大学生网络成瘾：背景性渴求与同伴网络过度使用行为及态度的交互作用

基于整体-交互作用模型,选取北京市某高校所有大一学生2511名为被试开展问卷调查,考察了大学生网络使用背景性渴求的特点及其与网络成瘾之间的关系,并就网络使用背景性渴求与同伴网络过度使用行为与态度对网络成瘾的交互作用进行了检验。结果发现:(1)与非网络成瘾大学生相比,网络成瘾大学生的网络使用背景性渴求更高,所感知到的同伴网络过度使用行为更多,同伴对网络过度使用的态度更积极;(2)网络使用背景性渴求各维度、感知到的同伴网络过度使用行为可正向预测大学生的网络成瘾;(3)背景性渴求中的积极结果预期与同伴对网络过度使用的态度对网络成瘾存在显著的交互效应:在低积极结果预期条件下,同伴对网络过度使用的态度可以负向预测网络成瘾程度,而在高积极结果预期条件下,同伴态度对网络成瘾的预测作用不显著。结论:外因在内因比较微弱的条件下发挥更为明显的作用。     

Genetics Education for Health Professionals: Strategies and Outcomes from a National Initiative in the United Kingdom

The National Health Service (NHS) National Genetics Education and Development Centre was established by the Department of Health in 2004 to help drive and co-ordinate genetics education for health professionals working outside specialist genetic services. This paper reviews the experiences and lessons learned to date. At the outset, it was clear that understanding the learning ethos, preferred delivery methods and attitudes towards genetics of different NHS healthcare groups was vital. We collected evidence by undertaking needs assessments with educators, practitioners and patients. We have determined the genetics knowledge, skills and attitudes which they said were needed and translated these into learning outcomes and workforce competences in a continuum of education. Beginning with core concepts introduced (and examined) pre-registration, the continuum continues with development of concepts post-registration as appropriate for role, leading to practical application and assessment of competences in the workplace. These are supported by a portfolio of resources which draw heavily on patient based scenarios to demonstrate to staff that genetics is relevant to their work, and to convince educators and policy makers that genetic education is likely to result in real clinical benefit. A long term educational policy, inclusive of learners, educationalists and their institutions must be evidence based, flexible and responsive to changes in workforce structure, provision of clinical services and conceptual and financial commitments to education. The engagement of national policy, regulatory and professional bodies is vital ().     

A model for explanation of personal attitudes toward traffic of candidate drivers attending drivers’ courses: Risky candidate driver’s attitude model

There exist a good many scientific studies into risk-taking and risky behavior displayed by reckless drivers; however, there are only a few studies into attitudes towards the traffic displayed by candidate drivers. The present study aims to investigate the dimensionality of candidate attitudes’ drivers. Data were collected from questionnaire completed by 258 candidate drivers, and were divided into two sets. The first data was used to explore the underlying factor structure and five latent factors were derived; Factor A Attitude towards drinking and driving; Factor P positive attitude toward traffic; Factor S speeding; Factor T traffic flow vs. rule obedience; and Factor R risky candidate driver’s attitude. The second data set was used to confirm this factorial structure using confirmatory factor analysis. The fit indices showed that the model fitted the data well.     

When credibility attacks: The reverse impact of source credibility on persuasion

Recent research on the self-validation hypothesis suggests that source credibility identified after message processing can influence the confidence people have in their own thoughts generated in response to persuasive messages (Briñol, Petty, & Tormala, 2004). The present research explored the implications of this effect for the possibility that high credibility sources can be associated with more or less persuasion than low credibility sources. In two experiments, it is demonstrated that when people generate primarily positive thoughts in response to a message (e.g., because the message contains strong arguments) and then learn of the source, high source credibility leads to more favorable attitudes than does low source credibility. When people have primarily negative thoughts in response to a message (e.g., because it contains weak arguments), however, this effect is reversed—that is, high source credibility leads to less favorable attitudes than does low source credibility.     

