多项式回归与一致性研究：应用及分析

本文介绍了多项式回归的分析方法, 讨论并验证了它相比传统的差异分数分析法在检验一致性假设中的优势。针对目前该方法在国内应用方面的缺失状况, 本文从分析基准、理论推导、分析步骤和假设检验等方面完善了多项式回归与响应面分析相结合的应用分析框架。最后, 本文以个人-组织价值观一致性对员工情感性变革承诺的影响研究为例, 对分析框架的具体应用进行了说明。结果表明, 被传统差异分数很好支持的一致性效应并不一定完美, 新的分析框架能够揭示更多的有用信息并给管理实践带来更具体而准确的引导。     

Age and Gender Differences in Adaptation and Subjective Well-being of Older Adults Residing in Monastic Religious Communities

The purpose of this study was to explore age and gender differences in the adaptation and well-being of older adults residing in Catholic monasteries. Participants included 235 members, age 64 and older, from the Order of St. Benedict. 2 (Age) × 2 (Gender) analyses of variance were computed to determine significant differences. Young-old persons reported greater friendship, coping behaviors, and personal growth, however, old-old individuals reported greater engagement in religious coping and greater depression. In addition, women reported greater coping behaviors, life satisfaction, and personal growth, but men reported greater depression. The results have implications on how pastoral care providers and counselors can improve quality of life among older adults living in contemplative religious settings.     

Translation and Standardization of the Sex-Role Egalitarianism Scale (SRES-B) on a German Sample

This study presents a German-language version of the sex-role egalitarianism scale (SRES-B) L. A. King, & D. W. King, 1993]. The SRES measures a person’s attitude toward egalitarianism between women and men. It has been normed on different populations, but there was no German version of the scale. The purpose of the present study was to translate and assess the psychometric properties of the SRES-B on a German population (n=379). As expected, sex, age, and educational level affected the scores of individuals on the scale. The results of factor analyses of the domain scores and correlations of subscales demonstrate a unidimensionality of the construct. The quality of the psychometric properties of items and scale was satisfactory. Implications and future directions for research are discussed.The research was conducted as part of the author’s master thesis, while at the University of Osnabrueck, Germany.     

The gendered nature of career related learning experiences: A social cognitive career theory perspective

The learning experiences questionnaire (LEQ; Schaub & Tokar, 2005) was used to examine learning experiences as they relate to SCCT (Lent, Brown, & Hackett, 1994) across the Holland (1997) RIASEC typology. In particular, differences in men’s and women’s career related learning experiences were examined. A sample of 319 undergraduates at a public Midwestern university completed an online survey. Gender differences were observed in reported levels of some learning experiences; similar to prior findings for self-efficacy and interests, women reported more learning experiences in the Social domain, and men reported more experiences in the Realistic and Investigative domains. Results also supported that more reported learning experiences in a given domain relate to higher self-efficacy and outcome expectations in that domain.     

精神分裂症患者的前瞻记忆比较研究

近年来有越来越多的心理学家从神经心理学角度对前瞻记忆进行研究,其中涉及较多的是正常被试与脑损伤患者之间的前瞻记忆比较。本文则针对目前关注比较少的精神分裂症这种特殊的脑损伤病人,通过对28名精神分裂症患者与30名正常被试在一定试验条件下进行前瞻记忆研究,试图发现其与正常被试在前瞻记忆的水平、影响因素以及自我评价方面的差异并分析其原因。     

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender

Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.     

Gender and race differences in young adults’ body dissatisfaction

Differences by gender and race (White or Black) in two aspects of college students’ body dissatisfaction—dissatisfaction with specific body parts and physique anxiety—were examined. Four hundred and ninety-one students completed surveys assessing both aspects of body dissatisfaction and eight risk factors for body dissatisfaction from biological, psychological, and sociocultural domains. Mean levels of dissatisfaction with body parts varied by gender, race, and a Gender × Race interaction. Mean levels of physique anxiety varied by gender and race. Both dissatisfaction with body parts and physique anxiety were correlated with risk factors from each domain, and factors from each domain accounted for unique variance in each aspect of body dissatisfaction. Because the prediction of each aspect of body dissatisfaction did not vary by gender, race, or a Gender × Race interaction, findings validate a general multidimensional risk model of body dissatisfaction for young adults.     

Student Ratings of a Male and Female Professors’ Lecture on Sex Discrimination in the Workforce

Using an experimental design, male (n = 41) and female (n = 46) undergraduate students in the southeastern USA evaluated an identical written lecture by a male and female professor on pay disparities between men and women in the workforce suggesting sex discrimination. Regardless of the students’ sex, the male professor and his lecture was rated more positively and less sexist than the female professor. Moderated multiple regression analysis indicated that more traditional and gender stereotypical attitudes toward women in male students were related to greater sexism ratings of the female professor compared to the male professor whereas; no differences on ratings of sexism between the male and female professor were found for male students with more liberal attitudes.     

Beliefs About Gender Discrimination in the Workplace in the Context of Affirmative Action: Effects of Gender and Ambivalent Attitudes in an Australian Sample

This study investigated beliefs about gender discrimination in opportunities for promotion in organisations and their relation to gender and gender-focused ambivalent beliefs as measured, respectively, by the Ambivalent Sexism Inventory (ASI) and the Ambivalence toward Men Inventory (AMI) (Glick and Fiske, Ambivalent sexism. In M.P. Zanna (Ed.), Advances in experimental social psychology, 33: pp. 115-188, San Diego, CA: Academic, 2001a). These two inventories were administered to 225 students at Flinders University in Adelaide, Australia along with discrimination items concerning advantage, responsibility, guilt, and resentment about the advancement of men and women in the workplace. Results showed gender differences in discrimination beliefs and in the hostile and benevolent scales from the ASI and AMI. Gender differences and relations between these scales and the discrimination variables were interpreted in terms of system-justification, self and group interests, and the effects of values and beliefs about deservingness and entitlement. This study was supported by a grant from the Australian Research Council.