Impact de la motivation autodéterminée et de l’engagement affectif sur l’intention de rester : une étude chez les militaires

Conducted within the Canadian Forces (N=652), this study explores the role of self-determined motivation and affective commitment in relation to personnel retention within the military. Three groupings of variables are used in order to shed light on the mechanisms underlying personnel retention: a) distal antecedents (i.e. leadership styles), b) proximal antecedents (i.e. group cohesion and work climate) and c) mediators (i.e. self-determined motivation and affective commitment). Illustrated through a structural model, results demonstrate the existence of a partial mediator effect from affective commitment in the relationship between self-determined motivation and intention to stay. These findings are discussed in regards of their implications from theoretical and practical perspectives.     

The Moderating Effect of Self-efficacy on Job Insecurity and Organisational Commitment Among Nigerian Public Servants

The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed.     

教师工作压力与职业枯竭的关系：职业承诺的调节效应

应用工作压力、职业枯竭和职业承诺问卷对中小学教师2114人进行调查,主要探讨职业承诺对工作压力与职业枯竭关系的调节效应。结果发现：工作压力与职业枯竭的情绪衰竭、非人性化、认知枯竭具有显著正相关,情感承诺、规范承诺与职业枯竭具有显著负相关;教师职业承诺以及所包括的情感承诺、留职承诺、规范承诺对工作压力与职业枯竭关系具有负向调节效应;不同教龄段教师在职业枯竭不同方面存在差异。     

On the origin of happiness by means of natural felicitation

The present study tested theoretical models of the forgivingness – well-being association with depression symptoms and social justice commitment as outcome measures and with differentiation of self (DoS) and dispositional humility as mediators. In doing so, we addressed the need to explicitly frame the study of virtues in a relational view of the self and extended the research on forgivingness and humility that moves beyond a focus on personal benefit and attends to the ways in which virtues also benefit other persons. The sample consisted of 213 graduate students from a religiously-affiliated university who completed a questionnaire of self-report measures. Results supported the proposed models as significant specific indirect effects were observed through DoS and humility. The findings support a self-regulating mechanism, as measured by DoS and dispositional humility, for the protective influence of forgivingness on depression symptoms and the promotive influence of forgivingness on prosocial relating.     

Attentional capture by emotional faces in adolescence

Poor decision making during adolescence occurs most frequently when situations are emotionally charged. However, relatively few studies have measured the development of cognitive control in response to emotional stimuli in this population. This study used both affective (emotional faces) and non-affective (letter) stimuli in two different flanker tasks to assess the ability to ignore task-irrelevant but distracting information, in 25 adults and 25 adolescents. On the non-emotional (letter) flanker task, the presence of incongruent flanking letters increased the number of errors, and also slowed participants’ ability to identify a central letter. Adolescents committed more errors than adults, but there were no age-related differences for the reaction time interference effect in the letter condition. Post-hoc testing revealed that age-related differences on the task were driven by the younger adolescents (11-14 years); adults and older adolescents (15-17 years) were equally accurate in the letter condition. In contrast, on the emotional face flanker task, not only were adolescents less accurate than adults but they were also more distracted by task-irrelevant fearful faces as evidenced by greater reaction time interference effects. Our findings suggest that the ability to self-regulate in adolescents, as evidenced by the ability to suppress irrelevant information on a flanker task, is more difficult when stimuli are affective in nature. The ability to ignore irrelevant flankers appears to mature earlier for non-affective stimuli than for affective stimuli.     

Spiritual Development Across the Adult Life Course: Findings from a Longitudinal Study

Longitudinal data spanning early (30s) and older (late 60s/mid-70s) adulthood were used to study spiritual development across the adult life course in a sample of men and women belonging to a younger (born 1928/29) and an older (born 1920/21) age cohort. All participants, irrespective of gender and cohort, increased significantly in spirituality between late middle (mid-50s/early 60s) and older adulthood. Members of the younger cohort increased in spirituality throughout the adult life cycle. In the second half of adulthood, women increased more rapidly in spirituality than men. Spiritual involvement in older age was predicted by religious involvement and personality characteristics in early adulthood and subsequent experiences of negative life events.     

