Expertise in soccer teams: A thematic inquiry into the role of Shared Mental Models within team chemistry

AimsThe purpose of the current study was to establish a conceptual framework of team chemistry components in sport with an emphasis on Shared Mental Models (SMM).MethodElite soccer coaches (n = 6) and players (n = 3) were interviewed using a semi-structured interview guide. An inductive thematic analysis was employed to analyze the data.ResultsFour themes related to team chemistry components were identified: (1) members' characteristics (i.e., demographic data, on-field characteristics, and member's ego), (2) coach–players interactions (i.e., professional interaction and emotional intelligence of coaches), (3) interactions among the players (i.e., professional understanding, efficacy beliefs, team cohesion, players' emotional intelligence, team roles, and goals), and (4) interactions with environmental factors (i.e., owners, management, fans, and media).ConclusionsThe cognitive components of the team chemistry model were clustered to establish a conceptual framework of SMM. Furthermore, the cognitive-affective-social-behavioral linkage of team chemistry and athletic performance is examined in light of the emerged model and conceptual framework. Implications and future directions are also discussed.     

Cognitive mediation of putting: Use of a think-aloud measure and implications for studies of golf-putting in the laboratory

ObjectivesWhereas accounts of skilled performance based on automaticity (Beilock & Carr, 2001; Fitts & Posner, 1967) emphasize reduced cognitive involvement in advanced skill, other accounts propose that skilled performance relies on increased cognitive control (Ericsson & Kintsch, 1995). The objective of this study was to test predictions differentiating the automaticity and cognitive control accounts by assessing thinking during golf putting.DesignThe cognitive processes of less-skilled and more-skilled golfers were examined during putting using concurrent, think-aloud verbal reports. The design included putting conditions that differed in complexity and thus the need to adapt the putt to the particular conditions.MethodPutting complexity was manipulated via changes to putt length and perceived stress during putting. Putts were executed from two starting locations (i.e., the same starting location as the previous putt or a new starting location).ResultsThe analysis showed that, during putting: more thoughts were verbalized overall by more-skilled golfers than less-skilled golfers; both groups verbalized more thoughts overall during higher-complexity putts (i.e., longer distance putts, and putts under higher stress when executed from a new starting location) than lower-complexity putts; and the two groups did not differ significantly in the number of thoughts related to motor mechanics.ConclusionsThe results of this study provide support for a cognitive control account of skilled performance and suggest that the path to skilled performance involves the acquisition of more refined higher-level cognitive representations mediating planning and analysis.     

Psychosocial mediators of a theory-based resistance training maintenance intervention for prediabetic adults

Objective: Examine psychosocial mediators of the effects of high vs. low-dose resistance training (RT) maintenance interventions among older (ages 50–69), overweight and pre-diabetic adults.

Design: Participants (N = 123) completed a three-month supervised RT initiation phase and were subsequently randomised (time 1) to high or low-dose six-month unsupervised RT maintenance interventions (time 2), followed by a six-month no-contact phase (time 3).

Main Outcome Measures: Online measures of putative mediators and RT behaviour.

Results: RT intervention condition (high vs. low dose) had significant effects on change from time 1 to time 2 in behavioural expectation, self-regulation and perceived satisfaction (f² = .04–.08), but not outcome expectancies, RT strategies or behavioural intentions (f² ≤ .02). Change in each of the putative mediators, except for outcome expectancies (f² ≤ .02), had significant effects on RT behaviour at times 2 (f² = .12–.27) and 3 (f² = .23–.40). In a multiple mediation model, behavioural expectation (f² = .11) and self-regulation (f² = .06) mediated the effects of RT intervention condition on time 2 RT behaviour, whereas perceived satisfaction did not (f² = .01). Self-regulation was a significant mediator of intervention effects on time 3 RT behaviour (f² = .11), but behavioural expectation and perceived satisfaction were not (f² = .04).

Conclusions: Findings suggest that behavioural expectation and self-regulation are appropriate targets for RT maintenance interventions among at-risk older adults.     

