团体心理辅导对大学生人际交往影响的长期效果的研究

以团体心理辅导技术对34名大学生进行为期6周的团体心理辅导,并于9个月后对辅导的效果进行再评估.结果表明:团体心理辅导对大学生人际交往问题的干预有效;实验组的干预对大学生人际交往影响不仅有即时提高与改善效应,还有潜在的长期效应;因为交往各变量的复杂性,在团体辅导后各变量的具体变化趋势又略有不同.     

阅读中的眼动控制理论与SWIFT模型

随着眼动研究的深入,近年来研究者受注意梯度指导理论影响,结合心理学的最新发展以及在相关实验研究的基础上提出了新的理论模型,其中最具代表性的是SWIFT模型。SWIFT模型遵循3条基本原则：（1）一定注意范围内的分布式词汇加工;（2）眼跳计划和目标选择的分离;（3）伴随中央凹目标抑制的眼跳机制。在构架上,该模型主要有两大功能模块：词汇加工和眼跳编程     

Autonomie en transition de carrière. Développement d’un modèle et validation d’une échelle originale

IntroductionBased on the observation that autonomy is a fundamental concept in a world of work characterized by many transitions, this paper presents the construction and validation of a model and a scale of autonomy in career transitions.ObjectiveThe scale was developed to measure autonomy during adult career transitions.MethodA series of items was first produced following interviews with experts and employees. Three successive surveys involving 336, 314 and 450 participants made it possible, through item analysis and factor analysis, to reduce the number of items and to build a model composed of 14 items and 4 oblique factors.ResultsAfter confirmatory factor analysis, the data fit the model well and a study of external validity shows strong convergences with other measures of autonomy.ConclusionThe model and the measure of autonomy in career transition can be of great help in supporting employees. It makes it possible to identify the people who are most in difficulty and offers benchmarks to support and train organizations to modulate career paths and strengthen the acquisition of certain resources.     

The role of learning and career guidance for managing mid-career transitions – comparing Germany and Denmark

In Germany and Denmark, the systems of further education and career guidance are well developed, offering a wide range of services and learning opportunities for targeted, specific and also general skills development. Based on an empirical study with mid-career individuals in both countries, the article investigates how the different systems support individuals to manage a career transition and develop their individual pathways. Mid-career transitions can be considered particularly challenging as they often reflect a more profound crisis and major concerns about future career opportunities. Constraints that prevent individuals in mid-career to fully benefit from the learning and guidance offers available can be identified in both countries. These range from the availability of programmes and accessing funding to getting the ‘right’ information. These constraints partly derive from adult education and guidance systems presupposing linear careers rather than disruptive trajectories and horizontal mobility.