消防武警新兵适应不良影响因素的中介效应模型

采用军人适应不良量表、核心自我评价量表、自我韧性量表、亲子关系问卷和军营联结问卷对435名消防武警新兵进行调查,考察了消防武警新兵适应不良的影响因素及其内在机制。结果发现：1）核心自我评价、韧性、亲子关系和军营联结与适应不良均显著负相关。2）韧性在核心自我评价与适应不良关系间起着部分中介作用,军营联结在核心自我评价、亲子关系与适应不良关系间起着部分中介作用。     

Gender and Speech Rate in the Perception of Competence and Social Attractiveness

Abstract

The authors' hypotheses were that (a) listeners regard speakers whose global speech rates they judge to be similar to their own as more competent and more socially attractive than speakers whose rates are different from their own and (b) gender influences those perceptions. Participants were 17 male and 28 female listeners; they judged each of 3 male and 3 female speakers in terms of 10 unipolar adjective scales. The authors used 8 of the scales to derive 2 scores describing the extent to which the listener viewed a speaker as competent and socially attractive. The 2 scores were related by trend analyses (a) to the listeners' perceptions of the speakers' speech rates as compared with their own and (b) to comparisons of the actual speech rates of the speakers and listeners. The authors examined trend components of the data by split-plot multiple regression analyses. In general, the results supported both hypotheses. The participants judged speakers with speech rates similar to their own as more competent and socially attractive than speakers with speech rates slower or faster than their own. However, the ratings of competence were significantly influenced by the gender of the listeners, and those of social attractiveness were influenced by the gender of the listeners and the speakers.     

Do Social Stressors Impact Everyone Equally? An Examination of the Moderating Impact of Core Self-evaluations

Purpose  The purpose of this study was to investigate the relationships between social stressors and the outcomes of job satisfaction, altruism, and turnover intentions. Additionally, this study examined the moderating impact of individuals’ core self-evaluations on these relationships. Design/methodology/approach   Data were obtained from a branch of the state government in the southeast. Responses were received from 144 employees. Supervisors provided responses as well, and the matched dyads where both supervisor and subordinate responses were received numbered 133. Findings  We found that social stressors were negatively related to job satisfaction and altruism and positively related to turnover intentions. Results also indicated that higher core self-evaluations buffered the negative influence of social stressors on job satisfaction and turnover intention, but not altruism. Implications  Our results reinforce the notion that social stressors exhibit significant negative associations with desired job consequences. Another managerial implication relates to managers when filling vacant positions. When completing this task, managers need to honestly and accurately assess the social stressors present in their organization. When social stressors are high, managers should seek to hire individuals who possess higher core self-evaluations. Originality/value  This study employed a different theoretical perspective, conservation of resources theory, and extended the nomological network related to social stressors. Additionally, this study showed the important moderating impact that core self-evaluations can have on other relationships, whereas the large majority of previous studies have examined core self-evaluations as a main effect predictor of important organizational outcomes. Received and Reviewed by former editor, George Neuman.     

The relationship between core self-evaluations and work and family satisfaction: The mediating role of work-family conflict and facilitation

This study examines the impact of work-family conflict and work-family facilitation on work and family outcomes and explores the influence of core self-evaluations (CSE) among these relationships. CSE is comprised of self-esteem, neuroticism, locus of control, and general self-efficacy. CSE was found to be negatively related to work interfering with family (WIF) and family interfering with work (FIW) conflicts, but not to work-to-family facilitation (W→FF) or family-to-work facilitation (F→WF). WIF and FIW negatively predicted work and family satisfaction, respectively. Additionally, W→FF was significantly related to job satisfaction in the hypothesized direction, and F→WF positively predicted family satisfaction. Job satisfaction negatively predicted intentions to quit. The research and practical implications, as well as limitations of this study are discussed.     

