THE EFFECTS OF FORM TRAINING ON FOUL‐SHOOTING PERFORMANCE IN MEMBERS OF A WOMEN'S COLLEGE BASKETBALL TEAM

The effects of instruction and feedback in proper form on foul‐shooting performance was evaluated in 3 players of a women's NCAA Division II college basketball team. Players showed an increase in percentage of shots made and in correct form compared to baseline shooting without instruction or feedback. All players reached criterion within seven training sessions. The results suggest that training proper form is an effective strategy for improving foul‐shooting performance.     

智慧技能的一般教学模型与实验验证

该文给出了智慧技能的一般教学模型 ,将智慧技能的教学分为两个主要阶段 :陈述性编码阶段、程序性编码阶段。为验证此模型在教学实践中的可行性 ,在课堂教学情境中进行了模拟实验。选取同一所学校初二年级的四个班学生共 2 2 2人 ,随机安排四个班分别接受“欧姆定律”四种教案的教学 :发现式新教案、发现式旧教案、接受式新教案、接受式旧教案 ,随后进行迁移能力测验 ,结果表明采用新教案组织教学 ,即按上述模型控制好影响智慧技能的一些关键因素 ,将更利于学生获取智慧技能。     

Psychometric evaluation of the situation test of heterosocial skill

This study examined various psychometric properties of Forms A and B of the Situation Test, developed by Rehm and Marston (Journal of Consulting and Clinical Psychology, 1968, 37, 565–574) for the assessment of heterosocial skill and anxiety. A third test form composed of heterosocially irrelevant items was also examined for comparison purposes. Split-half, alternate-form, and interresponse consistency was determined for measures of skill, anxiety, response latency, and response duration. Differences across test forms on these measures were also investigated. Subsequently, criterion-related validity was examined relative to three criteria of heterosocial skill. Results indicated that two measures, anxiety and response duration, displayed adequate internal consistency, while that of skill and response latency was marginal. Interresponse consistency was moderately low for all three test forms. Comparisons of mean performances across forms revealed significant differences, with heterosocially irrelevant items appearing easier, in general, than the heterosocial items of Forms A and B. Lastly, significant predictions of peer-reported heterosocial behavior were obtained for all three test forms, but two self-report criteria were not found to be related to test behavior. Various implications of these findings are discussed.Portions of this research were completed while the authors were affiliated with the University of Georgia, Athens, Georgia. The advice and consultation provided by the late William K. Boardman is gratefully acknowledged. Appreciation is also extended to Michael Breakwell, Linda Maertzweller, Steven Ray, and Jan Rockley for their assistance with data collection.Copies of assessment material and specific instructions to subjects are available upon request.     

Job emotions and job cognitions as determinants of job satisfaction: The moderating role of individual differences in need for affect

Research has shown that job satisfaction is determined by both cognitions about the job and affect at work. However, findings from basic and applied attitude research suggest that the extent to which attitudes are based on affective and cognitive information is contingent on stable individual differences, in particular need for affect. Based on current conceptualizations of job satisfaction as an attitude toward the job, we hypothesized that job satisfaction depends more on affect and less on cognitions, the higher a person's need for affect is. To test these hypotheses, we conducted two correlational studies (N = 194 university employees; N = 134 employees from various organizations) as well as an experimental study (N = 191 university employees) in which the salience of positive versus negative job cognitions was varied. Results supported our hypotheses. We discuss theoretical and practical implications of these differences in affective and cognitive underpinnings of job satisfaction.     

绩效评价的若干问题

通过对绩效的内涵、绩效评价标准的确定、评量指标体系的构建以及多样性评量指标的整合意义与方法等四个绩效评价的最基本问题进行反思 ,提出如下观点 :(1 )对绩效进行考量时必须同时考虑时间、方式和结果三个维度。 (2 )绩效评价标准的确定应先于具体评量指标的选择 ,且应保持一定的稳定性 ,不可随意增删 ;(3 )评量指标体系的构建应本着贵精不贵多、贵明确不贵模糊、贵敏感不贵迟钝 ,贵关键不贵空泛的原则进行 ;(4)多样性评量指标是否整合需根据具体的需要而定 ,整合时要考虑评量指标本身的权重差异以及不同评价者由于对标准尺度掌握的松紧不一和评判角度不同所带来的对最终评价结果的影响。     

幼儿的游戏行为及其与社会技能、学习行为的典型相关分析

对4～6岁儿童的游戏行为、社会技能和学习行为进行问卷调查.结果发现,幼儿的游戏行为发展存在显著的年龄和性别差异.典型相关分析结果表明,游戏行为对幼儿社会技能的影响作用大于社会技能对游戏行为的影响作用,同时,游戏中的亲社会行为对幼儿的学习能力、学习动机有显著的促进作用,而破坏、退缩行为对学习能力和学习动机的形成有阻碍作用.     

The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill

This article investigates the mediating role of job dissatisfaction in the relationship between employees’ perceptions of workplace incivility and their helping behavior, as well as the buffering role of political skill in this process. Three-wave, time-lagged data collected from employees and their supervisors revealed that employees’ exposure to workplace incivility diminished their helping behavior through their sense of job dissatisfaction. This mediating role of job dissatisfaction was less salient, however, to the extent that employees were equipped with political skill. For organizations, this study accordingly pinpoints a key mechanism—namely, unhappiness about their job situation—through which rude coworker treatment links to lower voluntary workplace behaviors among employees, and it reveals how this mechanism can be better contained in the presence of political skill.     

与领导关系好就能获得职业成功吗？一项调节的中介效应研究

采用结构化问卷, 在2个时点进行2轮问卷调查, 共收集到206份问卷。根据Edwards和Lambert (2007)推荐的程序, 检验了领导-部属交换与下属职业成功间的调节的中介效应模型。结果表明：(1)网络能力、人际影响、社会机敏性、外显真诚4种政治技能调节了领导-部属交换对下属职业成功的直接效应和总效应; (2)在上述4种政治技能的调节下, 心理授权在领导-部属交换与下属职业成功之间起着部分中介作用或完全中介作用; (3)人际影响调节了领导-部属交换对下属心理授权的作用, 外显真诚调节了心理授权对职业成功的作用。     

基于服务场景的中国医务社工角色探讨

明确定义中国医务社工的角色内涵与工作职责十分必要。基于入院前、急诊、门诊、住院、出院与安宁疗护六个不同医疗服务场景,仔细梳理并描述医务社工的角色与职责,体现医务社工的角色价值,推动社会、患者及其家属、医生与护士,乃至医务社工自身对该职业的理解与认同。此外,对应不同场景下医务社工的角色与职责,提出该群体需具备的知识与技能,并就如何确保此类知识与技能被中国医务社工牢固掌握提出有关教育与培训的建议。