The effects of early relational antecedents and other factors on the parental sensitivity of mothers and fathers

This study examines the effect of early relational antecedents (ERA, i.e. the quality of parenting parents recalled receiving as children), parenting stress, marital stress, socio‐economic factors and children's characteristics (gender and disability condition) on the parental sensitivity of mothers and fathers. The sample consisted of 116 mothers and 84 fathers of 117 eighteen month old children drawn from a larger longitudinal study on the adaptation of parents to a child with a disability. Thirty‐four children were diagnosed with Down syndrome (DS), 51 with a cleft lip and/or palate (CLP), and 32 were non‐disabled children. Multiple regression analyses reveal that mothers' sensitivity is best predicted by her level of education and family income, whereas fathers' sensitivity is best predicted by their ERA, marital stress, family income and the child's disability condition. Mothers with more education and a greater family income displayed a greater sensitivity to their children, as did fathers who perceive less marital stress, those with a greater family income and those who perceived their parents as less controlling. Also, fathers of children with DS displayed less sensitivity for their children than fathers of children with CLP or fathers of non‐disabled children. These results concord with many studies about the importance of socio‐economic factors, ERA, marital stress, parent's gender and children's factors in the understanding of parental sensitivity. Copyright © 2003 John Wiley & Sons, Ltd.     

Is reasoning from counterfactual antecedents evidence for counterfactual reasoning?

In most developmental studies the only error children could make on counterfactual tasks was to answer with the current state of affairs. It was concluded that children who did not show this error are able to reason counterfactually. However, children might have avoided this error by using basic conditional reasoning (Rafetseder, Cristi-Vargas, & Perner, 2010 Perner, J. and Rafetseder, E. 2010. “Counterfactual and other forms of conditional reasoning: Children lost in the nearest possible world”. In Understanding counterfactuals/Understanding causation, Edited by: Hoerl, C., McCormack, T. and Beck, S. R. New York: Oxford University Press.  [Google Scholar]). Basic conditional reasoning takes background assumptions represented as conditionals about how the world works. If an antecedent of one of these conditionals is provided by the task, then a likely conclusion can be inferred based only on background assumptions. A critical feature of counterfactual reasoning is that the selection of these additional assumptions is constrained by actual events to which the counterfactual is taken to be counterfactual. In contrast, in basic conditional reasoning one enriches the given antecedent with any plausible assumptions, unconstrained by actual events. In our tasks basic conditional reasoning leads to different answers from counterfactual reasoning. For instance, a doctor, sitting in the park with the intention of reading a paper, is called to an emergency at the swimming pool. The question, “If there had been no emergency, where would the doctor be?” should counterfactually be answered “in the park”. But by ignoring the doctor's intentions, and just reasoning from premises about the default location of a hospital doctor who has not been called out to an emergency, one might answer: “in the hospital”. Only by 6 years of age did children mostly give correct answers.     

工业与组织心理学中的集体效能感

集体效能感是指团体成员对于团体成功地完成特定任务或取得特定水平成就的能力的共同信念,其测量方法主要有自我效能感总和法、个体评估平均法和团体讨论法等三种。在影响效果方面,集体效能感可以有效地预测绩效以及其他一些工作态度和行为变量,但过高的集体效能感也会产生负面作用;在影响因素方面,团体规模和团体间竞争等团体内外部因素均能显著影响集体效能感,并且目标设定训练等干预措施也能显著提高集体效能感。文章最后指出未来的研究有必要加强对新型团队中的集体效能感、集体效能感的动态变化等五方面问题的探讨     

Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals

The study of mentoring has generally been conducted within disciplinary silos with a specific type of mentoring relationship as a focus. The purpose of this article is to quantitatively review the three major areas of mentoring research (youth, academic, workplace) to determine the overall effect size associated with mentoring outcomes for protégés. We also explored whether the relationship between mentoring and protégé outcomes varied by the type of mentoring relationship (youth, academic, workplace). Results demonstrate that mentoring is associated with a wide range of favorable behavioral, attitudinal, health-related, relational, motivational, and career outcomes, although the effect size is generally small. Some differences were also found across type of mentoring. Generally, larger effect sizes were detected for academic and workplace mentoring compared to youth mentoring. Implications for future research, theory, and applied practice are provided.     

