安全依恋对共情和利他行为的影响

利他行为(Altruistic behavior)指以增加其他个体的福利为最终目标的行为, 它既是社会心理学领域的重要研究主题也是社会和谐稳定的需要。共情(Empathy)指个体感知或想象他人的情感, 并部分体验到他人感受的心理过程, 是利他行为的内在动机。已有研究证明, 安全依恋风格和安全依恋启动对个体共情和利他行为有积极影响。根据依恋理论和相关文献可以推测, 情绪调节和认知图式可能是安全依恋影响个体共情和利他行为的两种心理机制。未来可以探讨利他行为实施者与接受者的关系远近及双方依恋风格匹配程度的调节作用, 进一步验证安全依恋影响共情和利他行为的心理机制, 探讨利他行为对安全依恋的反向促进作用以及开发通过安全依恋培养个体共情能力和利他行为的干预方案。     

Development and initial validation of the job loss grief scale

Background: Research on complicated grief (CG) symptoms following job loss is surprisingly rare. Involuntary job loss can turn someone’s world upside down and can result in loss of identity, social contacts, and self-worth. In this study, we drew on the literature on major life events in conceptualizing involuntary job loss as a significant and potentially devastating life event.

Objectives: The aim of this study was to develop and evaluate an instrument that measures job loss-related CG symptoms, the Job Loss Grief Scale (JLGS). The purpose of the JLGS is to foster systematic research on CG symptoms following job loss.

Design: A cross-sectional study

Methods: We recruited Dutch workers who had lost their job, 130 men and 158 women with an average age of 49.6 years. To examine the psychometric properties of the JLGS and its associations with other concepts we conducted correlational and confirmatory factor analyses.

Results: CFA revealed that the JLGS was a one-dimensional instrument, and that CG symptoms were distinguishable from depression and anxiety symptoms.

Conclusion: The JLGS is a reliable and valid instrument to measure job loss-related CG symptoms. The availability of the JLGS could stimulate systematic research on the antecedents and consequences of involuntary job loss.     

Would you like fries with that? The roles of servers’ personality traits and job performance in the tipping behavior of customers

The present study attempted to expand what is known about how the personality traits of servers are associated with their job performance ratings and the tips they receive from customers. Personality traits were measured in 259 restaurant servers who were evaluated by their actual customers. Conscientiousness was associated with the average job performance ratings of servers. Extraversion was found to moderate the association that job performance had with the tips that servers received such that tipping behavior was associated with job performance for servers with high levels of extraversion but this association did not emerge for servers with low levels of extraversion. These findings are discussed in the context of understanding the connection between personality traits and job-related outcomes.     

Genetic and experiential influences on behavior: Twins reunited at seventy-eight years

Twins living in different countries offer opportunities to explore associations between observed differences and experiential effects. This report compared the life histories, cognitive abilities, personality traits, psychomotor skills, medical characteristics, job satisfaction, social support and social relations of dizygotic (DZ) female twins reunited at 78, the world’s longest separated set. The twins’ advanced age also enabled a study of how co-twin differences in aging may be associated with current behavioral and social differences. Consistent with previous studies, these dizygotic reared apart (DZA) twins showed discordance across some, but not all, traits. Their different rearing situations and life histories may explain current differences in their responses to meeting their twin. This case highlights the importance of both genetic and rearing factors on behavior, but does not allow firm conclusions regarding the extent to which these sources explain individual developmental differences. However, such data contribute to the growing number of cross-culturally separated twins, generating novel hypotheses that may be assessed using larger samples.     

Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China

The current study aimed to explore how individual difference in emotional intelligence influenced job satisfaction, and mainly focused on the confirmation of the mediator roles of organizational justice and job insecurity. A total of 420 staffs from a large-scale IT enterprise in China completed the self-reported emotional intelligence scale, the organizational justice scale, the job insecurity scale and Minnesota job satisfaction questionnaire. The results revealed that emotional intelligence, organizational justice, job insecurity and job satisfaction were significantly correlated with each other. Structural equation modeling indicated that emotional intelligence can significantly influence job satisfaction and the relationship between EI and satisfaction was partially mediated by organizational justice and job insecurity.     

