对中国宗教及其积极社会功能的正面认识

本文为2011年度中国宗教研究五十人论坛的命题文章,仅对中国宗教及其积极的社会功能作正面探讨。限于篇幅,简要探讨了什么是中国宗教,中国宗教三元并存的格局,中国宗教的包容风格,中国宗教的组织原则,中国宗教扮演的经济角色,中国宗教是多神教,中国人宗教信仰的功利性等问题。     

Concurrently examining unrealistic absolute and comparative optimism: Temporal shifts,individual‐difference and event‐specific correlates,and behavioural outcomes

Researchers have spent considerable effort examining unrealistic absolute optimism and unrealistic comparative optimism, yet there is a lack of research exploring them concurrently. This longitudinal study repeatedly assessed unrealistic absolute and comparative optimism within a performance context over several months to identify the degree to which they shift as a function of proximity to performance and performance feedback, their associations with global individual difference and event‐specific factors, and their link to subsequent behavioural outcomes. Results showed similar shifts in unrealistic absolute and comparative optimism based on proximity to performance and performance feedback. Moreover, increases in both types of unrealistic optimism were associated with better subsequent performance beyond the effect of prior performance. However, several differences were found between the two forms of unrealistic optimism in their associations with global individual difference factors and event‐specific factors, highlighting the distinctiveness of the two constructs.     

A paradoxical effect of presession attention on stereotypy: antecedent attention as an establishing, not an abolishing, operation

Previous studies have shown that presession attention for problem behavior can serve as an abolishing operation when attention functions as a positive reinforcer. In the current study, we show that the stereotypy of a child with severe disabilities was undifferentiated during standard analogue functional analysis conditions. However, when noncontingent presession attention was provided, stereotypy occurred for social attention as a positive reinforcer, suggesting that the antecedent manipulation functioned as an establishing operation.     

The distinction between positive and negative reinforcement: use with care

It is customary in behavior analysis to distinguish between positive and negative reinforcement in terms of whether the reinforcing event involves onset or offset of a stimulus. In a previous article (Baron & Galizio, 2005), we concluded that a distinction of these terms is not only ambiguous but has little if any functional significance. Here, we respond to commentaries by a group of distinguished behavior analysts about the issues we raised. Although several of the commentators argued for preservation of the distinction, we remain unconvinced that its benefits outweigh its weaknesses. Because this distinction is so deeply embedded in the language of behavior analysis, we hardly expect that it will be abandoned. However, we hope that the terms positive and negative reinforcement will be used with circumspection and with full knowledge of the confusion they can engender.     

Beyond conflict: Functional facets of the work-family interplay

The present paper deals with three positive facets of the work-family interplay, i.e., transfer of competencies, transfer of positive mood, and cross-domain compensation. The latter refers to the experience that engagement in one domain helps dealing with failures in the other domain. In two correlational studies (N₁ = 107 working mothers, N₂ = 146 working men and women), cross-domain compensation predicted domain-specific well-being even when we controlled for work-family conflicts and the two other positive facets (viz., transfer of competencies and positive mood). In an additional experiment (N₃ = 63 working men and women), which exclusively focused on compensation, participants were asked to remember a job-related failure. Then they were instructed to think about a positive job-related experience (i.e., intradomain compensation) or family-related experience (i.e., cross-domain compensation). Compared to a control group, both experimental groups showed faster emotional recovery, with cross-domain compensation being a slightly more effective strategy at the beginning of that recovery.     

Functional analysis and treatment of aggression maintained by preferred conversational topics

After an initial functional analysis of a participant's aggression showed unclear outcomes, we conducted preference and reinforcer assessments to identify preferred forms of attention that may maintain problem behavior. Next, we conducted an extended functional analysis that included a modified attention condition. Results showed that the participant's aggression was maintained by access to preferred conversational topics. A function-based intervention decreased aggression and increased an appropriate communicative response.     

A comparison of various forms of reinforcement with and without extinction as treatment for escape-maintained problem behavior

The present investigation compared the effects of reinforcing compliance with either positive or negative reinforcement for a participant who displayed escape-maintained problem behavior. The results indicated that positive reinforcement in the form of a highly preferred edible or leisure item produced higher levels of compliance and lower levels of problem behavior when compared to negative reinforcement in the form of escape from demands. In addition, an extinction procedure was unnecessary to achieve high levels of compliance.     

Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.