关于矛盾态度的研究述评

矛盾态度是个体对同一客体同时存在的积极和消极评价与情感。本文主要阐述了矛盾态度的概念界定与测量方法,矛盾态度的相关因素与基本特性,以及矛盾态度对信息加工、行为意图和实际行为的影响。最后,文章指出矛盾态度的界定与测量还需扩展,对引发矛盾的客体、矛盾态度特性有待深入研究。     

A Comprehensive Examination of the Model Underlying Acceptance and Commitment Therapy for Chronic Pain

The therapeutic model underlying Acceptance and Commitment Therapy (ACT) is reasonably well-established as it applies to chronic pain. Several studies have examined measures of single ACT processes, or subsets of processes, and have almost uniformly indicated reliable relations with patient functioning. To date, however, no study has performed a comprehensive examination of the entire ACT model, including all of its component processes, as it relates to functioning. The present study performed this examination in 274 individuals with chronic pain presenting for an assessment appointment. Participants completed a battery of self-report questionnaires, assessing multiple aspects of the ACT model, as well as pain intensity, disability, and emotional distress. Initial exploratory factor analyses examined measures of the ACT model and measures of patient functioning separately with each analysis identifying three factors. Next, the fit of a model including ACT processes on the one hand and patient functioning on the other was examined using Structural Equation Modeling. Overall model fit was acceptable and indicated moderate correlations among the ACT processes themselves, as well as significant relations with pain intensity, emotional distress, and disability. These analyses build on the existing literature by providing, to our knowledge, the most comprehensive evaluation of the ACT theoretical model in chronic pain to date.     

Letting a little nonverbal air into the room: Insights from acceptance and commitment therapy Part 1: Philosophical and theoretical underpinnings

In recent years, a new “wave” of mindfulness based Cognitive Behavior Therapies (CBT) has become popular. Such approaches include Acceptance and Commitment Therapy (ACT; Acceptance and commitment therapy: An experiential approach to behaviour change. New York: Guilford Press, 1999), Mindfulness-based Cognitive Therapy for Depression (Mindfulness-based cognitive therapy for depression: A new approach to preventing relapse. New York: Guilford Press, 2002), and Mindfulness-based Stress Management (Full catastrophe living: using the wisdom of your body and mind to face stress, pain, and illness. New York: Dell Publishing, 1990). In contrast to traditional CBT, these approaches often minimize attempts to change the form and frequency of dysfunctional thoughts. Is there any way to integrate traditional CBT with mindfulness based CBT? To answer this question, we discuss the philosophical and theoretical underpinnings of one form of traditional CBT (Rational-Emotive and Cognitive Behavioral Therapy) and one form of mindfulness based CBT (ACT). We argue that some aspects of each therapy can be integrated. However, in order to prevent techniques from being used haphazardly or inconsistently, we suggest that the different forms of CBT need to be driven by a common philosophical orientation (e.g., functional contextualism) and theoretical orientation (e.g., Relational Frame Theory).     

LETTING A LITTLE NONVERBAL AIR INTO THE ROOM: INSIGHTS FROM ACCEPTANCE AND COMMITMENT THERAPY PART 2: APPLICATIONS

Acceptance and Commitment Therapy (ACT) and Rational-Emotive Behavior Therapy (REBT) seem to have much in common. For example, they both seek to increase client’s willingness to accept inevitable, unpleasant experience. However, the techniques the therapies use to increase acceptance are often quite different. Building on the philosophical and theoretical framework presented in the previous paper, we discuss the major practical differences between ACT and REBT. We then suggest some concrete ways that the two approaches can be integrated. Such integration may greatly expand the sorts of techniques that a therapist can effectively use in the therapy room. Address correspondence to Joseph Ciarrochi, Department of Psychology, University of Wollongong, Wollongong, NSW 2522, Australia     

Commitment using punishment.

