Évaluation de l’orthographe des élèves dysphasiques en situation de narration communicative : variations selon le type d’orthographe,lexicale versus morphologique

IntroductionThe overall goal of the study was to draw, in French language, a complete picture of spelling abilities in young students with SLI, enrolling in ordinary classes.ObjectiveThe main aim was to show how the developmental trajectories of lexical spelling and the morphological spelling are different when a large age span is observed (7 to 18 years old).MethodsThe spelling abilities were evaluated through a narrative communicative. Two groups of students with SLI (7–11 years and 12–18 years) were compared with two groups of typical students matched on chronological age.ResultsThe lexical spelling was acquired before the morphological spelling for SLI and typical participants. At 12–18 of age, the SLI participants did not produce more lexical errors than the typical group. For the lexical spelling, at 7–11 years, the SLI participants had a specific difficulty with the segmentation of the words: they produced words that do not exist in the language and which by definition have no morphological markers.ConclusionThe SLI participants need more time to learn than the typical participants. At 7–11 years, before learning of morphology, they must be able to control segmentation the segmentation of words. The low number of morphological errors in the school SLI group of 7–11 years is not necessarily a sign of difficulty. The increase in the number of errors at 12–18 years is the sign that this problem has been exceeded and that the learning of the written morphological markers can really begin.     

Effets des pratiques organisationnelles vertueuses sur les comportements citoyens et l’intention de rester dans l’entreprise : le rôle médiateur de l’adéquation personne-organisation

The aims of this study were to explore the effects of virtuous organizational practices on employees’ citizenship behaviors towards the organization and employees’ intention to remain, and to test the mediating role of the person-organization fit in these relationships. A total of 290 employees from different sectors responded to the study. The results revealed that these practices had positive effects on citizenship behavior and intention to stay in the organization and that person-organization fit mediated these relationships partially and completely respectively. The results of this study, devoted to the innovative construct of virtuous organizational practices and its relationship to work attitudes and behaviors, suggest different avenues for research and action, which are discussed.     

Children’s effortful control and academic achievement: do relational peer victimization and classroom participation operate as mediators?

Given that early academic achievement is related to numerous developmental outcomes, understanding processes that promote early success in school is important. This study was designed to clarify how students’ (N = 291; M age in fall of kindergarten = 5.66 years, SD = 0.39 year) effortful control, relational peer victimization, and classroom participation relate to achievement, as students progress from kindergarten to first grade. Effortful control and achievement were assessed in kindergarten, classroom participation and relational peer victimization were assessed in the fall of first grade, and achievement was reassessed in the spring of first grade. Classroom participation, but not relational peer victimization, mediated relations between effortful control and first grade standardized and teacher-rated achievement, controlling for kindergarten achievement. Findings suggest that aspects of classroom participation, such as the ability to work independently, may be useful targets of intervention for enhancing academic achievement in young children.     

Responsabilidad social universitaria: influencia de valores y empatía en la autoatribución de comportamientos socialmente responsables

Training socially responsible professionals at university level has become a UNESCO-recognized mission. This paper reviews the study of Academic Social Responsibility from the Psychology standpoint, and develops a novel analysis approach for assessing the impact of higher education in acquiring social responsibility behaviors, based on a MIMIC analysis. Three scales were administered, based on an accidental non-probabilistic sampling and a transversal survey research: human values, multidimensional empathy and self-attribution of socially responsible behaviors. The sample included 860 students from Ibero-American Universities. The results show that university students display a high frequency of socially responsible behaviors but not a more prosocial intentionality in these behaviors. As regards frequency scale of socially responsible behavior, influence is evident of value dimensions, such as conservation and openness to change with the subscales of empathy perspective taking and personal distress. Regarding the intentionality scale, the variables that contribute to the self-attribution of socially responsible behavior are value dimensions: conservation and self-transcendence, along with the subscales of empathy appertaining to fantasy. Conclusion This research provides information on the psychological variables that have implications for humans to be socially responsible, which will allow the University to respond to the impact of training qualified professionals with great respect to their duty in the society.     

