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91.
Schulz U Pischke CR Weidner G Daubenmier J Elliot-Eller M Scherwitz L Bullinger M Ornish D 《Psychology, health & medicine》2008,13(4):423-437
Changes in coronary risk factors, health behaviours, and health-related quality of life (HRQOL) were examined by tertiles of social support group attendance in 440 patients (21% females) with coronary artery disease. All patients participated in the Multicenter Lifestyle Demonstration Project (MLDP; eight hospital sites in the USA), an insurance-covered multi-component cardiac prevention program including dietary changes, stress management, exercise and group support for 1 year. Significant improvements in coronary risk factors, health behaviours, and HRQOL were noted at 1 year. Several of these improvements (i.e. systolic blood pressure, health behaviours, HRQOL) were related to social support group attendance, favoring those who attended more sessions. The associations between support group attendance to systolic blood pressure and to four HRQOL subscales (bodily pain, social functioning, mental health, and the mental health summary score) remained significant when controlling for changes in health behaviours, but dropped to a non-significant level for the HRQOL subscales 'physical functioning', 'general health' and 'role-emotional'. These results suggest an independent relationship of social support group attendance to systolic blood pressure while improvements in quality of life may be in part due to improved health behaviours facilitated by increased social support group attendance. 相似文献
92.
Eine ursprünglich aus Freundschaft und kultureller N?he begonnene Zusammenarbeit endete in einer j?hen Eskalation mit lebensgef?hrlichen
Verletzungen. Drei unmittelbar als Opfer und T?ter in die Tat verwickelte Beteiligte zeigten - neben ihrer Zugeh?rigkeit zur
gleichen Volksgruppe - auch ?hnlichkeiten in ihren Biografien. Famili?rer Zusammenhalt und ein damit einhergehender enger
Familienbund sowie typische Repressalien w?hrend des Aufwachsens werden in der Anamnese dieses spannenden Falles berücksichtig.
Wie die Gutachten erstellt und das Gericht entschieden hat, lesen Sie hier. 相似文献
93.
A list of role names for future use in research on gender stereotyping was created and evaluated. In two studies, 126 role names were rated with reference to their gender stereotypicality by English-, French-, and German-speaking students of universities in Switzerland (French and German) and in the U.K. (English). Role names were either presented in specific feminine and masculine forms (Study 1) or in the masculine form (generic masculine) only (Study 2). The rankings of the stereotypicality ratings were highly reliable across languages and questionnaire versions, but the overall mean of the ratings was less strongly male if participants were also presented with the female versions of the role names and if the latter were presented on the left side of the questionnaires. 相似文献
94.
Ute‐Christine Klehe Neil Anderson 《International Journal of Selection & Assessment》2007,15(2):250-262
The current paper combines research from personality, cultural, social, and work‐ and organizational psychology. More precisely, it addresses the motivating effects of situations that either foster or inhibit social loafing under typical vs maximum performance conditions. It further tests how these effects are moderated by the three individual difference variables of conscientiousness, agreeableness, and openness to experience, and the two cultural dimension variables of collectivism and power distance. Results reveal positive main effects for inherently motivating situations, maximum performance conditions, conscientiousness, agreeableness and collectivism, as well as a significant interaction between the degree to which the situation invites social loafing and the typical vs maximum performance condition. These findings thus confirm a possible overlap between the theories of social loafing and of typical vs maximum performance. Finally, power distance showed a number of surprising interactions that may, in part, account for cultural differences found in the social loafing literature. Implications for theory building, empirical research and practice are discussed. 相似文献
95.
Analogical problem solving is mostly described as transfer of a source solution to a target problem based on the structural
correspondences (mapping) between source and target. Derivational analogy (Carbonell, Machine learning: an artificial intelligence
approach Los Altos. Morgan Kaufmann, 1986) proposes an alternative view: a target problem is solved by replaying a remembered problem-solving episode. Thus, the experience
with the source problem is used to guide the search for the target solution by applying the same solution technique rather
than by transferring the complete solution. We report an empirical study using the path finding problems presented in Novick
and Hmelo (J Exp Psychol Learn Mem Cogn 20:1296–1321, 1994) as material. We show that both transformational and derivational analogy are problem-solving strategies realized by human
problem solvers. Which strategy is evoked in a given problem-solving context depends on the constraints guiding object-to-object
mapping between source and target problem. Specifically, if constraints facilitating mapping are available, subjects are more
likely to employ a transformational strategy, otherwise they are more likely to use a derivational strategy. 相似文献
96.