Testing for effects of racial attitudes and visual contrast on the speed of a driver’s response to a pedestrian

Although ethnic minorities are overrepresented in pedestrian-vehicle collisions, previous driving studies did not examine racial attitudes in such collisions. Our objective was to determine whether the speed of a driver’s response to a pedestrian was affected by the driver’s racial attitudes and the contrast between the pedestrian’s skin colour and background. Participants viewed simulated driving scenes of a pedestrian on a road and pressed a button as soon as they saw an obstacle. Visual information, but not racial attitudes, affected the time it took observers to respond to pedestrian and non-pedestrian stimuli in driving scenes. Results indicated that contrast affected response time even when the stimulus was subliminal. We believe this is the first demonstration of contrast effects with subliminal stimuli in a driving context. Results have implications for traffic safety and for methodology used to study racial attitudes.     

Mutual influence of implicit and explicit attitudes

Research and theory distinguish two types of attitude: automatic evaluative reactions and deliberate evaluative judgments, referred to as implicit and explicit attitudes, respectively. Although these attitudes are distinct, they may influence each other. Four studies tested whether implicit and explicit attitudes are both influenced by propositional and associative learning. We also tested whether changes in one kind of attitude mediate changes in the other. Study 1 found that propositional learning about novel individuals directly influenced explicit attitudes and indirectly influenced implicit attitudes through changes in explicit attitudes. Studies 2 and 3 replicated this finding and extended it by simultaneously demonstrating that associative learning through Evaluative Conditioning directly influences implicit attitudes and indirectly influences explicit attitudes through changes in implicit attitudes. Study 4 replicated these effects for attitudes toward familiar, rather than novel, targets. These results suggest that implicit and explicit attitudes can share common antecedents and influence each other.     

Global Aging: Challenges for Community Psychology

Older persons are among the major marginalized, disenfranchised citizens worldwide, yet this group has generally been ignored in the community psychology literature. In this paper, we trace the demographic trends in aging worldwide, and draw the field’s attention to the United Nations Program on Aging, which structures its policy recommendations in terms of concepts that are familiar to community psychologists. A central theme of the paper is that community psychology can have a role in producing the conceptual shifts needed to change societal attitudes now dominated by negative age stereotypes.     

Rational Emotive Behavior Therapy (REBT) in the New Millenium: A Cross-Cultural Approach

This paper reviews and discusses the results of five cross-cultural studies in Colombia, Costa Rica, El Salvador, Spain, and USA, using 2 (college students vs. their parents) × 2 (males vs. females) MANOVA match group designs with the Attitudes and Beliefs Inventory subscales as dependent variables, two multicultural studies investigating the relationship between some demographic variables (Pan American Health Organization's Index of Violence, and Acculturation) and people's Irrationality, and two multidisciplinary studies on the relationship between some medical conditions (skin diseases, and severity of symptoms during menopause) and Irrational Beliefs.     

Predicting employee attitudes to workplace diversity from personality,values, and cognitive ability

The current study assessed the predictive validity of broad and narrow measures of personality, values, and cognitive ability on employee attitudes to workplace diversity. Australian working adults (N = 731; 66% female; mean age = 43, SD = 12) completed the 200-item HEXACO Personality Inventory, Schwartz's Portrait Values Questionnaire, ACER measures of numeric, verbal, and abstract reasoning ability, the Attitudes Toward Diversity Scale, and four scales measuring prejudice towards female workers, ethnic workers, older workers, and workers with a disability. Results showed that Honesty–Humility, Extraversion, Openness, and cognitive ability (especially verbal) predicted more positive attitudes to workplace diversity. Valuing power, security, and tradition more, and valuing universalism less was associated with more negative attitudes to workplace diversity.     

An empirical investigation of the specificity and sensitivity of the automatic thoughts questionnaire and dysfunctional attitudes scale

Cognitive assessment of depression is not well advanced and the evidence for the validity and reliability of measures is incomplete. This study examined two cognitive assessments of depression-the Automatic Thoughts Questionnaire (ATQ) and the Dysfunctional Attitudes Scale (DAS). There were two major objectives of this study. The first objective was to examine the ability of these two measures of cognitions to discriminate depressive symptomatology within a variety of sample populations-university undergraduate students, medical and psychiatric outpatients, and acute psychiatric inpatients. The second objective was to examine the ability of the ATQ and DAS succesfully to classify depressed and nondepressed patients. The results of this study suggest that the ATQ is a sensitive and specific measure of depression. Nonspecificity to the ATQ, however, was demonstrated in the substance abuse disorder group and the personality disorder group. In contrast, the DAS, although correlated with depressive symptomatology, was not found to be specific to depression.Part of this project is supported by a Special Project Grant from the University of Queensland to Dr. Oei.