Job crafting and extra-role behavior: The role of work engagement and flourishing

This study investigates whether crafting of job demands and resources relates positively to extra-role behavior (i.e. contextual performance and creativity) through work engagement and flourishing. We collected data from 294 employees and their supervisors regarding employees' contextual performance and creativity. Results show that seeking resources had a positive indirect relationship with contextual performance through work engagement, and with creativity through work engagement and flourishing. Reducing demands had negative indirect relationships with both contextual performance and creativity through work engagement. We conclude that particularly seeking resources has important implications for extra-role behavior and discuss the practical implications of these findings.     

Perfectionism: A contributor to social anxiety and its cognitive processes

The present study aimed to examine how perfectionism is contributing to social anxiety and its cognitive processes of post‐event rumination and self‐perception of performance following a speech task. Forty‐eight undergraduate students completed measures of perfectionism and trait social anxiety prior to performing a 3‐min impromptu speech task. Immediately following the speech task, participants rated their state anxiety and self‐perception of performance, and 24 hr later, their level of post‐event rumination was measured. Structural equation modelling revealed that perfectionism, in the form of socially prescribed perfectionism and doubts about actions, directly influences trait social anxiety, and indirectly influences post‐event rumination and self‐perception of performance through its relationship with trait social anxiety and state anxiety. This is the first study to investigate how perfectionism is contributing to social anxiety and its cognitive processes. The findings of this study provide evidence in support of the potential predictive role of perfectionism in social anxiety.     

小学生数学应用题解题水平影响因素的实验研究

该研究采用四因素混合实验设计考察不同的问题呈现方式对不同视空间能力、场认知方式以及不同年级小学生的数学应用题解题水平的影响情况,研究得出以下结论:有一定视觉提示的问题呈现方式在不同程度上促进了小学生数学应用题解题水平的提高,但不同的问题呈现方式对不同被试影响情况不同;低空间能力-场依存型被试在图形提示的呈现方式下解题水平提高程度最大。     

学习成绩差与成绩好学生短时记忆特点的比较研究

本研究比较了小学１、３、５年级学习成绩好／差学生在图片、数字、词汇记忆上的特点。结果表明：（１）在图片记忆上,两组儿童的成绩没有差异。１、３年级优差生间的差异主要在数字与具体词汇记忆中;５年级两组学生的差异主要在数字与抽象词汇记忆中。（２）从提示／非提示及击中虚假刺激的结果看,两组儿童在记忆上的差异部分地是由于策略运用上的差异。经过提示,学习不良儿童在数字和词汇记忆上的成绩有了提高。     

A meta-analysis on promotion- and prevention-focused job crafting

The purpose of this study is to present a meta-analytical summary of the job crafting literature. We integrate resource- and role-based job crafting conceptualizations in one job crafting model, which can theoretically account for beneficial and detrimental job crafting effects. Applying reasoning from regulatory focus theory we differentiated promotion-focused (increasing job resources and challenging job demands; expansion-oriented task, relational, and cognitive crafting) from prevention-focused (decreasing hindering job demands; contraction-oriented task and relational crafting) job crafting. We hypothesized that promotion-focused job crafting relates positively and prevention-focused job crafting relates negatively with employee health, motivation, and performance. Results of cross-sectional meta-analytical structural equation modelling showed that promotion-focused job crafting was positively related with work engagement and negatively related with burnout, while prevention-focused job crafting was negatively related with work engagement and positively related with burnout. Moreover, promotion-focused job crafting was positively and prevention-focused job crafting was negatively related with performance through work engagement and burnout. Results of longitudinal meta-analytical structural equation modelling showed that there were reciprocal, positive relationships between promotion-focused job crafting and work engagement, and between prevention-focused job crafting and burnout. Implications for future research and practice are discussed.     

内隐绩效模型对绩效评估一致性的效应分析

本文在以往研究基础上,对评估者的内隐绩效模型进行了理论分析和实证研究。通过对上级、一级评估者的内隐绩效模型和对下级绩效评估的比较研究发现,上下级主估者的内隐绩效模型存在差异,并对绩效评估的一致性有重要的影响作用。本文还对内隐绩效模型的形成进行了探讨。     

Postoperative Cognitive Dysfunction Versus Complaints: A Discrepancy in Long-Term Findings

This review describes the discrepancy in findings between postoperative cognitive performance and postoperative cognitive complaints long time after an operation under general anesthesia. Shortly (from 6 hr to 1 week) after an operation a decline in cognitive performance is reported in most studies. However, long time (from 3 weeks to 1–2 years) after an operation this is rarely found although some patients are still reporting cognitive complaints. In general this kind of research is suffering from severe methodological problems (use of insensitive tests, lack of control groups, lack of parallel tests, different definitions of cognitive decline). However, these problems cannot totally explain the discrepancy in findings in the long term. Thus, there are patients who have persistent cognitive complaints long time after an operation, that cannot be measured with cognitive tests. More psychological factors such as fixation on short-term cognitive dysfunction, mood, coping style, and personality are possible explanations for these cognitive complaints in the long term. As a consequence, these factors should be a topic in future research elucidating the persistence of these cognitive complaints long time after an operation under general anesthesia.