1—5岁儿童使用双宾结构状况的考察

本文对1—5岁汉族儿童使用双宾结构的状况进行了考察。首先对儿童语言中双宾结构的结构类型、句法功能及其发展状况进行了描述分析;在此基础上,讨论了儿童习得汉语双宾结构的机制。     

护士职业的人格特质研究

采用Ｙ－Ｇ性格测验问卷,对临床护士和在读护生共３９０人,进行了心理测评,展开了护士职业的人格特质研究。研究结果表明：优秀护士群体的性格类型和某些人格特质显著地优于一般护士群体;优秀护士与一般护士间所显现出显著差异的人格特质,对于护士角色人格的构成具有决定性影响;Ｙ－Ｇ性格测验的Ａ型性格类型评定对于护士职业的心理选拔显现特异性趋势;整个测评研究结果,基本支持＂护士个体人格特质与角色人格特质的匹配模式＂等理论假设．     

激励理论及其综合模型的新发展

激励是组织行为学的一个重要研究领域。本文概述了传统的激励理论、满意感理论在近年的研究新成果和新动向,并对激励理论的三大综合模型(聚合模型、新范式模型和混合模型)作了分析。最后提出了未来激励研究的四个方向。     

汉语阅读困难儿童认知特征研究

为了解汉语阅读困难者的认知特征,本研究从９６７名５年级１１－１３岁学生中抽取了１１８名被试,将他们分成困难组（包括截点组和低成就组）和对照组,并将其在词语理解等８个认知变量上进行了比较。结果表明,图形记忆与加工能力及对词语和一般信息理解能力的缺损是汉语阅读困难者主要的认知特征。研究还表明,一般信息理解能力发展水平是区分一般阅读落后和特殊阅读落后的一个指标。     

An investigation of the validity of the SPSI and SPSI-R in differentiating high-suicidal from depressed,low-suicidal college students

The present study examined the validity of the Social Problem-Solving Inventory (SPSI) and SPSI—Revised in differentiating 65 high-suicidal from 63 depressed, low-suicidal college students. Results from multivariate analyses indicated overall differences in problem-solving between these two groups as measured by the SPSI but not by the SPSI-R. Further examination of these differences revealed the high-suicidal group was different in problem-solving orientation, rather than problem-solving skills, compared to the depressed, low-suicidal group. However, when depression was statistically controlled in hierarchical regression analyses, none of the problem-solving measures predicted group membership. The superiority of the SPSI to the SPSI-R in differentiating these two groups appears to be accounted for by the elimination of 28 items in the revised version, many of which measure orientation to problem-solving. Also explored was the possibility that objective measures of problem-solving provide a better prediction of adjustment than do self-report measures.     

父母心理控制与小学生的欺负行为:敌意归因和冷酷无情的作用检验

采用班级整群抽样法选取1847名3~6年级小学生（男生987名;平均年龄10.73±1.16岁）及其家长为被试,采用问卷法考察父母心理控制与小学生欺负行为的关系,同时探讨敌意归因和冷酷无情的中介作用。结果发现：（1）父母心理控制显著正向预测小学生的欺负行为;（2）冷酷无情在父母心理控制与小学生欺负行为间的关系中存在中介作用,敌意归因不发挥中介作用;（3）父母心理控制对小学生欺负行为影响的中介机制不存在显著的性别差异和学段差异。本研究结果表明,冷酷无情是父母心理控制影响小学生欺负行为的重要机制,但敌意归因不是。研究者和实践者应注重对欺负者情感加工能力的关注和干预。     

受欺负与青少年外化问题关系的“健康环境悖论”：敌意性归因的中介作用

“健康环境悖论”是指在总体受欺负水平较低的环境中, 受欺负的个体会表现出更多适应问题。本研究以来自47个班级的1764名5年级到8年级学生为被试(男生956人, 平均年龄14.46岁), 考察了班级平均受欺负水平在个体受欺负经历与外化问题间的调节作用及敌意性归因的中介作用。结果发现：(1)受欺负与外化问题的关系存在“健康环境悖论”现象, 即班级平均受欺负水平能调节个体受欺负经历与外化问题的关系, 在班级平均受欺负水平较低的班级中受欺负经历与外化问题的关联更强; (2)班级平均受欺负水平对受欺负与外化问题的调节作用通过敌意性归因的中介作用实现。本研究证实了受欺负与外化问题的健康环境悖论现象, 并首次揭示了敌意性归因的中介作用机制。     

Achieving Effective Remote Working During the COVID-19 Pandemic: A Work Design Perspective

Existing knowledge on remote working can be questioned in an extraordinary pandemic context. We conducted a mixed-methods investigation to explore the challenges experienced by remote workers at this time, as well as what virtual work characteristics and individual differences affect these challenges. In Study 1, from semi-structured interviews with Chinese employees working from home in the early days of the pandemic, we identified four key remote work challenges (work-home interference, ineffective communication, procrastination, and loneliness), as well as four virtual work characteristics that affected the experience of these challenges (social support, job autonomy, monitoring, and workload) and one key individual difference factor (workers’ self-discipline). In Study 2, using survey data from 522 employees working at home during the pandemic, we found that virtual work characteristics linked to worker's performance and well-being via the experienced challenges. Specifically, social support was positively correlated with lower levels of all remote working challenges; job autonomy negatively related to loneliness; workload and monitoring both linked to higher work-home interference; and workload additionally linked to lower procrastination. Self-discipline was a significant moderator of several of these relationships. We discuss the implications of our research for the pandemic and beyond.     

工作狂领导对团队绩效的双刃剑作用机制

随着行业竞争压力的加剧, 工作狂领导在职场中愈发普遍。然而对于工作狂领导在组织中的有效性, 无论是在实践界还是在学术界都尚存争议。鉴于此, 本研究基于社会信息加工理论, 分析工作狂领导对团队绩效的双刃剑作用机制。通过对某物业管理服务公司进行多时点、多来源的问卷调查, 研究结果表明：一方面, 工作狂领导会提升团队工作卷入, 促进团队绩效; 另一方面, 工作狂领导也会引发团队消极情绪, 损害团队绩效表现; 团队工作重要性能有效缓解工作狂领导对团队绩效的消极作用, 同时促进其积极作用。以上研究发现有助于辨证理解工作狂领导有效性, 为组织培育管理人才提供有益借鉴。     

班级环境如何影响受欺负者的适应？健康环境悖论及其发生机制

“健康环境悖论”是指在受欺负水平相对较低的环境中,受欺负个体有更多的适应问题。通过梳理相关实证研究,本文从人际与认知两大方面分析健康环境悖论的发生机制。人际机制强调健康环境会影响同伴群体对于受欺负者的态度和受欺负者的友谊,这些不良的人际关系进一步加剧受欺负者的适应困难。认知机制认为健康环境会通过向上的社会比较和消极归因方式,影响受欺负者的适应问题。最后,我们讨论了中国文化背景下“健康环境悖论”的适用性问题、未来研究的发展方向和对于干预实践的建议。