Psychonomic Bulletin & Review - Picture naming takes longer in the presence of a semantic-categorically related distractor word compared to an unrelated distractor word. This semantic... 相似文献
Social Psychology of Education - Academic self-concepts are important correlates and predictors of successful scholastic learning. According to the internal/external frame of reference (I/E)... 相似文献
Social Psychology of Education - This study reports results from cross-cultural comparisons of (a) the frequency of university students’ experiences of bullying victimization and perpetration... 相似文献
Signature character strengths can foster health-related outcomes in work and private life, thus being particularly important for endangered occupational groups like physicians. However, situational circumstances need to allow character strengths demonstration (applicability) first to enable their application. Therefore, this study addresses the role of (1) applicability of signature character strengths in work and private life beyond their possession and (2) relationships with well-being, work engagement, and burnout dimensions (emotional exhaustion, depersonalization, and reduced personal accomplishment). Hospital physicians (N = 274) completed an online survey examining their signature character strengths and applicability, well-being, work engagement, and burnout dimensions. The top-five individual signature character strengths were fairness, honesty, judgment, kindness, and love. Hierarchical multiple linear regressions revealed that the possession as well as the applicability of signature character strengths was important in work and private life, but to different degrees. Possessing fairness, honesty, or kindness indicated significant positive relations with subjective well-being, whereas judgment and kindness seemed to negatively interact with reduced personal accomplishment. Hospital physicians’ applicability of fairness, honesty, judgment, and love was particularly essential for their psychological well-being and work engagement, whereas the applicability of fairness (reduced personal accomplishment) and judgment (emotional exhaustion, depersonalization) at work interacted negatively with the respective outcomes. Therefore, creating awareness for individual signature character strengths as well as providing applicability in hospitals and private life could be a promising approach to improve physicians’ well-being and consequently patient care as well as the performance of the health-care system in general.
The original Values in Action Inventory of Strengths (VIA-IS) is an international 240 item validated self-report questionnaire measuring character strengths. A validated and reliable English 120-item short form (VIA-120) is available. However, there is limited information about the psychometric properties of the German VIA-120. This article addresses this gap and reports the reliability, validity and comparability of the German VIA-120 with the German VIA-240 version. Two independent samples were recruited: a general population sample (N = 1073, Sample 1) and a sample consisting of medical students and physicians (N = 685, Sample 2). Internal consistency of the VIA-120-scales ranged from α = .58 (modesty) to α = .87 (spirituality) in Sample 1 and α = .63 (honesty) to α = .90 (spirituality) in Sample 2. Intercorrelations between the scales of the 120-item version and the original 240-Items version (Sample 1) ranged from r = .52 (hope) to r = .89 (prudence). Criterion validity with the Satisfaction with Life Scale (SWLS) and the Brief Inventory of Thriving (BIT) was demonstrated. The comparison of the factor structure between the original and the short form showed a good convergence (Tucker’s Phi .93–.99 Sample 1, .95–.98 Sample 2). Overall, the German VIA-120 was reliable, showed good convergence with the German VIA-240 and thus presents a similar level of validity for the assessment of character strengths. This study provides the first indication that the VIA 120 short form is comparable regarding the validity and reliability of the original VIA 240-item version indicating its potential to be used in large scale research studies.
Moral relativism comes in many varieties. One is a moral doctrine, according to which we ought to respect other cultures,
and allow them to solve moral problems as they see fit. I will say nothing about this kind of moral relativism in the present
context. Another kind of moral relativism is semantic moral relativism, according to which, when we pass moral judgements,
we make an implicit reference to some system of morality (our own). According to this kind of moral relativism, when I say
that a certain action is right, my statement is elliptic. What I am really saying is that, according to the system of morality
in my culture, this action is right. I will reject this kind of relativism. According to yet another kind of moral relativism,
which we may call epistemic, it is possible that, when one person (belonging to one culture) makes a certain moral judgement,
such as that this action is right, and another person (belong to another culture) makes the judgement that the very same action
is wrong, they may have just as good reasons for their respective judgements; it is even possible that, were they fully informed
about all the facts, equally imaginative, and so forth, they would still hold on to their respective (conflicting) judgements.
They are each fully justified in their belief in conflicting judgements. I will comment on this form of moral relativism in
passing. Finally, however, there is a kind of moral relativism we could call ontological, according to which, when two persons
pass conflicting moral verdicts on a certain action, they may both be right. The explanation is that they make their judgements
from the perspective of different, socially constructed, moral universes. So while it is true in the first person's moral
universe that a certain action is right, it is true in the second person's moral universe that the very same action is wrong.
I explain and defend this version of ontological moral relativism. 相似文献
The lens of behavioral decision theory offers a new perspective for research on time management. The basic idea of this approach is that people discount future consequences of their time management decisions, meaning that they work on tasks with smaller but sooner outcomes rather than on tasks with larger but later outcomes. The authors performed 2 experimental studies to test whether people are sensitive to differences in the discounted utility of time management decisions. In Experiment 1, they used vignettes of typical time management situations; Experiment 2 was a laboratory simulation (an in-basket task that was part of a training assessment). Participants in both studies were German students. As expected, manipulating the discounted utility of options resulted in different time management decisions. In Experiment 1, reactions to time management situations were judged as less likely if the reactions had lower discounted utilities. In Experiment 2, people spent less time on an interruption. 相似文献
We investigated the psychological adaptation of Ingrian–Finnish migrants from Russia to Finland between 2008 and 2013. Pre‐migration data (N = 225) were collected at the Finnish language courses that were part of the immigration training program. The three post‐migration follow‐ups were conducted half a year (N = 155), and 2 (N = 133) and 3 years (N = 85) after migration. Well‐being was assessed with measures of Life Satisfaction and Self‐Esteem. Life Satisfaction increased from pre‐migration to the first post‐migration measurement point, after which it stabilized. Self‐Esteem decreased throughout the study. Variables reflecting adjustment to the event of migration (e.g., acculturation stress, socio‐cultural adaptation) were primarily associated with well‐being at the first post‐migration measurement point. More general determinants of well‐being (e.g., social support and subjective economic situation) were more consistently associated with well‐being throughout the study. The results suggest that migration can be beneficial to some but detrimental to other types of well‐being. 相似文献