青少年依恋环境的情绪启动和注意恢复功能

以往研究发现自然环境能激发个体积极情绪,恢复集中注意。当个体对自然环境的依恋程度不同时,环境的情绪启动和注意恢复功能是否存在差异?研究以96名初一学生为被试考察地方依恋对环境的情绪和注意恢复作用是否产生影响。根据被试对某自然环境的依恋水平将其分为高依恋和低依恋组,并在被试参加情绪启动实验(实验1)和集中注意实验(实验2)时将其分为实验组和控制组以考察对环境依恋水平不同的被试观看该环境图片后情绪启动和注意恢复状况是否存在差异。实验1显示低依恋实验组对厌恶的反应时显著短于其他三组;实验2结果表明高依恋实验组被试在观看自然环境图片后在注意后测任务上的反应时显著短于低依恋实验组和控制组。     

情感教学心理学研究

为纪念中国心理学会诞辰90周年,应中国心理学会教育心理学分会邀请,特撰文反映卢家楣及其团队在情感教学心理学方面的研究概况。内容分以情感教学应用为导向的基础性研究和以情感教学理念为导向的应用性研究两部分。前者包括教学中的情感现象、教学中的情感作用、教学中的情绪调控、教学中的学习苦乐属性、教学中的情知基本矛盾等方面的相应研究;后者包括情感教学理念、情感教学现状、情感教学原则、情感教学策略、情感教学模式、情感教学目标和评价以及为基础教育服务等方面的相应研究。     

记忆编码中目标与背景的情绪一致性对记忆提取的影响

摘 要 本研究将经典情绪启动范式和学习-再认范式相结合,探讨学习时启动与目标的情绪一致性对目标再认的影响。在记忆编码阶段,以情绪面孔图片为启动刺激、一般情绪图片为目标刺激,要求被试对目标图片的效价进行判断;在提取阶段向被试呈现一般情绪图片,要求被试判断是否在前一阶段见过。结果表明,编码阶段的加工背景对记忆提取产生了显著影响。一致启动促进了认知加工与记忆编码,提高了再认正确率。ERP结果也表明,在目标刺激呈现后300-500ms,编码时的情绪一致性对再认阶段消极目标诱发的ERP产生了显著影响。     

Organizational identification and organizational commitment: Distinct aspects of two related concepts

The conceptual differences between organizational commitment and identification are discussed theoretically and examined empirically. The present study is based on data of 450 employees of five different organizations in Nepal. A revised eight-item scale was designed out of Cheney's Organizational Identification Questionnaire to assess the core aspects of organizational identification. In confirmatory factor analyses, identification was found to be distinguishable from four related commitment concepts (i.e. affective, continuance, normative, and attitudinal commitment).     

Affective bias in visual working memory is associated with capacity

How does the affective nature of task stimuli modulate working memory (WM)? This study investigates whether WM maintains emotional information in a biased manner to meet the motivational principle of approaching positivity and avoiding negativity by retaining more approach-related positive content over avoidance-related negative content. This bias may exist regardless of individual differences in WM functionality, as indexed by WM capacity (overall bias hypothesis). Alternatively, this bias may be contingent on WM capacity (capacity-based hypothesis), in which a better WM system may be more likely to reveal an adaptive bias. In two experiments, participants performed change localisation tasks with emotional and non-emotional stimuli to estimate the number of items that they could retain for each of those stimuli. Although participants did not seem to remember one type of emotional content (e.g. happy faces) better than the other type of emotional content (e.g. sad faces), there was a significant correlation between WM capacity and affective bias. Specifically, participants with higher WM capacity for non-emotional stimuli (colours or line-drawing symbols) tended to maintain more happy faces over sad faces. These findings demonstrated the presence of a “built-in” affective bias in WM as a function of its systematic limitations, favouring the capacity-based hypothesis.     

