成人后期日常能力自评与操作水平的横断比较

采用自我评估与纸笔操作相结合的方法 ,对 2 3 3名 55至 74岁的成人后期被试完成七项日常活动的能力进行横断比较。结果表明 :自评能力与操作能力既存在一定的一致性 ,也存在相当大的差异性 ,各活动项目上的自评水平比操作水平要高 ;操作水平表现出随年龄增长而下降的趋势 ,从 70岁开始下降最为明显 ,而自评水平未呈现出这种变化特点 ;不同活动领域上的操作水平存在不同的发展轨迹 ;在少数活动领域具有显著的性别差异     

Perceptions of Work Performance Recognition Among Educators

Educators from several states were surveyed to determine their perceptions about the importance of work performance recognition. Results suggested that educators want to receive recognition for their work performance and that recognition would assist in improving their overall work performance and professional development. Data from this study suggest that recognition of teacher performance may be a viable means for school administrators to improve teacher performance in a manner that is both effective and efficient. Implications and future research are discussed.     

“大五”人格模型及其在工业与组织心理学中的应用

“大五”是涵盖人格的5个因素的简称,它包括：神经质、外向性、开放性、宜人性和责任感。在介绍了该模型的基础上,文章重点介绍了它在工业与组织心理学中的应用,即“大五”可以有效的预测工作绩效、工作动机、领导行为、创造性行为和工作满意感等。     

Using the Performance Diagnostic Checklist–Human Services to identify an indicated intervention to decrease employee tardiness

We assessed and reduced the tardiness of 4 direct‐care staff employed at a school that provides educational services to children with autism. The Performance Diagnostic Checklist – Human Services was administered to participants and their supervisors to identify one or more indicated interventions. Relative to baseline, tardiness was lower during intervention. The most effective intervention included task clarification, a problem‐solving discussion, tokens exchangeable for back‐up reinforcers, and weekly graphic feedback. Moreover, participants reported that the intervention components, particularly praise and a token, had high acceptability.     

Is disability really an obstacle to success? Impact of a disability simulation on motivation and performance

In Western societies, statistics on the integration of people with disabilities into the labor market consistently indicate that this category of workers faces serious discrimination. Research has evidenced negative perceptions about their occupational skills, despite positive beliefs about their personal qualities. The main purpose of this study was to show how these subjective beliefs about disability can shape performance (speed and accuracy, Studies 1, 3, and 4) and self‐reported motivation (Studies 2, 3, and 4) of able‐bodied persons simulating a disability. Participants were 281 French students without disabilities who carried out a task either with or without a simulated disability. This simulated disability constituted an actual handicap to perform the task (Studies 1 and 2) or not (Studies 3 and 4). The first three studies were focused on cognitive abilities, whereas Study 4 introduced a job interview component. Results consistently showed that participants in the simulated disability situation completed the task more accurately than controls, but took more time to do so. Higher degrees of motivation and perseverance are found for participants in the simulated disability situation, except in a job interview setting. These results are important for understanding how subjective beliefs about persons with disabilities can constitute objective barriers to social participation, and more specifically, to access to the labor market.     

Positive Group Affective Tone and Team Creative Performance and Change‐Oriented Organizational Citizenship Behavior: A Moderated Mediation Model

Despite the vast amount of research on creativity and organizational citizenship behavior (OCB), little knowledge has been accumulated with respect to underlying mechanisms and boundary conditions affecting team creative performance and change OCB. To fill this research gap, this study aims at proposing and testing a moderated mediation model that delineates the relationships among positive group affective tone (PGAT), team reflexivity, team leader transformational leadership, team creative performance, and team change OCB. As hypothesized, PGAT was positively associated with team reflexivity, which in turn significantly predicted team creative performance and change OCB. In addition, the relationship between PGAT and team reflexivity and the indirect effects of PGAT on team creative performance and change OCB through team reflexivity were more pronounced when team leader transformational leadership was high than when it was low. These findings were validated in a post hoc analysis that compared the proposed moderated mediation model with alternative models.     

Big Five Personality and Creativity: The Moderating Effect of Motivational Goal Orientation

This study examined the association between the big five personality dimensions and creativity through the moderation of motivational goal orientation. One hundred and ninety students engaged in full‐time employment completed questionnaires, which were used to assess the variables of interest. Regression moderation analyses supported some of the expected hypotheses. The associations between the big five dimensions and creativity were moderated by learning motivational goal orientation. Individuals high in extroversion, emotional stability, and low in conscientiousness, are most creative when they are oriented toward learning. In addition, openness fully predicted creativity, without the moderation of goal orientation. The results are discussed in terms of the interactional nature of personality and goal orientation theory.     

A self-regulation account of the job performance–job satisfaction relationship

We present a self-regulation account of the job performance–job satisfaction relationship according to which job performance leads to job satisfaction, if it involves optimal expectancies for successful performance. Using response surface methodology (n = 747 employees), we found that employees who held overly negative (self-effacement) or overly positive self-perceptions of performance (self-enhancement) gained less satisfaction from their jobs. As hypothesized by self-discrepancy theory, self-effacement promoted fear-related negative emotions, whereas self-enhancement was linked to disappointment. Self-enhancers also reported lower trust and reduced satisfaction with interpersonal relationships, which may partly explain why self-enhancement had particularly detrimental effects. Furthermore, among employees high in performance-goal orientation, attaining high normative performance, as indicated by above-average supervisor evaluations, rather than optimal expectancies for success, explained job satisfaction. Our findings support the conclusion that need satisfaction and the ensuing self-regulatory processes determine the shape and the size of the performance–satisfaction relationship.     

Working in the hangar: The impact of psychological capital on work outcomes among army aircraft mechanics

Based on positive organizational behavior, this study aimed to explore the impact of psychological capital (PsyCap) on task performance, organizational citizenship behaviors, affective commitment, and job satisfaction among army aircraft mechanics. Data was obtained from 260 aircraft mechanics working in various Turkish Army aviation units. The hypotheses were tested using a series of hierarchical regressions. The results indicated that those with higher PsyCap are more likely to depict task performance, engage in highly extra-role behaviors, be more committed to their organizations, and be highly satisfied with their jobs that are advantageous to army aviation settings. The authors concluded that promoting the levels of PsyCap could be effective in elevating aircraft mechanics’ work attitudes and behaviors. Military aviation units are encouraged to establish human resource development programs to foster the PsyCap of their soldiers, which in turn, enhances crucial work attitudes.     

Executive functioning in adolescent anorexia nervosa: Neuropsychology versus self- and parental-report

There is limited research concerning the relationship between neuropsychological assessment and self-report of executive functioning in adolescent anorexia nervosa (AN); available studies demonstrate only low to moderate correlations. Therefore, this study examines the association between neuropsychological test performance and self-report in AN. Forty adolescent inpatients with AN completed an extensive neuropsychological assessment, including set-shifting, central coherence, and questionnaires assessing executive functioning in daily life (BRIEF-SR). Their parents filled out an analog version (BRIEF-PF). Statistical analyses revealed low to medium positive and negative correlations between neuropsychological measures and BRIEF subscales. Similarly, self- and parental ratings were only slightly positively correlated, with patients scoring significantly higher than their parents on two subscales. The results support previous findings of modest correlations between self-report and performance-based testing and emphasize the importance of a multiple format assessment of executive functioning in adolescent AN.