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Jesse Dallery Lesleigh Stinson Hypatia Bolívar Franois Modave Ramzi G. Salloum Tonatiuh Mendoza Viramontes Pulkit Rohilla 《Journal of applied behavior analysis》2021,54(1):38-53
Cigarette smoking is the leading preventable cause of death and illness in the United States. We tested the usability, acceptability, and efficacy of a smartphone‐based contingency management treatment to promote cessation. We used a nonconcurrent multiple‐baseline design. Participants (N = 14) provided breath carbon monoxide (CO) samples by using a CO meter that was connected to the user's smartphone. An app (mMotiv8) housed on participants' smartphones automatically captured pictures of the CO sampling procedure to validate the end user's identity, and it prompted submissions via a push message delivered to participants' smartphones. Participants earned a $10 incentive for daily abstinence, which was added to a reloadable debit card. Overall, 4% of the CO samples were negative during baseline, and 89% were negative during treatment. Self‐reported usability and acceptability were high, and 85% of the prompted samples were submitted. A smartphone intervention could be scalable and reduce the health consequences and costs associated with cigarette smoking, particularly in rural and low‐income populations. 相似文献
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Lesbians, gays and bisexuals (LGB) can use an array of strategies to reveal or conceal their sexual orientation in the workplace. The purpose of this study is to explore the relationships between perceived homonegative microaggressions in the workplace and those strategies, as well as the mediating effect of LGB-supportive climate in those relationships. A sample of 135 LGB employees has replied to an online questionnaire dealing with these variables. The data were treated through simple linear regressions and the structural equation modelling method. Results highlighted that the effect of microaggressions on sexual identity management in the workplace was mediated by the LGB-supportive climate. There was also a direct and positive relationship between microaggressions and the revealing strategy. Results are discussed in light of the existing literature on the topic. Perspectives at systemic and individual levels to support an LGB-supportive climate and to reduce discrimination experienced by LGB employees are suggested. 相似文献
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《Psychologie du Travail et des Organisations》2021,27(3):146-158
Violence external to work is a risk that is difficult to reduce for professionals in certain business sectors. This study (N = 447) assessed two conflict management resources never studied to our knowledge (social support and professional training). The study showed that the search for social or emotional support is linked to exposure to external-to-work violence. Additionally, training moderated the perception of individual capacities to manage certain component of external violence at work, with some gender differences. This research highlights the importance of the availability of these resources in collective strategies to combat the stress generated by external-to-work violence risks. 相似文献
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Recent studies have increasingly acknowledged the dynamic relationship between emotions and space in social movements. They, however, have seldom tied emotions and space to time when discussing activists’ emotions and their tactical choices. This paper studies the 2014 Umbrella Movement in Hong Kong and explores how collective memory and generational experiences—two intertwined notions of time—shaped how activists felt and how they designed and deployed a spatial tactic. The Umbrella Movement was characterized by miscellaneous emotions and intense disputes among activists regarding how to best use spatial occupation to fight for democratization before and during the struggle. Using a qualitative dataset that contains textual and interview data, I argue that while emotions and the political-cultural characteristics of contentious space were two factors in informing tactical choices, collective memory and generational experiences were key to understanding the rise of the movement and its characteristics. Experiencing different political events in their years of early adulthood, young and veteran activists felt differently in the context of 2013–2014, which led them to embrace disjunctive views on the pace, sequence, and bodily action for the same tactic of spatial occupation and dissimilar emotional management strategies. This created ongoing internal clashes before and during the movement. 相似文献
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The Dental Subscale of the Children's Fear Survey Schedule: Predictive Value and Clinical Usefulness
M. Ten Berge J. S. J. Veerkamp J. Hoogstraten P. J. M. Prins 《Journal of psychopathology and behavioral assessment》2002,24(2):115-118
This study reports on the predictive value and clinical usefulness of the Dutch parental version of the Dental Subscale of the Children's Fear Survey Schedule (CFSS-DS). Parents of 718 children (4–12 years) completed this CFSS-DS version before or during the child's visit. The dentist rated the child's dental fear during treatment on a 5-point Likert-type Scale from 1 (not afraid at all) to 5 (very afraid). Reliability analysis was performed, and correlation coefficients between the two measures were calculated. The reliability of the scale proved to be high (Cronbach's = .93) and significant correlation coefficients were found (r = .58 and r = .68, p < .01). The negative predictive value of the CFSS-DS was high (.96), whereas its positive predictive value was relatively low (0.41). It was concluded that the CFSS-DS might be of clinical value as a screening device of dental fear, whereas its predictive value of fearful behavior should not be overestimated. 相似文献
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This article presents two studies examining (1) the relationship between Person-Manager (P-M) fit and managerial advancement of women and men with, and without managerial aspirations and (2) the P-M fit as related to managerial and non-managerial women. The P-M fit was assessed by computing the congruence between participants' self-rated personality profile and the perceived personality profile of a manager. Sex (men show a higher P-M fit than women), gender (the higher the individual's masculine gender-role, the higher the P-M fit) and group (managers and managerial aspirants show a higher P-M fit than non-managerial aspirants and non-managers) hypotheses were tested. There was no support for the sex difference hypothesis. However, the group and gender hypotheses were confirmed showing that managers and managerial aspirants had a higher P-M fit than non-managers and non-aspirants. Further, analyses revealed that the higher the participants' masculinity scores, the higher the P-M fit. Implications of these findings are discussed in relation to the gendered image of the managerial role and adaptation theory. 相似文献