黑暗人格特质与知识共享敌意的关系：员工关系和人际信任的链式中介作用

为了考察黑暗人格、员工关系、人际信任与知识共享敌意之间的关系,研究基于“特质-心理状态-行为”模型,采用问卷对307名企业员工进行调查研究。结果表明：（1）黑暗人格能显著负向预测情感性关系,显著正向预测工具性关系和知识共享敌意;（2）情感性关系显著正向预测人际信任,人际信任显著负向预测知识共享敌意;工具性关系显著正向预测知识共享敌意;（3）情感性关系和人际信任在黑暗人格与知识共享敌意之间起链式中介作用;工具性关系在黑暗人格与知识共享敌意之间起中介作用。     

The usefulness of the averaging rule in consumer studies: A partial replication with an eye at neuroeconomics

IntroductionInformation Integration Theory models how different pieces of information are combined by people into unified judgments. Its contribution to decision-making and to consumer studies distinctly relies on a set of empirically established algebraic models for reflecting the cognitive structure of judgments and decisions (cognitive algebra). Among these, the averaging model has particular properties, allowing for operationally distinguishing between the elusive notions of psychological value and importance.ObjectivesThe main goal of the paper is to support the applicability and robustness of the averaging model in consumer studies, by partially replicating a published study that documented averaging. Additionally, it tentatively explores potential contributions of the averaging model to neuroeconomics, by simultaneously recording ratings and electroencephalographic (EEG) responses.MethodsTwenty-five participants rated on a satisfaction scale (format 0-20) a set of experimental conditions arising from the full factorial combination of three levels of sneakers’ branded models and three levels of purchase prices, expanded with conditions in which brands were presented in isolation (sub-design). Simultaneous electrophysiological monitoring was performed with an EEG mask (international system 10-20, referenced to the mastoid apophyses). Segmentation and processing of evoked response potentials were done in Matlab. Both ratings and magnitudes of event-related potentials (ERP) components were analyzed through inspection of the factorial plots with the support of repeated-measures ANOVAs.ResultsThe rating responses revealed an averaging model, with equal weighting in a cluster of subjects and differential weighting in another, but more overall importance of the branded model variable in both cases. The only tentative suggestions of relevant neural correlates involved the LPP and P300 components of the ERP and a reduced number of EEG channels (P4, P3, Fz and T3).ConclusionsThe averaging model is robustly applicable and useful in consumer studies, both for measurement (value and importance) and consumer segmentation (cognitively based clusterization) purposes. While calling attention to the later components of the ERP at specific topographies, the paucity of EEG results suggests that ERP peak amplitude may not be a useful measure for the purpose. Apart from that, a functional measurement approach to neuroeconomics seems feasible in principle and an explorable path in the future.     

学校心理健康教育中的参与式教师培训初探

本研究通过参与式培训手段,提高了昆明市东华一小全体教师关心学生心理健康的意识和能力,并探讨参与式培训的可行性和有效性.多维评估结果表明本次培训取得了良好的效果,其原因在于:1.通过需求评估确定内容,增加了培训内容的针对性.2.参与式教学手段的引入,激发了学员的参与热情,提升了培训效果.3.全员培训从“面”上增进了教师积极的日常教学行为,减少了消极的日常教学行为.     

我国甲型H1N1流感防控策略的评析及选择

我国目前正处于甲型H1N1流感防控策略重要调整期,在系统梳理和总结我国自甲型H1N1发生以来防控策略基础上,通过对甲型H1N1流感防控引出的哲学命题、防疫体系和国际合作的思考,提出进一步完善我国甲型H1N1防控策略选择的意见和建议。     

Les pratiques d’evaluation utilisees dans les structures de conseil en recrutement : quelques determinants

Referring to the work of Bruchon-Schweitzer & Ferrieux (1991) and Balicco (1999), the present study describes the recruitment practices of different types of organizations (N=327, 134 consulting companies and 193 temporary placement firms). We hypothesised that job position and recruiter characteristics (sex, age, level and type of education, status, and recruitment experience) would influence the use of selection techniques. Results revealed that choice of selection techniques is not based on a scientific evaluation of applicants. Job position seems to strongly determine use of personality assessment techniques. Further, recruiter characteristics only seem to determine choice of less valid techniques. In the discussion, a theoretical model of choices made by recruiters and some courses of action are proposed.     

消费者触摸渴望的形成机制解析——基于认知体验视角

对消费者触摸渴望形成机制的探讨, 有利于线上和线下企业制定如何补偿和满足消费者触摸渴望的营销战略。迄今, 关于消费者触摸渴望形成机制的探讨主要从信息加工视角、动机视角、决策视角以及先天观视角着手。但这些视角均不能解释为何同一消费者在不同认知体验下在触摸行为反应上的差异。本文提出个人控制受威胁感这一认知体验是消费者触摸渴望形成的前因变量。具体而言, 本文发现, 个人控制受威胁感这一负性认知体验会导致消费者触摸渴望的增加, 内在机制是为了满足对环境的控制需求(实验1, 2)。本文进一步发现, 当强化消费者的自我价值后, 他们对环境的控制需求下降了, 因此消费者的触摸渴望将不再受个人控制受威胁感的影响(实验3)。最后, 本文还发现, 强化自我价值对个人控制受威胁感与消费者触摸渴望间关系的调节作用仅在高自尊者(vs.低自尊者)身上出现(实验4)。论文结尾讨论了本文所关注的个人控制受威胁感这一认知体验视角对已有触觉研究、已有个人控制感研究等的理论贡献。     

Clients’ perceptions of personal psychotherapy or counselling for therapists

The purpose of this study was to examine clients’ opinions of therapists’ personal use of psychotherapy or counselling. Participants in this study, a nationwide sample of clients recruited through Amazon’s MTurk system, were asked to complete an online survey assessing their attitudes towards treatment use by therapists as well as their general attitudes towards psychological help-seeking and perceptions of stigma (social and self) with psychological treatments. In this study, we found that clients generally had positive views about therapists’ personal use of psychotherapy or counselling. Although overall positive attitudes were found, the results from repeated measures ANOVAs indicated that attitudes depended somewhat on whether the therapist had sought out treatment as part of a training requirement for self-enrichment, or for the treatment of a psychological problem. In addition, participating clients were less supportive of therapists disclosing a treatment use history with their clients. Regression analyses also indicated that attitudes towards treatment use by therapists were significantly predicted by general help-seeking attitudes and perceptions of stigma (social and self), but attitudes towards disclosure were not. The findings from this study have important implications regarding therapist treatment use and disclosure in practice.     

领导-团队投入匹配对团队绩效的影响：团队满意度氛围的作用

基于领导-团队匹配的视角,研究以133名领导和645名成员的团队配对数据,采用二次多项式回归与响应面分析对领导工作投入与团队投入氛围的一致性匹配和不一致性匹配,以及团队满意度氛围如何影响团队绩效进行了探讨。结果发现：领导工作投入与团队投入氛围一致与不一致相比,团队绩效较好;并且一致性匹配具有加强效应,即当领导工作投入与团队投入氛围一致时,团队绩效随着双方投入的增加而提高;同时,团队满意度氛围在领导-团队投入的一致性匹配与团队绩效的线性关系中起到部分中介作用。