Aggressive Behavior of Passengers, Conflict Management Behavior, and Burnout Among Trolley Car Drivers

A sample of 96 trolley car drivers was used to investigate the relationship between aggressive behavior of passengers and burnout, the moderating effect of conflict management behavior of the drivers on this relationship; and the influence of burnout on customer-friendliness, passenger complaints, and absenteeism. The results show that aggressive behavior of passengers was related to all 3 burnout dimensions. The relationship of aggressive behavior of customers and professional efficacy was qualified by 2 significant interactions with 2 conflict management behavior styles: forcing and avoiding. The interactions showed that too much forcing as well as too much avoiding are related to less professional efficacy for drivers confronted with aggressive behavior. Passenger complaints were only related to less professional efficacy. The customer-friendliness of the drivers was related to less cynicism and more professional efficacy. Absenteeism was only related to exhaustion.     

西方社会心理学关于群际行为的研究述评

对西方社会心理学就群际行为这种重要的社会行为所开展的研究,主要包括心理动力学取向的研究、相对性匮乏理论及其研究、现实利益冲突理论及其研究、社会同一性理论及其研究的研究成果,进行了系统的介绍和评价．     

Racial Identity as Mediator of the Relationship Between Gender Role Conflict and Severity of Psychological Symptoms in Black, Latino, and Asian Men

The purpose of this investigation was to examine the extent to which racial identity attitudes mediate the relationship between gender role conflict and psychological symptoms in Men of Color. The mediating role of racial identity was tested in Study 1 with a sample of Black men and in Study 2 with a sample of Asian and Latino men. The results of Study 1 provided support for full mediation, whereas in Study 2 evidence was found for partial mediation. The combination of the studies' findings underscores the importance of considering the extent to which Men of Color identify with their own racial group when examining the relationship between gender role conflict and psychological symptoms.     

母子性格、性格匹配与青少年期母子冲突的关系

从成都市两所中学选取709名初一至高三的学生和他们的母亲,采用问卷调查的方式,要求学生报告自己的性格,以及过去六个月中母子冲突的形式和在八个方面母子冲突的频率,要求母亲报告自己的性格,以探讨母子性格、性格匹配和青少年期母子冲突的关系。结果发现,母亲的情绪稳定性与母子冲突的关系更为明显,可以预测很多方面的母子冲突。     

Group Attachment and the Reduction of Value-Driven Ambivalence

This article analyzes the effects of value-driven ambivalence and group attachment on response variability in public attitudes toward campaign finance reform. The analysis demonstrates that group attachment, when activated by affective cues, moderates the effects of ambivalence on response variability. By tipping the balance of considerations in one direction or the other, group attachments make it easier for ambivalent respondents to make tradeoffs between competing values during policy choices and, as a result, dampen response variability. Methodologically, the results offer an important cautionary note about the use of linear ambivalence scales by calling into question the assumption that indifference is an intermediate state between preference and ambivalence.     

老年人夫妻冲突一般特点及其与依恋的关系

采用开放式与封闭式问卷相结合的方式对27对60～84岁(M=69.93±5.89)的老年夫妻测查了老年人夫妻依恋风格及夫妻冲突的特点。结果表明,老年人夫妻冲突具有低频率、低强度、较低的威胁性、较高的建设性及易解决的特点;不同依恋风格的老年人夫妻冲突的强度、频率、冲突解决程度均不存在显著差异;在冲突性质上,安全型依恋风格老年人感知到的冲突建设性显著高于不安全型依恋风格个体,但其感知到的冲突威胁性无显著差异;老年夫妻对冲突的感知存在冲突知觉一致性效应。     

通过法则关系区分员工对组织的认同与反认同

员工对组织的认同与反认同有相关的心理机制(如员工对自尊的追求)与社会基础(如组织身分的多样性), 但它们是相互独立的两个构念。在个人建立自己的社会身分时, 认同体现了“求同”、而反认同则体现“存异”。基于理论分析所构建的法则关系中, 二者具有不同的前因变量和结果变量。对5家企业250名员工的问卷研究发现, 对组织认同的员工会更倾向于主动维护组织利益, 而对组织反认同的员工在工作中敷衍了事。嵌套的系列结构方程结果表明二者分离的模型对数据的拟合, 好于将二者合并的模型, 验证了这两个构念不同的基本论点。