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Dr. JACQUELYN CRANNEY CRAIG TURNBULL STEPHEN C. PROVOST FRANCES MARTIN MARY KATSIKITIS FIONA A. WHITE NICHOLAS J. VOUDOURIS IAIN M. MONTGOMERY PATRICK C. L. HEAVEN SUE MORRIS KANDICE J. VARCIN 《Australian psychologist》2009,44(4):253-262
This paper outlines the background, process and outcomes for a project that delineated a set of graduate attributes of the 4‐year Australian undergraduate psychology program. The nature of the current undergraduate psychology program and its quality assurance system is described, followed by a consideration of current issues in psychology education and training. The processes involved in delineating the six graduate attributes (i.e., knowledge and understanding, research methods, critical thinking, values, communication, and application) are then described. Some issues and suggestions related to their implementation are then outlined. Finally, the authors summarise what has been accomplished in delineating the graduate attributes, and what still needs to be achieved. 相似文献
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HEIDE GLAESMER ELMAR BRÄHLER ALEXANDRA MARTIN RICARDA MEWES WINFRIED RIEF 《Journal of applied social psychology》2012,42(5):1266-1279
To evaluate the mediating effect of utilization propensity (UP) on gender differences in healthcare utilization (HCU), a representative sample of the German general population (N = 2,510) was assessed with questionnaires. Gender differences in HCU, UP, and the mediating effect of UP were investigated using regression analyses. UP was significantly associated with HCU. The explanatory power of gender for UP, and of UP for HCU was prevailingly weak. UP had a mediating effect on gender differences in HCU, but the effect was very small. This is partly attributable to common problems in the prediction of behavior by attitudes and the operationalization of UP. 相似文献
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ANNE JANSEN CORNELIUS J. KöNIG MARTIN KLEINMANN KLAUS G. MELCHERS 《Journal of applied social psychology》2012,42(8):1932-1957
Applicants usually try to put their best foot forward during personnel selection. Although past research has revealed meaningful individual differences in applicants' self‐presentation in personality tests (often called “faking”), it only concentrated on main effects and ignored the interaction of interindividual and intraindividual differences. Based on impression management theory, we hypothesized that interindividual differences in applicants' impression motivation interact with intraindividual differences in the perceived relevance of personality facets (applicants' cognitive schema). Results of hierarchical linear modeling analyses showed that both impression motivation and cognitive schema significantly affected self‐presentation. Furthermore, for participants with high levels of impression motivation, cognitive schema showed a stronger impact on self‐presentation than for those with low levels of impression motivation. 相似文献
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