Experimental parameters were adjusted so that pigeons' pairwise choices among three alternatives reflected the following order of preference: (a) a smaller-sooner reinforcer, (b) a larger-later reinforcer, and (c) the smaller-sooner reinforcer followed by a punishment (consisting of an extended blackout period). After this order of preference was established, the pigeons were exposed to a two-link, concurrent-chain-like choice procedure. One terminal link consisted of a choice between the smaller-sooner and the larger-later reinforcer; the other terminal link was identical to the first except that the smaller-sooner reinforcer was followed by blackout punishment. The pigeons' preference (in their initial-link choice) for the terminal link with the punished smaller-sooner alternative increased as the delay between the initial and terminal links increased. By choosing this terminal link, the pigeons are said to have "committed" themselves to obtaining the larger-later reinforcer. However, unlike prior studies of commitment (e.g., Rachlin & Green, 1972), it was still possible after making the commitment for the pigeons to choose the smaller-sooner reinforcer and undergo the punishment. The pigeons did in fact occasionally make this highly deleterious choice.     

The effects of labelling,expert testimony,and information processing mode on juror decisions in SVP civil commitment trials

Expert witnesses offering testimony in sexually violent predator civil commitment trials may use diagnostic labels that are either familiar (e.g. ‘psychopath’) or unfamiliar (e.g. ‘paraphilia’) to jurors. Using predictions based on cognitive experiential self-theory, we explored the influence of testimony type (clinical versus actuarial) and diagnostic label (psychopath versus paraphilia) on jurors motivated to adopt either an experiential processing mode (PM; in which heuristic cues may be strongly relied upon) or an analytic rational PM. Consistent with previous research, our results indicated that when given a psychopathic diagnostic label, mock jurors motivated to process information experientially were more influenced by clinical testimony, whereas mock jurors induced into a rational mode were more influenced by actuarial testimony. However, experientially oriented jurors given a paraphilia diagnostic label did not show the expected influence of clinical expert testimony, and instead were more persuaded by actuarial testimony. These findings are discussed from a judgement and heuristics cues framework. The implications of several procedural suggestions are examined. Copyright © 2009 John Wiley & Sons, Ltd.     

组织承诺研究的进展与展望

该文采取多测度分析的方法,从理论基础,概念性定义和操作定义,量表的信度、效度和影响变量等方面对组织承诺的已有研究进行回顾和分析。发现现有的组织承诺概念比较冗余,需要进行有效的整合,现有组织承诺量表需要在内容效度、汇聚效度和区分效度等指标上进行深入探索;目前关于组织承诺的研究多从离职/留职意向的角度进行探讨,缺乏从雇佣关系的角度进行的系统研究;需要进行纵向研究以获得组织承诺和其他一些员工态度变量之间的因果关系;后续研究可以从中介变量和调节变量的角度,详细考察组织承诺的不同维度的交互作用。     

Regulatory foci and organizational commitment

We use regulatory focus theory to derive specific predictions regarding the differential relationships between regulatory focus and commitment. We estimated a structural equation model using a sample of 520 private and public sector employees and found in line with our hypotheses that (a) promotion focus related more strongly to affective commitment than prevention focus, (b) prevention focus related more strongly to continuance commitment than promotion focus, (c) promotion and prevention focus had equally strong effects on normative commitment. Implications of these findings for the three-component model of commitment, especially the ‘dual nature’ of normative commitment, as well as implications for human resources management and leadership are discussed.     

企业员工的组织支持感

采用实证研究的方法探讨了企业员工组织支持感的结构维度及其与相关行为变量的关系。研究表明,我国员工组织支持感的因素结构不同于西方的单维结构,而是包括工作支持、员工价值认同和关心利益的三维度结构模型。组织支持感对感情承诺和利他行为具有积极的影响作用。程序公平影响组织支持感的形成     

IT企业员工多层次承诺对离职意向的影响

IT企业的高离职率成为信息技术行业面临的一大难题,本研究运用问卷调查了浙江IT企业员工的多层次承诺(组织承诺、团队承诺和职业承诺)及其离职意向。结果发现,IT企业员工组织承诺是影响离职意向的重要因素;同时IT企业员工的团队承诺和职业承诺是组织承诺影响离职意向的缓冲变量。其中,团队承诺越高,组织承诺对离职意向的影响就越大;而职业承诺越低,组织承诺对离职意向的影响就越大。最后对IT企业的员工的管理提出了建议。