创造力研究的回顾与前瞻

从研究思路、研究方法两个方面对创造力的研究进行了回顾,认为已有研究主要是沿着横断研究和纵向研究两条路线进行的;研究方法主要有传记法、实验法、心理测量法、计算机模拟研究和跨文化研究。在对历史和现状做出简要评价的基础上,总结了创造力研究的一些新的发展趋势,认为创造认知机制与社会机制的结合,以及实验的与更具生态效度的研究结合将为揭开人类的创造之谜提供新的可能性。     

When and how less is more: reply to Tharp and Pickering

In DeCaro et al. [DeCaro, M. S., Thomas, R. D., & Beilock, S. L. (2008). Individual differences in category learning: Sometimes less working memory capacity is better than more. Cognition, 107, 284-294] we demonstrated that sometimes less working memory (WM) has its advantages. The lower individuals’ WM, the faster they achieved success on an information-integration (II) category learning task adopted from Waldron and Ashby [Waldron, E. M., & Ashby, F. G. (2001). The effects of concurrent task interference on category learning: Evidence for multiple category learning systems. Psychonomic Bulletin & Review, 8, 168-176]. We attributed this success to the inability of lower WM individuals to employ explicit learning strategies heavily reliant on executive control. This in turn, we hypothesized, might push lower WM individuals to readily adopt procedural-based strategies thought to lead to success on the II task. Tharp and Pickering [Tharp, I. J., & Pickering, A. D. (2009). A note on DeCaro, Thomas, and Beilock (2008): Further data demonstrate complexities in the assessment of information-integration category learning. Cognition] recently questioned whether the II category learning task DeCaro et al. used really reflects procedural learning. In an effort to investigate Tharp and Pickering’s assertions with respect to individual differences in WM, we replicate and extend our previous work, in part by modeling participants’ response strategies during learning. We once again reveal that lower WM individuals demonstrate earlier II learning than their higher WM counterparts. However, we also show that low WM individuals’ initial success is not because of procedural-based responding. Instead, individuals lower in WM capacity perseverate in using simple rule-based strategies that circumvent heavy demands on WM while producing above-chance accuracy.     

当代客观化人格测验的技术—— 基于实验的行为评估:维也纳研究小组开发的多种计算机化测验介绍

目前多数人格测验(特别是在中国使用的人格测验)基本上都是人格问卷, 基于实验的行为评估类客观化人格测验应用很少; 而后者近来在德语圈国家中则有复苏的迹象。因此, 本文综述了此类客观测验相对于人格问卷来说所具有的特点和优势, 如, 被试很难在这类客观化人格测验中作伪。本文介绍了维也纳研究小组所做的几个测验, 并讨论了这些测验的心理测量学性质和缺点。最后, 还列举了这些测验的实际应用。     

The development of leader–member exchanges: Exploring how personality and performance influence leader and member relationships over time

Scholars have long recognized the importance of leader–member relationships for a host of important outcomes, including satisfaction, performance, and citizenship behaviors. Yet, relatively little research has explored how these relationships develop over time. Using a longitudinal design and growth-curve modeling, we examine the development of leader–member relationships from the initial interaction through the early relationships stages (the first 8 weeks). Results based on 330 student dyads support predictions that leaders form differentiated exchanges with members. We find that team member extraversion and leader agreeableness influence the ratings of relationship quality at the initial interaction whereas leader and member performance influence the development of the relationship over time.     

Reflection as a strategy to enhance task performance after feedback

An unanswered question in employee development is how reflection can be used for improving performance in organizations. Drawing from research and theory on dual-process models, we develop and test a reflection strategy to stimulate deeper learning after feedback. Results of two studies (N = 640 and N = 488) showed that reflection combined with feedback enhanced performance improvement on a web-based work simulation better than feedback alone. Reflection without feedback did not lead to performance improvement. Further analyses indicated that the proposed reflection strategy was less effective for individuals low in learning goal orientation, low in need for cognition, and low in personal importance as they engaged less in reflection. Together, these findings provide a theoretical basis for the future study of reflection in organizations and suggest a practical and cost-effective strategy for facilitating employee development after feedback in organizations.     

The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence

This study investigated the factor structure and factorial group and time invariance of the 17-item and 9-item versions of the Utrecht Work Engagement Scale (UWES; Schaufeli et al. (2002b) Journal of Happiness Studies 3:71–92). Furthermore, the study explored the rank-order stability of work engagement. The data were drawn from five different studies (N = 9,404), including a three-year longitudinal study (n = 2,555), utilizing five divergent occupational samples. Confirmatory factor analysis supported the hypothesized correlated three-factor structure—vigor, dedication, absorption—of both UWES scales. However, while the structure of the UWES-17 did not remain the same across the samples and time, the structure of the UWES-9 remained relatively unchanged. Thus, the UWES-9 has good construct validity and use of the 9-item version can be recommended in future research. Moreover, as hypothesized, Structural Equation Modeling showed high rank-order stabilities for the work engagement factors (between 0.82 and 0.86). Accordingly, work engagement seems to be a highly stable indicator of occupational well-being.     

Le jugement clinique en contexte d’évaluation du potentiel et des compétences au travail : Quelle est sa valeur prédictive et peut-il être formalisé ?

This study intends (1) to investigate the predictive validity of clinical (integrative) judgement based on personality data collected in psychological assessment and (2) to verify the capacity of assessors to formalize their judgment in a standardised algorithm. Three psychologists had the task to predict results of 78 managers on multisource assessment measuring two performance criteria (results orientation and relationship building). Results show that the psychologists’ integrative judgement predicts one of performance criteria up to .39. However, it appears that the standardisation of their judgment in mechanic decision rules was less predictive of performance criteria than their global clinical judgement. Overall, this research suggests there is still much to understand in the interpretative process.     

数学日记对数学学习有效性的实验研究

本研究对高中数学学科进行实验研究,以探讨数学日记对主观数学学习效能感与客观数学成绩的影响.结果显示数学日记能显著提高学生的数学学习效能感,有助于数学学习成绩的提高,尤其对数学差生更具有显著作用;同时数学日记还能使学生对数学学习的信念与数学学习的实效协调起来,获得一致性效应.结论是数学日记能使学生形成一种有效性的学习.     

青少年学生自立人格量表的信度与效度

使用3个信度指标和7个效度指标对青少年学生自立人格量表的信度与效度进行了检验.结果发现:(1)青少年学生自立人格量表的内部一致性信度、分半信度和冉测信度均达到了人格测量通行的标准;(2)青少年学生自立人格量表与相关效标的关系特点与理论构想基本吻合,量表的效度较好.可以认为:青少年学生自立人格量表具备符合心理测量学要求的信度与效度水平,其能够测到其理论构想所想要测量的人格特征,适用于测量青少年学生的自立人格.