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821.
The Self-Identity Inventory (SII) was developed using the Optimal Theory Applied to Identity Development (OTAID) model. A sample of 325 culturally diverse respondents completed the SII, the Tolerance Scale from the California Psychological Inventory, the Belief Systems Analysis Scale, and the Social Desirability and Infrequency Scales. Through confirmatory factor analysis, goodness-of-fit, and social desirability/item infrequency measures, SII items were analyzed, resulting in a 6-scale, 71-item inventory. Internal consistency for the scales ranged from .72 to .90. Test-retest reliability ranged from .72 to .92. Correlations with external construct validity measures supported predictions. Interscale correlations and other statistical tests primarily supported the OTAID model. Implications for therapy and future research are suggested. 相似文献
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824.
Paul H. P. Hanel;Hamdullah Tunç;Divija Bhasin;Lukas F. Litzellachner;Gregory R. Maio; 《Journal of personality》2024,92(4):1037-1049
We investigate for the first time in a 9-day diary study whether fulfilling one’s values predicts well-being or whether well-being predicts value fulfillment over time. 相似文献
825.
Dan P. McAdams;Ananya Mayukha; 《Journal of personality》2024,92(3):666-682
We aim to identify the major ideas and trends in the study of morality within personality psychology over the past 100 years. 相似文献
826.
Amy N. Yates Jacqueline G. Cavazos Géraldine Jeckeln Ying Hu Eilidh Noyes Carina A. Hahn Alice J. O'Toole P. Jonathon Phillips 《Applied cognitive psychology》2024,38(6):e70002
Forensic facial professionals have been shown in previous studies to identify people from frontal face images more accurately than untrained participants when given 30 s per face pair. We tested whether this superiority holds in more challenging conditions. Two groups of forensic facial professionals (examiners, reviewers) and untrained participants were tested in three lab-based tasks: other-race face identification, disguised face identification, and face memory. For other-race face identification, on same-race faces, examiners were superior to controls; on different-race identification, examiners and controls performed comparably. Examiners were superior to controls for impersonation disguise, but not consistently superior for evasion disguise. Examiners' performance on the Cambridge Face Memory Test (CFMT+) was marginally better than reviewers and controls. We conclude that under laboratory-style conditions, professional examiners' identification superiority does not generalize completely to other-race and disguised faces. Future work should administer other-race and disguise face identification tests that allow forensic professionals to follow methods and procedures they typically use in casework. 相似文献
827.
David Holman;Maximiliano Escaffi-Schwarz;Cristian A. Vasquez;Julien P. Irmer;Dieter Zapf; 《Journal of Occupational & Organizational Psychology》2024,97(1):47-73
Job crafting refers to the self-initiated work behaviours employees use to change their job characteristics. According to job design theory, these crafting-induced changes in job characteristics should impact employee outcomes. Job characteristics can therefore be proposed as a key mechanism through which job crafting affects employee outcomes and we present cross-sectional meta-analytic structural equation modelling of this key mechanism (K = 58 independent samples, N = 20,347 employees). Results show significant indirect effects between task resource crafting and employee outcomes (well-being and positive job attitudes) via task resources, and significant indirect effects between social job crafting and employee outcomes (well-being and positive job attitudes) via social resources. Results also indicated that challenge and hindrance demand crafting increase job strain via increases in job demand. Overall, our findings indicate that job characteristics are an important job crafting mechanism, that employees may have difficulty in crafting job demands in ways that produce beneficial outcomes, and that future research needs to consider simultaneously the range of mechanisms through which job crafting affects outcomes. 相似文献
828.
The current review summarizes the literature on competing stimulus assessments (CSAs). CSAs are pretreatment assessments designed to systematically identify stimuli that reduce problem behavior (PB), ostensibly through reinforcer competition or substitution. We report on the participant characteristics, outcomes, and predictive validity of published CSAs that included (a) no-stimulus control trial(s), (b) test trials during which each stimulus was available singly and noncontingently, and (c) measurement of PB and stimulus engagement or contact. Results showed that CSAs have broad utility across a variety of topographies and functions of PB. In the majority of CSA applications for which extended analyses, or validations, were performed, stimuli shown to reduce PB during the CSA produced similar reductions during extended analysis. This was the case regardless of topography or function of PB, or whether the stimuli were assumed to be “matched” to the stimulation thought to be produced by PB. Implications for future research are discussed. 相似文献
829.
How do people come up with humorous ideas? In creative cognition research, exposure to good examples sometimes causes fixation (people get “stuck” on the examples) but other times sparks inspiration (people's responses are more creative). The present research examined the effects of funny and unfunny examples on joke production. A sample of 175 adults read scenarios that they completed with funny responses. All participants were instructed to be funny, but before responding they read (a) funny responses as examples of good responses to emulate, (b) unfunny responses as examples of poor responses to avoid, or (c) no examples. The participants’ own responses were rated for funniness and for similarity to the example responses, and response times were recorded. Reading either funny or unfunny examples, compared to no examples, caused people to come up with funnier jokes. Similarity to the examples was low in all conditions, so fixation was relatively modest, but people who saw unfunny examples spent more time coming up with their responses. Taken together, the findings support the growing literature showing that examples are often inspiring rather than constraining, and they imply that good and bad examples spark creative thought via different paths. 相似文献
830.
Paul T. P. Wong 《The Journal of psychology》2020,154(8):619-631
AbstractThis paper addresses the important issues of making it as an Asian psychologist in an overwhelmingly white academic field. Based on my professional and personal struggle to achieve success as a psychologist in both academia and clinical practice, I want to (a) expose the naked truth of being an Asian psychologist within a white academic field with regard to racial trauma, careerism, and expediency; (b) chart a course of maintaining personal and ethnic authenticity in truth-seeking in spite of all the visible and invisible obstacles in a foreign country; and (c) propose ways to fully recognize indigenous psychology and integrate Asian minorities in mainstream psychology. 相似文献