A time-lagged investigation of the mediating role of person–organization fit in the relationship between leader–member exchange and employee affective organizational commitment

This study provides a new perspective on the relationship between LMX and affective organizational commitment, treating person-organization fit (P-O fit) as an explanatory mechanism and identifying co-worker support and customer recognition as moderators of the first stage of this indirect relationship. Results of a three-wave time-lagged study of survey responses obtained from 137 employees working in the retail service sector over a three-year period were consistent with the proposed model. Multiple regression and moderated mediation analyses revealed that LMX indirectly and positively predicted affective organizational commitment through its positive relationship with P–O fit, suggesting that LMX provides a means by which supervisors are able to instill organizational values in employees and/or signal the degree to which their values match those of the organization. Moreover, co-worker support and customer recognition each moderated the first stage of this indirect relationship, such that the relationship between LMX and P–O fit and, in turn, its indirect relationship with affective organizational commitment is stronger as support from co-workers or customer recognition is lacking. At high levels of co-worker support and customer recognition, LMX exhibits no significant relationship with P–O fit. Together, these results provide new explanations for how and under which conditions LMX might influence employee commitment, suggesting that LMX is particularly salient when employees are lacking other sources of relational support or recognition and that high-quality relations with co-workers and/or customers may serve to compensate for low LMX quality in shaping P–O fit and affective organizational commitment.     

A multilevel investigation of antecedents of employee positive affective displays: the roles of customer negative affective displays and employee perceived supervisory support

Much past research on employee positive affective displays have explored their antecedents using a single level of analysis. The present study extends previous research by capturing the complex phenomenon of employee affective displays from a multilevel perspective. We used an event-sampling methodology to address a gap in the literature by examining affective displays at the intra-individual level and inter-individual level. Results based on 67 postal clerks completing 420 transactions in post offices in Taiwan show that customer negative affective displays were negatively correlated with employee positive affective displays. Moreover, employee perceived instrumental supervisory support had a cross-level moderating effect on the within-individual relationship between customer-displayed negative emotions and employee-displayed positive emotions. Specifically, those with perceived higher levels of instrumental supervisory support tended to express friendlier emotions while interacting with unhappy or angry customers than those with perceived lower levels of instrumental supervisory support. At the inter-individual level, results show that employee perceived emotional supervisory support was positively related to their affective displays at the aggregated employee level.     

情感强度不同负性生活事件对个体情感反应和行为选择的影响

采用系列实验方法探讨不同情感强度负性生活事件对个体情感反应和行为选择的影响。结果发现：（1）复合生活事件（1高负性+1低负性）为异类时,个体对复合事件的负性感受比单独1高负性事件更低,选择经历前者,出现平均效应;（2）复合生活事件为同类时,其负性感受比单独1高负性事件更高,选择经历后者,出现累加效应;（3）复合事件有明显的时间特点时,其情感和行为选择受事件发生时间影响,符合峰-终定律。结论：人们对负性生活事件的加工受其特点的影响,加工方式不同。     

Adults’ implicit associations to infant positive and negative acoustic cues: Moderation by empathy and gender

In this study a novel auditory version of the Single Category Implicit Association Test (SC-IAT-A) was developed to investigate (a) the valence of adults’ associations to infant cries and laughs, (b) moderation of implicit associations by gender and empathy, and (c) the robustness of implicit associations controlling for auditory sensitivity. Eighty adults (50% females) were administered two SC-IAT-As, the Empathy Quotient, and the Weinstein Noise Sensitivity Scale. Adults showed positive implicit associations to infant laugh and negative ones to infant cry; only the implicit associations with the infant laugh were negatively related to empathy scores, and no gender differences were observed. Finally, implicit associations to infant cry were affected by noise sensitivity. The SC-IAT-A is useful to evaluate the valence of implicit reactions to infant auditory cues and could provide fresh insights into understanding processes that regulate the quality of adult–infant relationships.     

大学生亲社会行为决策中自尊与情绪信息的交互作用

采用自编亲社会行为决策材料,以行为决策对象的被选频次为指标,通过对65名男女大学生的研究,结果发现：1）在阈上和阈下的＂图-词＂启动范式下,均存在显著的情绪启动效应,且实验性情绪变化明显。2）在正性图片启动下,自尊水平和情绪效价对亲社会行为决策均无显著影响,但二者的交互作用显著,低自尊个体在负性情绪下的亲社会行为决策存在显著性差异;行为决策对象对大学生亲社会行为决策有显著影响,与自尊水平、情绪效价之间的交互效应不显著;在负性图片启动下,自尊水平、情绪效价、行为决策对象以及三者的交互作用对亲社会行为决策均无显著影响。3）总体上,大学生亲社会行为决策受自尊水平与情绪效价的交互作用影响,也受行为决策对象及其与自尊水平、情绪效价的三次交互作用的影响。