绩效考核满意度对工作退缩行为的影响:有调节的中介效应

绩效考核满意度对员工工作行为的影响和作用机制一直是组织行为领域研究的重点。本研究采用《绩效考核满意度量表》、《在职行为量表》等研究工具,抽取419名在职员工,考察绩效考核满意度与工作退缩行为之间的关系以及组织公平感、道德型领导在其二者关系上的作用机制。结果发现:(1)绩效考核满意度与工作退缩行为之间存在显著负相关。(2)道德型领导调节绩效考核满意度和组织公平感之间的关系。(3)道德型领导调节绩效考核满意度和工作退缩行为之间的关系。(4)道德型领导和绩效考核满意度的交互作用通过分配公平、程序公平影响工作退缩行为。     

不同背景下不同频率闪烁的突显工效研究

本实验对黑、白背景下高频、中频、低频三种闪烁的突显工效进行了比较研究。实验结果表明：闪烁作为突显类型可以提高视觉搜索的绩效,而且,在闪烁的频率较高时（２７Ｈｚ以上）,这种闪烁的突显工效更为明显。视觉材料的呈现背景对闪烁突显视觉搜索绩效没有明显的影响,但在白背景下采用闪烁效果较好。     

“Bridging the Gap”: A reflexive thematic analysis of the experiences of therapy trainees transitioning from psychodynamic counselling to cognitive behavioural therapy

There is limited empirical research and insight into the experiences of therapy trainees who are being taught more than one psychotherapeutic approach during their training. Further understanding is warranted to ensure that a dual modality approach to training (that is, where therapists are trained in two paradigmatically distinct modalities) is experienced as worthwhile and acceptable to trainees and to better understand any challenges faced when transitioning between approaches. The aim of this study was to investigate trainees' experiences of transitioning from psychodynamic counselling to cognitive behavioural therapy (CBT) on a two-year master's degree that offers a dual modality approach to training. Data were collected from a sample of 8 trainees using an online semistructured questionnaire. These data were analysed using Braun and Clarke's (2020) reflexive thematic analysis. Four main themes were identified: (1) perceived competence; (2) preparedness; (3) professional advantages; and (4) external challenges. The findings suggested considerable individual variation in the ease with which participants navigated the transition between therapeutic modalities. Those who found the transition easier used the structure of CBT to provide a framework and point of difference that allowed them to temporarily suspend their psychodynamic learning in order to embrace a new therapeutic approach. Others experienced the move to CBT as posing a threat to their developing identities as counsellors. Recommendations are made on how to prepare trainees for the transition including exploring the psychological impact of transitions, increasing opportunities for reflective practice and facilitating exploration of what it means to be a therapist trained in two distinct therapeutic modalities.     

我国公务员绩效评估公平性的影响因素研究

本论文以国家公务员为对象,从背景、核心自我评价和组织文化的层面来探讨公务员绩效评估公平性的影响因素。结果表明,在公务员个人属性变量上,性别、职级、收入、工龄和年终绩效等级对绩效评估公平性上存在显著影响;单位组织文化各因子特别是诚信公正因子对公务员绩效评估公平性的影响最大,核心自我评价各因子对公平性的影响不大。     

生涯适应力的作用：个体与组织层的跨层面分析*

生涯适应力(career adaptability)是生涯建构理论提出的自我职业生涯管理的核心概念,但国外理论和实践一直认为生涯适应力是一把双刃剑(生涯适应力高的员工工作绩效高,但其离职意向也高),本研究将对此进行检验;同时,生涯适应力作为个体职业生涯开发的核心变量,它在组织职业生涯管理跨层面作用中的价值也未曾研究。通过员工在两个时间点自评和管理者他评问卷,获得54家单位的485份有效调查问卷。结构方程模型分析的结果表明,生涯适应力不仅与工作绩效有显著正相关,而且也与离职意向有显著负相关。层次回归分析结果表明,工龄是生涯适应力与离职意向、工作绩效关系的调节变量;也就是说,工龄短员工的生涯适应力与工作绩效呈显著正相关,与离职意向呈显著负相关,但工龄长员工的生涯适应力与二者的关系都不显著。基于跨层面研究设计,多层线性模型(HLM)分析的结果表明,生涯适应力是组织职业生涯管理与个体工作绩效之间的完全中介变量,但在组织职业生涯管理与离职意向之间的中介作用不显著。这不但回答了生涯适应力对组织价值的管理困境问题,也解决了组织职业生涯管理与个体工作绩效的连接纽带问题。