排序方式: 共有49条查询结果,搜索用时 15 毫秒
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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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Is Incompatibilism Intuitive? 总被引:3,自引:0,他引:3
Eddy NAHMIAS STEPHEN G. MORRIS Thomas NADELHOFFER Jason TURNER 《Philosophy and phenomenological research》2006,73(1):28-53
Incompatibilists believe free will is impossible if determinism is true, and they often claim that this view is supported by ordinary intuitions. We challenge the claim that incompatibilism is intuitive to most laypersons and discuss the significance of this challenge to the free will debate. After explaining why incompatibilists should want their view to accord with pretheoretical intuitions, we suggest that determining whether incompatibilism is in fact intuitive calls for empirical testing. We then present the results of our studies, which put significant pressure on the claim that incompatibilism is intuitive. Finally, we consider and respond to several potential objections to our approach. 相似文献
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The authors explore the experience of Christian religion for many African Americans. In response to racial discrimination and prejudice within churches, African Americans developed a Christian tradition with distinct meanings, beliefs and practices. This tradition provides a foundation for social activism within the church, community and American society, as well as community among church members. The recent Black church burnings are discussed with respect to the more traditional Christian African American view of religion. Implications for incorporating the religious traditions of Christian African Americans into counseling practice are explored. (The authors use the term Black church or African American church as a surrogate for Christian African American church throughout the article. The terms Black and African American will also be used interchangeably). 相似文献
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AGE DIFFERENCES IN TECHNOLOGY ADOPTION DECISIONS: IMPLICATIONS FOR A CHANGING WORK FORCE 总被引:5,自引:0,他引:5
This research investigated age differences in individual adoption and sustained usage of technology in the workplace using the theory of planned behavior. User reactions and technology usage behavior were studied over a 5-month period among 118 workers being introduced to a new software system. At 2 points of measurement, compared to older workers, younger workers' technology usage decisions were more strongly influenced by attitude toward using the technology. In contrast, older workers were more strongly influenced by subjective norm and perceived behavioral control, although the effect of subjective norm diminished over time. These findings were robust, even after controlling for key confounding variables identified in prior organizational behavior research (i.e., income, occupation, and education levels). Theoretical and practical implications for understanding the effects of aging on technology adoption and usage in the workplace are discussed. 相似文献
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MEAN RACIAL-ETHNIC DIFFERENCES IN EMPLOYEE SALES PERFORMANCE: THE MODERATING ROLE OF DIVERSITY CLIMATE 总被引:1,自引:0,他引:1
Using data from a sample of 6,130 workers employed in 743 stores of a large, U.S. retail organization, this study assessed whether diversity climate moderated mean racial-ethnic differences in employee sales performance. Findings indicated Whites exhibited significantly higher sales performance than Hispanics but not Blacks, as moderated by diversity climate. As hypothesized, racial-ethnic disparities disfavoring Blacks and Hispanics were largest in stores with less supportive diversity climates and smallest in stores with highly pro-diversity climates. Financial analysis of these interactions revealed sizable increments in sales per hour in response to effective diversity management, with strong organizational bottom-line implications. Limitations of the study and future research needs are noted. 相似文献
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CHRISTINA H. VLAHOU ERIC J. VANMAN MARY M. MORRIS 《Journal of applied social psychology》2011,41(11):2768-2784
We examined the role of occupation in how people regulate emotional responses. Graduate nursing students were compared to undergraduate psychology students on self‐reported emotional reactions to videos depicting graphic medical procedures. Skin conductance was also recorded. Overall, nursing students reported less disgust and fear, but more sadness while watching the clips, compared to psychology students. The 2 groups did not differ in skin conductance activity when watching a video with no specific instructions. When instructed to suppress or reappraise their emotional reactions to the videos, however, the psychology students showed increases in skin conductance arousal, whereas the nursing students did not. The results are discussed within the context of research on strategies to regulate one's emotions in the workplace. 相似文献
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DEREK R. AVERY PATRICK F. MCKAY SCOTT TONIDANDEL SABRINA D. VOLPONE MARK A. MORRIS 《Personnel Psychology》2012,65(1):167-199
This article considers the efficacy of matching the racioethnicity of employees and the customer base as a human resource strategy within service organizations. Despite being advocated widely, the literature on its effectiveness is scant and riddled with conflicting findings. We revisit the theoretical rationale underlying this strategy, formulate new theory, and introduce the demographic representativeness construct (i.e., the congruence between employee and customer base profiles) to the organizational literature to test our hypotheses. Using multisource data pertaining to 739 stores of a U.S. retailer, the results indicate a positive effect of racioethnic representativeness on productivity, which is accounted for by improved customer satisfaction. Moreover, additional analyses showed this indirect relationship to be more pronounced in stores with larger minority customer bases. 相似文献