The effect of emotional clarity and attention to emotion on job satisfaction: A mediating role of emotion regulation among Chinese medical staff

The present study examined the relationships among attention to emotion, emotional clarity, emotion regulation, and job satisfaction, and tested whether the plausible associations between emotional processes (e.g., attention to emotion, emotional clarity) and job satisfaction can be mediated by emotion regulation in a sample of Chinese medical staff. In total, 1,766 medical staff in Guangdong province completed questionnaires including the demographics, the Minnesota Satisfaction Questionnaire, Emotional Clarity, Attention to Emotion, and the Emotion Regulation Questionnaire. Results showed significant direct effect of emotional clarity, but not attention to emotion on job satisfaction. Cognitive reappraisal significantly mediated the associations between emotional processes (e.g., attention to emotion, emotional clarity) and job satisfaction whereas expressive suppression was not a statistically significant mediator. These results suggest that attention to emotion and emotional clarity contribute to job satisfaction by increasing certain emotion regulation strategies such as reappraisal. Intervention or medical education programs targeting enhancing emotional clarity and reappraisal may be beneficial for increasing job satisfaction of medical staff in China.     

Neural correlates of facial emotion processing in infancy

In the present study we examined the neural correlates of facial emotion processing in the first year of life using ERP measures and cortical source analysis. EEG data were collected cross‐sectionally from 5‐ (N = 49), 7‐ (N = 50), and 12‐month‐old (N = 51) infants while they were viewing images of angry, fearful, and happy faces. The N290 component was found to be larger in amplitude in response to fearful and happy than angry faces in all posterior clusters and showed largest response to fear than the other two emotions only over the right occipital area. The P400 and Nc components were found to be larger in amplitude in response to angry than happy and fearful faces over central and frontal scalp. Cortical source analysis of the N290 component revealed greater cortical activation in the right fusiform face area in response to fearful faces. This effect started to emerge at 5 months and became well established at 7 months, but it disappeared at 12 months. The P400 and Nc components were primarily localized to the PCC/Precuneus where heightened responses to angry faces were observed. The current results suggest the detection of a fearful face in infants’ brain can happen shortly (~200–290 ms) after the stimulus onset, and this process may rely on the face network and develop substantially between 5 to 7 months of age. The current findings also suggest the differential processing of angry faces occurred later in the P400/Nc time window, which recruits the PCC/Precuneus and is associated with the allocation of infants’ attention.     

The reducing effect of positive imagined intergroup contact on intergroup attributional bias

Currently, the Han and Uygur ethnicities in Xinjiang, China are generally in a peaceful state; however, there are also disagreements and conflicts. Through three studies, this article explores intergroup attributional bias (in‐group favoring and out‐group derogating pattern of attribution) between the Hans and Uygurs in Xinjiang, China, and the reducing effect of positive imagined intergroup contact on intergroup attributional bias. Using high school students from Han and Uygur as participants, Study 1 investigated participants’ attributional patterns for in‐group and out‐group members presenting desirable or undesirable behaviors in daily situations. The results revealed that both Hans and Uygurs demonstrate an in‐group favoring pattern of attribution, but not an out‐group derogating pattern. Study 2 added a brief positive imagined intergroup contact (experimental group) or a brief positive imagination of an outdoor scene (control group) before participants completed the same questionnaire as in Study 1 and found a weaker intergroup attributional bias in the experimental group. In Study 3, Han students who had a positive imagined contact with a Uygur demonstrated a closer distance and reported more positive attitudes toward Uygurs than Han students who had imagined contact with a nonspecific stranger. Studies 2 and 3 together indicated a reducing effect of imagined contact on intergroup attributional bias through improvement of intergroup attitudes. The conclusion of this research is particularly meaningful for the Hans and Uygurs, as it implies that properly implemented positive imagined intergroup contacts might be a useful remedy for reducing potential conflicts.     

Collective efficacy versus self-efficacy in coping responses to stressors and control: a cross-cultural study

This study examined how cultural differences and efficacy perceptions influence the role of job control in coping with job demands. Perceiving higher control mitigated the effects of demands on psychological health symptoms and turnover intentions only among American bank tellers reporting high job self-efficacy. Among American tellers reporting low job self-efficacy, perceived control exacerbated the effects of demands. However, in a matched Hong Kong sample, collective efficacy interacted in the same way with control and demands as job self-efficacy had in the American sample. These differences appear to be explained by the individual attributes of idiocentrism and allocentrism that are linked to the societal norms of individualism and collectivism, respectively.     

Linking calling to work engagement and subjective career success: The perspective of career construction theory

Drawing on career construction theory, this study examined the relationship between calling and work engagement and subjective career success (i.e., career satisfaction) and the mediating role of career adaptability with a sample of 832 Chinese employees. Results from a time-lagged survey study showed that: (1) calling (measured at time 1) positively related to an employee's career adaptability, work engagement, and career satisfaction (measured at time 2), and (2) career adaptability mediated the relationship between calling and work engagement and career satisfaction. Based on the findings, theoretical and practical implications of this study and directions for future research are discussed.     

对孔孟"死"伦理的考察

孔孟有自己的生死观.他们将人的生死与"命"、(生死)祸福与"德"联系起来确立了"乐天知命"、"修身以俟之"的生死态度.以"德"取福的延伸就是生死以"义"的生死价值观.这种生死价值观最终决定于生死的目的.孔孟认为,人的目的在于"仁",修德行义都来源于对"仁"的追求.     

心理测量本身及其在应用中的问题

从三个维度对心理测量进行了探讨：由理论基础上的缺陷所导致的局限性、在应用中所带来的问题以及由于运用统计相关分析所带来的弊端。最后对克服这些局限性的其它方法做简单介绍。     

以计算机为媒介的沟通对人际交流关系的影响

本研究采用实验室实验的方法,以被试自我报告和文本内容分析两种不同的因变量测量手段.探讨了计算机媒介对人际交流关系的影响.结果发现:随匿名水平的增加,自我报告显示被试感到讨论搭档更具社会吸引性,讨论文本的内容分析则显示被试使用的语言更多指向任务,更少指向关系.     

Religious Perfectionism Scale Among Believers of Multiple Faiths in China: Development and Psychometric Analysis

In China, many people are converting to various world religions. Nonetheless, religious adherence for them, as with many people, can still function as a double-edged sword with regards to mental health. In particular, religious perfection can become either a healthy commitment or a rigid outlook that leads to distress. Thus, we developed the Religious Perfectionism Scale (RPS) from Chinese religious believers. In the first phase (N = 171), we collected qualitative data through an open-question survey from different religious groups (i.e., Buddhism, Protestantism, and Islam). Then, we developed an item pool based on themes that emerged from these qualitative data. In the second phase, participants (N = 1055) were randomly split into two subsamples. Exploratory factor analyses were performed on the first subsample (N = 519) to select the scale items. The nine-item RPS subsequently includes two dimensions—Zealous Religious Dedication and Religious Self-Criticism. Confirmatory factor analyses (CFA) were performed on the second subsample (N = 536) to cross-validate the factor structure. Results indicate that the internal consistency reliability for the RPS subscale scores was all adequate. Furthermore, the construct validity of the RPS was supported through its correlations with measures of perfectionism perceived to have come from God (or a higher power), psychological indicators, and a personality variable (i.e., discipline) in expected directions. Results of the psychometric evaluations of this newly developed scale suggest that the RPS is a promising measure in that it can facilitate future research that leads to a more comprehensive understanding of the impact of religious perfectionism on psychological well-being.