Social Support, Job Stress, Health, and Job Satisfaction Among Nurses in the United Kingdom

Recruitment and retention of nurses is a major concern in healthcare provision in several countries. This study explored the relationship between perceived social support, job stress, health, and job satisfaction among nurses from 4 organizations in northwest England. A total of 350 usable questionnaires measuring stressors, perceived support, health, and job satisfaction, was obtained from a sample of 1,162 nurses drawn from 4 healthcare organizations. A follow-up study was conducted after 6 months. Results indicate that perceived organizational support is related to nurses' health and job satisfaction. Current interventions to increase support, which typically operate at individual or group level, may be limited in their effectiveness unless nurses' perceptions of organizational support are taken into account.     

Collective Guilt and Collective Guilt Feelings

Can collectives feel guilt with respect to what they have done? It hasbeen claimed that they cannot. Yet in everyday discourse collectives areoften held to feel guilt, criticized because they do not, and so on.Among other things, this paper considers what such so-called collectiveguilt feelings amount to. If collective guilt feelings are sometimesappropriate, it must be the case that collectives can indeed beguilty. The paper begins with an account of what it is for a collectiveto intend to do something and to act in light of that intention.According to this account, and in senses that are explained, there is acollective that intends to do something if and only if the members of agiven population are jointly committed to intend as a body to do thatthing. A related account of collective belief is also presented. It isthen argued that, depending on the circumstances, a group's action canbe free as opposed to coerced, and that the idea that a collective assuch can be guilty of performing a wrongful act makes sense. The ideathat a group might feel guilt may be rejected because it is assumed thatto feel guilt is to experience a ``pang'' or ``twinge'' of guilt –nothing more and nothing less. Presumably, though, there must becognitions and perhaps behavior involved. In addition, the primacy, eventhe necessity, of ``feeling-sensations'' to feeling guilt in theindividual case has been questioned. Without the presumption that it isalready clear what feeling guilt amounts to, three proposals as to thenature of collective guilt feelings are considered. A ``feeling ofpersonal guilt'' is defined as a feeling of guilt over one's own action.It is argued that it is implausible to construe collective guiltfeelings in terms of members' feelings of personal guilt. ``Membershipguilt feelings'' involve a group member's feeling of guilt over what hisor her group has done. It is argued that such feelings are intelligibleif the member is party to the joint commitment that lies at the base ofthe relevant collective intention and action. However, an account ofcollective guilt in terms of membership guilt feelings is found wanting.Finally, a ``plural subject'' account of collective guilt feelings isarticulated, such that they involve a joint commitment to feel guilt asa body. The parties to a joint commitment of the kind in question may asa result find themselves experiencing ``pangs'' of the kind associatedwith personal and membership guilt feelings. Since these pangs, byhypothesis, arise as a result of the joint commitment to feel guilt as abody, they might be thought of as providing a kind of phenomenology forcollective guilt. Be that as it may, it is argued the plural subjectaccount has much to be said for it.     

超出预期策略的实验研究

在先前论文中提出与心理匹配策略相应的,又一用以调节学生学习新材料的学习心向的超出预期策略基础上,本文将该策略运用于数学教学之中,进行现场的教学实验研究。研究结果表明：在数学教学中可以运用超出预期策略对教材内容进行情感性处理,且对调节学生学习心向,提高认知学习的质量是有效的。     

工作压力的研究现状与方向

工作压力的研究在西方已经进行了多年,并受到越来越多的注意,但在我国研究还较少。本文从工作压力的定义、对于工作压力的测量、影响工作压力产生的因素、工作压力的后果、以及应对这几个方面介绍这一领域目前的研究现状并提出作者认为这一领域现存的问题和今后的研究方向。