Motivation and engagement in diverse performance settings: Testing their generality across school,university/college,work, sport,music, and daily life

In the light of recent calls for more integrative approaches to theorizing and measurement in motivation and engagement research, the present study assesses the generality of key motivation and engagement constructs across seven performance domains: elementary school (N = 624), high school (N = 21,579), university/college (N = 420), work (N = 637), music (N = 224), sport (N = 204), and daily life (N = 249). Based on domain specific adaptations of the Motivation and Engagement Scale, multi-group confirmatory factor analyses (CFAs) tested invariance across the seven domains. First and higher order multi-group CFAs demonstrated broad invariance in factor loadings (in particular), factor correlations/variances, and uniquenesses across performance domains. Taken together, the present data support the hypothesized generality of key motivation and engagement constructs. Findings hold implications for pragmatic, statistical, substantive, and intervention considerations in motivation and engagement research and also for research into cognate constructs in personality psychology more generally.     

BTL—QZ—V1．1气质测试系统的修订

修订BTL-QZ-V1．1气质测试系统。对519名12—21岁男女学生进行了测量。结果发现：神经系统特性具有年龄差异,随年龄增长兴奋性、抑制性增强,灵活性、稳定性增高;12～14岁是其快速增长期,14～18岁为慢速增长期,18岁后为稳定期;神经系统的兴奋性、抑制性具有性别差异,男生强于女生;可将气质类型划分为10种,年龄和性别不影响气质类型的分布;除灵活性外,神经系统兴奋性、抑制性和稳定性的重测信度系数在0．6～0．8之间,且达到显著性水平;以80·8神经类型量表为效标,所得相关系数达中等程度。提示BTL-QZ-V1．1气质测试系统的评定需按年龄和性别分组进行,建立的分组标准较为准确科学,信度、效度较高,可以广泛应用。     

A Work-Life Identity Model of Well-Being: Towards a Research Agenda Linking Quality-of-Work-Life (QWL) Programs with Quality of Life (QOL)

QWL is conceptualized in terms of the interface between employee role identities and work resources. QWL programs serve to enhance QOL by (1) providing appropriate work resources to meet the expectations of employee role identities, (2) reducing role conflict in work and non-work life, (3) enhancing multiple role identities, (4) reducing role demands, (5) reducing stress related to work and non-work role identities, and (6) increasing the value of the role identity. We describe a variety of QWL programs related to work life (decentralized organization structures, teamwork, parallel structures, ethical corporate mission and culture, the organization work schedule, etc.) and non-work life (work at home, flextime, compressed work week, part-time work arrangements, job sharing, etc.) and show how they serve to enhance QOL using the language of work-life identity. Doing so helps develop a research agenda based on the work-life identify model.     

The nature, prevalence and correlates of generativity among men in middle career

Multiple methods were used to explore the character, contexts, and correlates of generativity among 41 men aged 45–55. Generativity in the role of worker was unrelated to generativity in men’s roles as father, citizen and ‘leisurite’. Individuals who were generative in their work reported greater job satisfaction and subjective career success. These associations were stronger for generativity targeting societal well-being and fellow-workers’ growth than for creative/productive generativity. As some theorists have argued, therefore, nurturant forms of generativity may be more adaptive in mid/late career than other varieties, and more indicative of psychosocial maturity. The status of creativity/productivity within the generativity construct seems problematic. Our findings offer qualified support for McAdams and de St Aubin’s (McAdams, D.P., & de St Aubin, E. (1992). A theory of generativity and its assessment through self-report, behavioral acts, and narrative themes in autobiography. Journal of Personality & Social Psychology, 62 (6), 1003–1015) contention that generativity is expressed differentially in the domains of concern, commitment and action, and that the different relationships of these generativity domains to third variables can be interpreted in meaningful ways.     

Three boys and their stories: Atypical eating and primitive relations1

Eating disorders of whatever category, especially the most severe ones such as anorexia or bulimia, are often considered typical of the female sex. While this is correct concerning these two disorders, I suggest that there are other eating disorders that are more frequent among boys, especially the ones concerning atypical relations to food, notwithstanding the evidence that the already very well‐known syndromes of bulimia and anorexia are also gaining ground among males. However, similar, unspecified eating disorders do not seem to occur so often among girls. Clinical data from my private practice should be taken for granted considering these matters, since I do not yet have statistical data to back up my thesis. In examples from three clinical cases involving boys and one female vignette, I shall attempt to establish a relation between eating disorders and primitive relations with men and women. This relation goes well beyond the oft‐cited ‘contemporary’ causes of eating disorders. In addition, I shall situate these differences among symptoms of both sexes and relate them to impasses in different stages of emotional development, as well as to the extent to which girls’ identification with their mother’s sex can influence their acquisition of eating disorders.     

论医院管理的人文特征

医院是人类最需人文关怀的场所。医院管理的内在本质特征在于其人文性——以人为本,即对内管理以员工为本,以尊重医院员工为根本,以关爱医院员工为重心,对外服务以患者为本,医院管理以患者为中心,医者行医以患者为中心。理清和认识医院管理的人文内涵与特征,是医院建设的重要认识任务和基础使命。     

Similitudes et différences de perceptions chez des salariés hommes et femmes

This study investigates men and women perceptions in the work, accros the relations between work conditions and job satisfaction. Similarity and difference are questionned about the mean dimensions of the work conditions (factor analysis) as well as the prédictive value of theses dimensions for the job satisfaction (regression analysis). In the same point of view, similarity and difference are analysed about health, importance of life domains and work-family interferences. Men and women seem to organize in the same way work conditions. Three factors are retained (Relations with superiors, Development and autonomy, Work intensity), wich the first two predict job satisfaction, for the men and the women. Nevertheless we note some differences, both about the force of the prediction and about specific item. Results and and futur works are discussed.     

Conscious and Preconscious Uses of Memory in Patients with Depressive and Somatoform Disorders

This study investigated whether conscious and preconscious memory features contribute to discrimination between depressive and somatoform disorders. Thirty-one participants fulfilling the diagnostic criteria for a somatoform disorder and 28 participants fulfilling the criteria for depression were examined within the framework of the process–dissociation paradigm using neutral, health-threatening, and general threatening words in a lexical decision task. Parameters of conscious memory, preconscious memory, and chance were used to compare memory features of both the groups. There was an inverse relationship between conscious and preconscious memory effects for health-threatening stimuli in the group of patients with somatoform disorders but not in the group of depressive patients. Patients with somatoform disorders showed a significantly lower level of conscious memory for health-threatening stimuli than depressive participants. Compared to depressive patients, a more dynamic relationship between decreased conscious and increased preconscious memory for health-related stimuli seems to be characteristic for patients with somatoform disorders.     

工作应激与个体归因特点关系的研究

工作应激一直是组织行为中的热点问题,但综观前人研究,很少有研究者从归因的视角揭示其产生过程。本研究从个体的应激源感受性出发,探讨了个体归因特点与其工作应激的关系,建构了相应的模型,并结合压力管理问题,对研究进行了有益展望。     

我国大学生在关爱价值观者特征上的公众观

在开放式预调查基础上,对452名大学各专业学生进行调查研究。结果表明:我国大学生认为善良、真诚、有爱心、不歧视残障者、宽容、设身处地、尊重7项是关爱价值观者最应该具有的特征;个人修养、利他助人、处事交往、外表印象、内在气质、尊重宽容、奉献与责任是关爱价值观者的7个品质因素,其中个人修养的品质因素最为突出;对这些品质因素,男女大学生看法没有明显差异,对某些品质因素城乡大学生、不同专业大学生有明显不同的看法。