The “impact factor style of thinking”: A new theoretical framework

Over the last few years, university policy in developed countries has placed too much emphasis on assessing publications on the basis of the impact factor. Any scientific material that has not been published in a journal indexed in the Journal Citation Reports is academically irrelevant. Hence, researchers strive hard to publish in such journals. Failure to achieve this means not having a successful career or receiving any academic recognition. A thorough analysis of the effects of this phenomenon on the researcher community leads to the conclusion that the overestimation of the impact factor is likely to cause disappointment among many researchers. Researchers only have two options: adopting a politically correct behavior, that is, following the “impact factor style of thinking”, or accepting the futility of their research regardless of its relevance. This is an example of the involvement of university policy habitus obsessed impact index. O policy impact index is accepted, or is doomed to academic ostracism, and exclusion from participation in all university policy.     

Dispositional Mindfulness,Posttraumatic Stress Disorder Symptoms and Academic Burnout in Chinese Adolescents Following a Tornado: The Role of Mediation through Regulatory Emotional Self-Efficacy

Limited research has been conducted on dispositional mindfulness, posttraumatic stress disorder (PTSD) symptoms and academic burnout in Chinese adolescents following a tornado. The present study investigated the ways in which dispositional mindfulness is related to PTSD symptoms and academic burnout in Chinese adolescents following a tornado by considering the role of regulatory emotional self-efficacy. A total of 431 Chinese adolescents (mean age: 14.75 years) who had experienced a severe tornado 9 months prior to this study were recruited for this study. The results indicated that our model fit the data well [χ²/df = 2.774, CFI = 0.952, TLI = 0.934, RMSEA (90% CI) = 0.064 (0.051–0.077)], and revealed that regulatory emotional self-efficacy partially mediates the relationships between dispositional mindfulness and PTSD symptoms and academic burnout, respectively. The clinical implications and limitations of our research, and recommendations for future research, are discussed in this paper.     

Investigating a process model for leader affective presence,interpersonal emotion regulation,and interpersonal behaviour in teams

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team members’ perceptions of leader interpersonal emotion regulation as a process that explains how leader affective presence is related to team member behaviour. In the model, teamness—the perception that interdependence and reflexivity are required in the team—is presented as a boundary condition to the effects of affective presence via emotion regulation. Results of a study conducted with 99 teams showed that team member ratings of leader positive affective presence were linked to their perceptions that leaders had used affect-improving emotion regulation which in turn was associated with greater team citizenship behaviour. Contrariwise, team member ratings of leader negative affective presence were associated with perceived use of affect-worsening emotion regulation by leaders which in turn was associated with lower levels of team citizenship, but only when teams were low in teamness. These findings contribute to understanding how leaders’ individual differences are related to teamwork through affective processes.     

The implications of perceived leader favouritism in the context of leader-member exchange relationships

Leader-member exchange (LMX) theory suggests that supervisors have relatively high-quality exchange relationships with some employees and relatively low-quality relationships with others. Prior investigations indicate that employees who have high-quality LMX relationships with their supervisors benefit in terms of more positive work attitudes and higher performance than those who do not. However, when employees feel like their supervisors are favouring some employees over others, it is likely to undermine the positive effects of LMX (even among employees who have high-quality exchanges with their supervisor). Using data from 305 employees and their coworkers, we found that the positive effects of LMX (regarding organizational citizenship behaviour, withdrawal behaviour, and relative deprivation regarding one’s career) were weakened by perceived leader favouritism. Implications and directions for future research are discussed.     

An Evaluation of the Word Triad Method for Monitoring Spelling Progress

Although spelling skill progress has typically been studied within the context of students' responses to written story starters (Deno, Marsten, & Mirkin, 1982; Fuchs & Fuchs, 2011; Hosp, Hosp, & Howell, 2007; Shinn & Shinn, 2002), there has been little research conducted within a curriculum-based measurement framework that has studied spelling progress monitoring on a weekly basis throughout an entire school year. The authors evaluated spelling progress using word triads, defined as a group of 3 words (with the same number of letters) that have a similar phonetic or morphological structure. Successful spelling of word triads as the unit of analysis has the potential to be more useful diagnostically to teachers than successful spelling of single words as the unit of analysis. An alternating series of three 15-word spelling tests were administered weekly to 10 third- and fourth-grade classrooms in the same school district throughout the school year for 8 rounds (1 round = 3 weeks of different but phonetically and/or morphologically similar word lists). Results indicate steady progress throughout the school year in the correct spelling of word triads (despite teacher reporting of no explicit spelling instruction in classrooms using in the words employed in the study). Correlations between the number of correctly spelled word triads with standard scores from a group-administered communication arts test were significant and comparable to alternate spelling test scoring methods. The authors conclude with limitations of the study and implications for practitioners.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.