Unemployed people in search of a job: Reconsidering the role of search behavior

A three-wave longitudinal study of unemployed persons in Croatia was used to examine the antecedents of job-seeking behavior and reemployment. A series of demographic, motivational and job-constraint variables were posited to influence job-seeking behavior, which, in turn, was hypothesized to affect (re)employment. The participants were surveyed in 2003 (N = 1138), and their employment status was checked in 2004 (N = 601) and 2005 (N = 452). Regression analyzes supported only one slice of the model—the antecedent-job-search relations. All motivational variables, in particular employment commitment and perceived financial strain, proved to be relatively strong predictors of job-search intensity. However, they appeared to be only weakly related to the (re)employment outcome. Demographic variables—in particular education, age, and employment duration—appeared to be the main determinants of (re)employment, operating presumably through their influence on employers’ hiring decisions. It was suggested that existing theory and heuristic frameworks overstate the importance of job-seeking activity. Further research is suggested to examine why purposeful and proactive job searching does not pay more.     

工作投入的概念、测量、前因与后效

工作投入是个体在工作中的一种积极的、完满的融入状态, 它是连接个体特质、工作因素和工作绩效的完美纽带, 是组织创造竞争优势的重要途径。通过梳理工作投入概念的起源和发展, 并将其与工作卷入、心流、专念等相似概念进行了比较, 提出了工作投入的整合概念, 即个体面对工作时产生的一种同时包含积极的情绪体验、谨敏的认知和高度激发的体能状态在内的、持久的心理行为状态。介绍了UWES量表、SMVM量表等主要的工作投入量表以及相应关于工作投入因素结构的不同理论观点, 并根据近年来的实证研究对工作投入的前因和后效变量进行了梳理和表格化呈现, 由此进一步对未来的研究方向提出了三点思考。     

Mentoring to Promote Courage and Confidence Among Elementary School Students With Internalizing Problems: A Single-Case Design Pilot Study

There is a paucity of selective, Tier 2 interventions that educators can implement for students with internalizing problems as part of their schools' Multi-Tiered Systems of Supports. To fill this void, the authors' purpose was to evaluate the efficacy, acceptability, and integrity of a structured school-based mentoring program, the Courage and Confidence Mentor Program (CCMP), for elementary students. A single-case experimental multiple baseline design across participants was used to evaluate the efficacy of the CCMP with 6 students. Visual analysis of the results and single-case effect size estimates revealed that all but 1 of the participants demonstrated noticeable reductions in internalizing problems as measured by teacher-completed direct behavior ratings. Findings were confirmed by other dependent variables gathered from students and teachers. Limitations of the methods and directions for future research involving Tier 2 interventions for elementary students with internalizing problems are discussed.     

组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

The effectiveness of mentoring programs in corporate settings: A meta-analytical review of the literature

Many studies over the last 20-25 years have examined the benefits of mentoring for the protégé and the organization. A review of these studies being published revealed that there is not only a lack of studies utilizing or reporting comparison group information but also a general lack of experimental research about mentoring. This quantitative meta-analytic review provides a critical analysis of the effectiveness of mentoring, with an emphasis on research designs that compared career outcomes of mentored individuals to non-mentored individuals. The overall mean effect size of mentoring was significant, indicating that mentoring does improve career outcomes for individuals. Individual career outcomes were analyzed and reported. Informal mentoring produced a larger and more significant effect on career outcomes than formal mentoring. There is a need for more research comparing protégés and non-protégés to determine if it is the receipt of mentoring or individual characteristics that leads to career success.     

The mediating influence of role stressors in the relationship between mentoring and job attitudes

This study investigated the influence of two role stressors—role ambiguity and role conflict—on previously established relationships between mentoring activities—vocational support, psychosocial support, and role modeling—and prominent job attitudes. Full and partial mediation models were tested with a sample of 355 protégés. Results showed that both role conflict and role ambiguity completely mediated the relationships between psychosocial support and role modeling with job attitudes. There was also support for role conflict as a partial mediator of the relationship between vocational support and job attitudes. Additional analyses revealed that psychosocial support served as a suppressor-variable in this study. Implications for future research and mentoring practice are discussed.