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181.
在理论分析与实践探索相结合的基础上,按照严格程序,编制了具有开创性和良好信效度的中小学班主任情感素质问卷。运用该问卷对上海市8个区县54所中小学的1576名班主任进行了情感素质的现状调查。结果表明,中小学班主任的情感素质总体尚可,但仍需提升;女性总体稍优于男性;中小学班主任的情感素质随着学段升高有所下降;教龄和做班主任时间长短对其情感素质有重要影响;班主任情感素质在性别和教龄上有交互影响。 相似文献
182.
Luís Cordeiro-Rodrigues 《South African Journal of Philosophy》2016,35(1):1-8
In this article, I investigate to what extent future generations that belong to language minorities are entitled to group rights that protect their linguistic identity. In particular, I assess whether these future generations are entitled to assistance rights, symbolic claims, self-government rights and exemptions from the law. To address this I outline three arguments supporting group rights for current generations and raise the question of whether these arguments, which are true for current generations, will also be true for future generations. The answer defends the entitlement of future generations to group rights against two counterarguments. The first is that future generations have no interest in preserving their language and therefore there is no normative justification for group rights. The second is that there is a duty to eliminate group rights in order to avoid malign consequences of these rights for future generations. 相似文献
183.
Purpose
This study investigated the moderating effect of intergroup contact on the relationship between the race composition of organizational representatives, perceived similarity, and minority applicant attraction.Design/Methodology/Approach
344 minority Malaysian-Chinese university students read a job advertisement that varied the racial composition of organizational representatives (100 % Malay or 50 % Malay–50 % Chinese or 100 % Chinese). Of these participants, 161 were Malaysian-Chinese in Malaysia (high intergroup contact location) and 183 were Malaysian-Chinese in Australia (low intergroup contact location). After reading the advertisement, participants responded to a series of scale items (e.g., perceived surface-level similarity, perceived deep-level similarity, and applicant attraction).Findings
Results showed that the effect of race composition on attraction was stronger for minority participants in Australia than for minority participants in Malaysia. Perceived deep-level similarity mediated this moderated relationship.Implications
The study findings suggest that organizations should include minority representatives in their recruitment advertising to attract minority applicants, particularly to attract minorities in locations with few opportunities for intergroup contact.Originality/Value
By testing the mediating effects of perceived surface-level and deep-level similarity, this study contributes to our understanding of the mechanism linking the interaction between race composition and location with applicant attraction.184.
The present research had two goals. The first goal was to identify additional individual characteristics that may contribute to adaptive readiness. The second goal was to test if these characteristics fit the career adaptation model of readiness to resources to responses. We examined whether career success criteria (measured at Time 1) and career locus of control (measured at Time 1) would contribute to adaptivity and predict university students’ career decision-making self-efficacy (measured at Time 2) through the mediation of career adaptability (measured at Time 1). Results based on a two-wave survey among a sample of 437 Chinese university students showed that the criteria of intrinsic fulfillment and work-life balance, as well as internal career locus of control positively predicted Chinese university students' career adaptability, which in turn predicted career decision-making self-efficacy. These findings support the career adaption model and carry implications for career construction theory and university students' career development. 相似文献
185.
排名列表是帮助消费者快速识别品牌或产品优劣的手段。研究基于空间隐喻理论, 探究排名列表的不同展示方式(垂直vs水平)对消费者列表项目评价的极化影响及作用机制。通过5个实验发现: 消费者对于垂直排名列表相比水平排名列表中的项目具有更大的评价极化效应, 并且验证了项目感知差异在上述关系中的中介作用, 即垂直排名列表的评价极化效应是由个体较高的排名列表项目感知差异所驱动的。此外, 当属性可评估性较低时, 才会出现不同列表项目的评价极化效应; 相反, 当排名列表项目属性可评估性较高时, 该评价极化效应消失。 相似文献
186.
Drawing upon social information processing theory, the study examined how ethical leadership shapes creative performance. Specifically, we tested a theoretical model integrating the sequential roles of psychological safety and creative self‐efficacy. A two‐waved sample of 512 supervisor‐subordinate dyads from frontline employees of three service industries located in Ghana was administered. The results of the hierarchical linear modeling analysis revealed that there is a positive relationship between ethical leadership and creative performance and that psychological safety positively and significantly mediates the relationship between ethical leadership and creative performance. Similarly, creative self‐efficacy significantly and positively mediates the relationship between ethical leadership and creative performance. Moreover, both psychological safety and creative self‐efficacy sequentially mediate the relationship between ethical leadership and creative performance. We discuss the implications of these results for research and practice. 相似文献
187.
地域歧视现象的存在是违背和谐社会理念的,人们对此现象是什么态度?研究以费施贝因和阿扎吉提出的理性行为模型理论为基础,选取网络上最活跃的大学生为样本,编制了大学生地域歧视现象态度量表,构建了对地域歧视现象态度、对地域歧视者态度和对被歧视者态度3个维度。通过整理访谈资料、参考相关量表、专家讨论等方法编制条目。选取358名被试进行预测试,617名被试正式测试。研究结果表明,大学生地域歧视现象态度量表建构的3个维度结构合理,量表的项目分析、探索性分析和验证性分析符合心理测量学要求,是测量中国大学生地域歧视现象态度的有效工具。 相似文献
188.
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190.
The psychometric properties of the Chinese version of the Body Image Acceptance and Action Questionnaire (C-BI-AAQ) and its short form (C-BI-AAQ-5) were examined with a sample of Chinese undergraduates (n = 1,068, 52.6% female). The factor structure, measurement reliability, measurement invariance across gender, and latent gender mean difference of the two scales were explored. Confirmatory factor analysis was used to examine the factor structure of the C-BI-AAQ and the C-BI-AAQ-5. The original one-factor structure was replicated for both the C-BI-AAQ and the C-BI-AAQ-5. Both the C-BI-AAQ and C-BI-AAQ-5 showed good internal consistency, test-retest reliability, and convergent and discriminant validity (e.g., relationship patterns in the expected directions with theoretically similar psychological flexibility, and with theoretically dissimilar body dissatisfaction, and psychological distress). The C-BI-AAQ-5 was shown to be equivalent to the C-BI-AAQ. Furthermore, strict measurement invariance across gender was confirmed for both the C-BI-AAQ and C-BI-AAQ-5, and latent mean difference tests showed that men had higher levels of body image flexibility than women. Thus, both the C-BI-AAQ and C-BI-AAQ-5 appear to be psychometrically sound instruments for use in the Chinese young adult population. In addition, body image flexibility measured by both the C-BI-AAQ and the C-BI-AAQ-5 fully mediated the relationship between body dissatisfaction and psychological distress. 相似文献