achievers reported higher collective efficacy than self‐efficacy when group processes were of high quality. With 367 groups taken as the unit of analysis, the results showed that group heterogeneity, group gender composition and group size were not related to the discrepancy between collective‐ and self‐efficacy reported by the students. Conclusions . Group heterogeneity was not a determinant factor in students' learning efficacy. Instead, the quality of group processes played a pivotal role because both high and low achievers were able to benefit when group processes were of high quality.     

European American and Chinese parents' responses to children's success and failure: implications for children's responses

The authors examined cultural differences in parents' responses to their children's performance. In Study 1 (N = 421), Chinese 5th graders reported that their parents de-emphasized their academic success and emphasized their academic failure, whereas their American counterparts reported that their parents did the opposite. This partially accounted for Chinese (vs. American) children responding less positively to success and more negatively to failure. In Study 2 (N = 128), Chinese and American mothers' responses to their 4th and 5th graders' performance were observed in the laboratory. The cultural differences in children's reports of parents' responses documented in Study 1 were replicated; mothers' responses were also associated with children's subsequent performance. In addition, Chinese mothers were more involved than were American mothers, but their affect was similar. Taken together, the results suggest that parents' responses to children's performance may be a channel for cultural transmission and perpetuation of responses to performance.     

Effects of perceived criticism on anxiety and depression during behavioral treatment of anxiety disorders

The present study explored the effect of perceived criticism (PC) on levels of anxiety and depression during behavioral treatment among patients diagnosed with obsessive-compulsive disorder (OCD) or panic disorder with agoraphobia (PDA). We posited that patients' perceptions of relatives' criticism and the degree to which they were upset by the criticism (UC) would be related to negative affect and discomfort during exposure. The sample included 75 patients with a primary diagnosis of OCD (n=43) or PDA (n=32) and their participating relatives. Measures of patients' weekly ratings of PC and upset about the criticism, anxious and depressed mood, and subjective discomfort during exposure treatment were analyzed using a mixed model regression approach (SAS Proc Mixed). Patients' anxious and depressed mood predicted greater discomfort during exposure. Patients who were more UC also had higher weekly ratings of anxiety and depression, and more discomfort during exposure sessions. Findings suggest that treatment outcome may be improved by attention to patients' reactions to their interpersonal environment.     

What research paradigms have cognitive psychologists used to study "false memory," and what are the implications of these choices?

This research examines the methodologies employed by cognitive psychologists to study "false memory," and assesses if these methodologies are likely to facilitate scientific progress or perhaps constrain the conclusions reached. A PsycINFO search of the empirical publications in cognitive psychology was conducted through January, 2004, using the subject heading, "false memory." The search produced 198 articles. Although there is an apparent false memory research bandwagon in cognitive psychology, with increasing numbers of studies published on this topic over the past decade, few researchers (only 13.1% of the articles) have studied false memory as the term was originally intended--to specifically refer to planting memory for an entirely new event that was never experienced in an individual's lifetime. Cognitive psychologists interested in conducting research relevant to assessing the authenticity of memories for child sexual abuse should consider the generalizability of their research to the planting of entirely new events in memory.     

Adherence to antiretroviral medications in HIV: differences in data collected via self-report and electronic monitoring.

Controversy remains regarding the reliability of methods used to determine adherence to antiretroviral medication in HIV. In this study the authors compared adherence rates of 119 HIV-positive participants during a 6-month study, as estimated via electronic monitoring (EM) and self-report (SR). Adherence for both short (4-day) and long (4-week, or intervisit) periods was examined, as well as factors that underlie discrepancies between EM and SR. Results showed that intervisit EM estimates were consistently lower than those of SR. SR estimates based on shorter periods (4 days) were closer to those of EM. Higher discrepancies between EM and SR estimates were associated with lower cognitive functioning and externalized locus of control. These findings lend support for using both EM and SR methods; however, study design (e.g., length) and other factors (e.g., cognitive status, cost) should be considered.     

Using Racial Identity Theory to Explore Racial Mistrust and Interracial Contact Among Asian Americans

The purpose of this study was to examine the use of racial identity attitudes as predictors of racial mistrust (perceived interpersonal racism) of African Americans and other racial contact variables among Asian Americans. A packet consisting of the Visible Racial/Ethnic Group Members (VREG) Identity Attitudes Scale, Cultural Mistrust Inventory, Marlow‐Crowne Social Desirability Scale, Racial Contact Scale, and a demographic data sheet was administered to 160 participants. Hierarchical regression analyses showed that racial identity attitudes significantly predicted racial mistrust, overall group impression, 4 racial stereotypes, and 2 quality of racial contact variables in ways consistent with racial identity theory. Implications of the findings for Asian American psychology, counseling, and race relations research are discussed.     

MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES?

Studies of the relationship between human resource (HR) practices and firm performance typically use a single respondent to assess firm level HR practices or HR effectiveness. However, previous research in other substantive areas suggests that rater differences are a potentially important source of measurement error. We demonstrate analytically the potential consequences of both random and systematic measurement error in research on HR and firm performance. However, our main focus is on random error and we show how generalizability theory can be applied to obtain better estimates of reliability by simultaneously recognizing multiple sources (e.g., items, raters) of random measurement error. These more inclusive reliability estimates, in turn, offer the possibility of more precisely quantifying substantive relationships in the HR and firm performance literature. In our sample, reliabilities (as estimated by generalizability coefficients) for single-rater assessments of HR variables were generally below .50. This degree of measurement error, if present in substantive studies on HR and firm performance, could lead to considerable bias, given that an unstandardized regression coefficient is corrected for measurement error in the independent variable by dividing by its reliability coefficient (not its square root). We also found only limited convergent validity between HR and line managers ratings of a second type of HR measure, HR effectiveness. In general, our findings suggest that future researchers need to devote greater attention to measurement error and construct validity issues. Our study provides an example of how generalizability theory can be useful in this pursuit.