核心自我评价概念的提出及其验证性研究

自尊、控制源、一般自我效能和神经质四种人格特质都是关于个体对自我评价的概念,Judge等人认为在四种人格特质下有一个更深层次的结构,他们将其命名为核心自我评价(core self-evaluation)。本研究通过对400名企业职工的调查,结果表明有一个单一因素可以解释四种人格特质间的相关。并以大五人格和关系绩效为效标做增益效度的检验,结果表明在控制了核心自我评价对外部效标的解释后,单个特质的增益效度很低。研究结果证明了核心自我评价概念在中国文化背景下的存在。     

Definitions need to be precise and consistent: A reply to Haslam with suggestions for the future

In his reply to our critique of research on self-humanizing, Haslam claims that we used a narrow definition of self-humanizing that ignored the evidence from the correlational research he and his colleagues have done. We disagree. First, we relied upon a definition of self-humanizing based upon comparative judgments that Haslam and colleagues have consistently used. Second, we were well aware of the correlational research he and his colleagues have done. We simply did not think, and do not think, these correlations verified the existence of self-humanizing as defined. In his reply, Haslam offered a new definition of self-humanizing that defines self-humanizing in terms of correlations between comparative judgments and ratings of how much traits reflect human nature. Although we believe this change represents some progress, numerous issues in the study of self-humanizing remain to be resolved. We offer some suggestions for future research on this important topic.     

Language Reflects “Core” Cognition: A New Theory About the Origin of Cross‐Linguistic Regularities

The underlying structures that are common to the world's languages bear an intriguing connection with early emerging forms of “core knowledge” (Spelke & Kinzler, 2007), which are frequently studied by infant researchers. In particular, grammatical systems often incorporate distinctions (e.g., the mass/count distinction) that reflect those made in core knowledge (e.g., the non‐verbal distinction between an object and a substance). Here, I argue that this connection occurs because non‐verbal core knowledge systematically biases processes of language evolution. This account potentially explains a wide range of cross‐linguistic grammatical phenomena that currently lack an adequate explanation. Second, I suggest that developmental researchers and cognitive scientists interested in (non‐verbal) knowledge representation can exploit this connection to language by using observations about cross‐linguistic grammatical tendencies to inspire hypotheses about core knowledge.     

Local dominance effects on self-evaluations and intrinsic motivation

Previous research indicates that local comparisons with one or a few people in the immediate environment have a stronger influence on self-evaluations than general comparisons with larger samples. Two studies examined whether this local dominance effect extends to intrinsic motivation. Study 1 suggests that local comparisons have a stronger effect on both self-evaluations and task enjoyment than general comparisons. Study 2 suggests that local comparisons have a stronger effect on intrinsic motivation than general comparisons and that local comparisons have a significant indirect effect on persistence via intrinsic motivation. Altogether, the present findings are among the first to demonstrate the contribution of local social comparisons to intrinsic motivation. We highlight the implications of these findings for social comparison theories.     

Five-month-old infants know humans are solid, like inanimate objects

Infants know that humans are exempt from some of the principles that govern the motion of inanimate objects: for instance, humans can be caused to move without being struck. In the current study, we report that infants nevertheless do apply some of the same principles to both humans and objects, where appropriate. Five-month-old infants expect humans, like all material objects, to be solid.     

Positive Mood and Future-Oriented Self-Evaluation

When individuals think about their future, feedback on their strengths and weaknesses may often serve as a useful source of information. Three studies investigated the influence of positive and neutral moods on feedback seeking. In Studies 1 and 2, positive mood increased interest in feedback about weaknesses when this information was useful for self-assessment and self-improvement. But when the feedback was not useful for these superordinate, long-term goals then positive mood directed participants’ interest to strength-focused feedback, thereby serving short-term, affective concerns (e.g., feeling good about oneself). Study 3 directly manipulated self-evaluative goals. When a learning goal was activated, positive mood increased interest in weaknesses-focused feedback, but when an affective goal was activated, positive mood increased interest in strength-focused feedback. These results support our hypothesis that positive mood attunes individuals to the relationships of goals and means, thus promoting actions that serve primary goals.