Ute R. Hülsheger Günter W. Maier Thorsten Stumpp 《International Journal of Selection & Assessment》2007,15(1):3-18
A meta‐analysis into the operational validity of general mental ability (GMA) measures in Germany is presented. The meta‐analysis addresses the question whether findings of US and European meta‐analyses are generalizable to Germany given the differences in the education systems of these countries. The high level of differentiation in the German educational system is expected to enhance the homogeneity of applicant pools resulting in a low level of variability in predictor scores which reduces the observed GMA–performance relationships. Our analysis is based on 54 independent German articles and unpublished reports. Results indicated an operational validity of ρ=.467 for training success (k=90; N=11,969) and ρ=.534 for job performance (k=9; N=746). Moderator analyses showed that job complexity and the year of publication are relevant moderator variables, with lower job complexity levels and older studies being associated with higher operational validities. Findings suggest that overall German operational validities are comparable with findings in the United States or other European countries. However, for training success operational GMA validities are slightly lower in Germany compared with US or European meta‐analyses. 相似文献
97.
98.
Neil Anderson Jesús F. Salgado Ute R. Hülsheger 《International Journal of Selection & Assessment》2010,18(3):291-304
This paper reports a comprehensive quantitative summary into applicant reactions to popular methods of employee selection. A detailed search of published and unpublished studies resulted in a final sample (k) of 38 independent samples covering 10 popular candidate assessment methods. Applicant reactions primary studies included samples from 17 countries internationally. Counter to previous suggestions for the situational specificity of applicant reactions, findings showed considerable similarity supporting the reaction generalizability hypothesis. Reaction favorability was structurally similar across countries and revealed a three‐tier clustering of overall favorability perceptions –most preferred (work samples, interviews), favorably evaluated (resumes, cognitive tests, references, biodata, personality inventories), and least preferred (honesty tests, personal contacts, graphology). Some differences in applicant reactions to dimension‐specific perceptions were found, however. Further analyses revealed strong positive correlations between favorability ratings and their validity and international usage. Implications for future research and ramifications for practice are considered in conclusion. 相似文献
99.
Cornelius J. König Ute‐Christine Klehe Matthias Berchtold Martin Kleinmann 《International Journal of Selection & Assessment》2010,18(1):17-27
The scientist–practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, we predicted that six variables should determine the use of selection procedures: the procedures' diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self‐promotion, their predictive validity, and the costs involved. To test these predictions, 506 HR professionals from the German‐speaking part of Switzerland filled out an online survey on the selection procedures used in their organizations. Respondents also evaluated five procedures (semi‐structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic regression was used to analyze the data. The results revealed that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizational self‐promotion, and perceived legality. 相似文献
100.
How can mindfulness be promoted? Workload and recovery experiences as antecedents of daily fluctuations in mindfulness 下载免费PDF全文
Ute R. Hülsheger Alicia Walkowiak Marie S. Thommes 《Journal of Occupational & Organizational Psychology》2018,91(2):261-284
While previous work on mindfulness has focused predominantly on the benefits of mindfulness and of mindfulness interventions, the present article addresses the question of how natural experiences of mindfulness can be promoted in the context of work. Accordingly, this article sheds light on day‐to‐day fluctuations in workload and recovery experiences (psychological detachment and sleep quality) as antecedents of state mindfulness. Furthermore, this study extends extant research that has documented beneficial effects of mindfulness on subsequent recovery experiences by arguing that the relationship between mindfulness and recovery experiences is reciprocal rather than unidirectional. Using an experience‐sampling design across five workdays and involving three daily measurement occasions, we found that sleep quality and workload were related to subsequent levels of mindfulness. While not displaying a significant direct relationship with mindfulness, psychological detachment was indirectly related to mindfulness via sleep quality. Fatigue was identified as an important mechanism explaining these relationships. Furthermore, findings confirmed that the relationship between mindfulness and recovery experiences is reciprocal rather than unidirectional. Taken together, this study contributes to an enriched understanding of the role of mindfulness in organizations by shedding light on factors that precede the experience of mindfulness and by pointing to the existence of gain spirals associated with recovery experiences and mindfulness.
Practitioner points
- Organizations seeking to promote mindfulness among their workforce should try to keep workload to a manageable degree.
- Organizations may also pay attention to care for employees' day‐to‐day recovery as it has been shown to facilitate mindfulness.