Campus conspiracies: security and intelligence engagement with universities from Kent State to counter-terrorism

ABSTRACT

Security and intelligence agency concerns with universities range from the commissioning and protection of security-sensitive research, the ongoing recruitment of staff and students for covert security and intelligence work, as well as prominent counter-terrorist concerns. This is an ethically charged terrain of moral ambiguity which raises issues not only of academic freedom and freedom of speech but a less explored, cross-disciplinary complex of intelligence-led interactions from protection of campus property and personnel to ideological battles at the heart of the Academy itself. Current-day counterterrorism on campus agendas is, then, only an intensified aspect of an historical but ongoing and likely future interface between universities and security and intelligence agencies. Drawing on exemplars from the Kent State University shootings on 4 May 1970 at the height of the Vietnam War to the present era of globalised counter-terrorism, the article uses securitisation theory to conceptualise the historical, contemporary and future parameters of university engagements with the security and intelligence agencies as ‘Incidental’, ‘Incendiary’, and ‘Inevitable’.     

Why and when cognitive job insecurity relates to affective job insecurity? A three-study exploration of negative rumination and the tendency to negative gossip

ABSTRACT

The job insecurity literature distinguishes between cognitive job insecurity and affective job insecurity where cognitive job insecurity reflects perceptions regarding the likelihood of total job loss or job features loss and affective job insecurity refers to emotional reactions to that potential loss. Indeed, affective job insecurity is demonstrated to be an affective reaction to cognitive job insecurity. However, the relationship between cognitive job insecurity and affective job insecurity may be neither direct nor unconditional. Drawing from cognitive appraisal theory, this research takes a nuanced approach to exploring the mediating role of negative work rumination and the moderating role of the tendency to negative gossip in the relationship between cognitive job insecurity and affective job insecurity. We examined our hypotheses using three time-lagged survey studies with employees recruited from the U.S. and China. These studies found that negative work rumination mediated the relation between cognitive job insecurity and affective job insecurity (Studies 1–3) and the tendency to negative gossip attenuated the positive relation between cognitive job insecurity and affective job insecurity (Studies 1 and 2). Thus, this research advances the job insecurity literature by identifying a mediator and a moderator in the process of how employees may experience job insecurity.     

Differential effects of maternal- and paternal-adolescent attachments on friendship security and intimacy

The present study examined the differential contributions of adolescent-reported maternal and paternal attachment anxiety and avoidance on friendship security and intimacy. Participants were 776 Canadian adolescents between the ages of 13 and 19 years (M = 15.18, SD = 1.58) who provided ratings of their perceived attachment avoidance and anxiety towards their mothers and fathers and responded to measures of friendship security and intimacy. Findings showed that maternal and paternal attachment avoidance and not anxiety negatively predicted friendship security. Moreover, maternal attachment avoidance was negatively associated with friendship intimacy. Multigroup analyses showed that security was negatively predicted by maternal anxious attachment for junior high school boys and girls. Additionally, paternal avoidant attachment was negatively associated with friendship intimacy for junior high school boys and girls. These findings highlight the unique effects associated with maternal and paternal attachment on specific friendship features and underscore the importance of the role of fathers in adolescence.     

大学生安全感对手机成瘾的影响:回避现实社交的中介作用

为有效预防和干预大学生的手机成瘾，本研究在失补偿假说的视角下探讨了安全感与手机依赖的关系，并检验现实社交回避在手机成瘾者和一般手机使用者中的中介作用。对420名在校大学生进行安全感量表、社交回避与苦恼量表、手机成瘾指数量表调查，结果发现此次调查中49.8%的大学生被界定为手机成瘾者，手机成瘾者的安全感显著低于一般手机使用者。手机成瘾者和一般手机使用者的安全感都显著负向预测手机依赖；但回避现实社交的中介效应只在手机成瘾者的安全感与手机依赖中显著，在一般手机使用者中不显著。本研究揭示了回避现实社交在手机成瘾者的安全感与手机依赖中的独特作用机制，为失补偿假说提供了实证支持，并为手机成瘾行为治疗开展安全感和社交干预提供了心理学依据。     

Does Core Self Evaluations predict career success? A reanalysis of Judge and Hurst (2008)

We conducted a replication of Judge and Hurst’s (2008) study that suggest that Core Self Evaluations (CSE) have a significant positive effect on growth in career success (as well as on mediators of growth in career success). We found that, if anything, CSE has a significant negative relationship with growth in career success (as well as its mediators). We attribute the difference in findings to the timing of measurement of CSE in Judge and Hurst’s (2008) study and to the lack of control for General Mental Ability (GMA), arguing that when GMA is controlled for, CSE does not affect career success. Reasons for the observed negative relationship between CSE and career success are discussed.