初探健康管理与我国糖尿病的预防与控制

近年来,我国糖尿病发展的势头迅速,成为糖尿病患病率增长最快的国家之一,给社会和经济带来了巨大的负担。文章针对我国的糖尿病的流行现状及其带来的经济负担,分析了实施糖尿病健康管理的现实意义,并借鉴美国健康管理的经验,构思了我国社区的促进糖尿病防制的健康管理模式。     

From goal motivation to goal progress: the mediating role of coping in the Self-Concordance Model

Abstract

The present studies examined the mediating role of self-regulatory mechanisms in the relationship between goal motivation and goal progress in the Self-Concordance Model. First, a systematic review, using meta-analytical path analysis, supported the mediating role of effort and action planning in the positive association between autonomous goal motivation and goal progress. Second, results from two additional empirical studies, using structural equation modeling, lent credence to the mediating role of coping in the relationship between goal motivation and goal progress of university students. Autonomous goal motivation was positively associated with task-oriented coping, which predicted greater goal progress during midterm exams (Study 1, N=702) and at the end of the semester in a different sample (Study 2, N=167). Controlled goal motivation was associated with greater disengagement-oriented coping (Study 1 and Study 2) and lesser use of task-oriented coping (Study 2), which reduced goal progress. These results held up after controlling for perceived stress (Study 2). Our findings highlight the importance of coping in the “inception-to-attainment” goal process because autonomous goal motivation indirectly rather than directly predicts goal progress of university students through their usage of task-oriented coping.     

国外护士道德韧性的研究进展及启示

结合既往资料,对国外护士道德韧性的概念发展、特征、测量工具、影响因素、作用进行具体综述。道德韧性的6个特征包括个人正直、关系正直、适应力、自我调节、自我管理、道德效能。护士道德韧性的影响因素包括性别、年龄、协调联系、同伴支持、道德困扰和道德勇气。研究发现道德韧性可以作为抵抗道德困境的途径、提高护士心理健康水平,以及减少职业倦怠与降低离职率。总结提出宏观层面应制定政策、提供组织支持,中观层面培养道德韧性,微观层面指出我国护士道德韧性的研究发展方向,为国内护士道德韧性的发展提供参考。

     

Do worksite stress management programs attract the employees who need them and are they effective?

Employees who planned to attend a worksite stress management program (volunteers), those who planned not to attend (nonvolunteers), and those who had participated in worksite stress management training were assessed on the variables of work stressors, perceived stress, and organizational spontaneity (extrarole) behavior. Twelve hundred hospital employees were randomly selected from seven VA hospitals that had been offering a stress management program for at least 5 years. Participants received questionnaire packets in the mail and 461 (38%) of the employees responded. The results showed that volunteers reported significantly more perceived stress than the nonvolunteers. However, volunteers did not report greater frequency or intensity of work stressors. Also, respondents who had participated in past stress training reported less perceived stress than volunteers and significantly more organizational spontaneity behavior than respondents who had not participated in past stress training. These findings suggest that employees who plan to attend stress training have the greatest need and that the stress intervention reduces perceived stress levels and, possibly, affects work behavior.     

《管子》人才思想及其现代解读

《管子》是我国古代著名的一部子书,其中蕴涵着丰富的人才思想。它提出了一整套关于人才的培养、选拔、任用和激励等方面的措施和思想。对其包含的人才思想进行现代解读,对于现代人力资源管理具有积极的借鉴意义。     

Effects of team and organizational commitment – A longitudinal study

Retention management, i.e., keeping qualified employees, is a top priority for contemporary organizations. Commitment, and especially team commitment, can be the key to mastering this challenge. There is a lack of longitudinal research concerning the development and the direction of the effects of team commitment over time. In a longitudinal field-study design with three points of measurement, a total of 360 employees in 52 semi-autonomous industrial teams were surveyed over a period of three years. On the one hand, organizational commitment showed stronger effects on organization-related criteria (job satisfaction and intention to leave). These effects were consistent over the three points of measurement. Team commitment, on the other hand, affected team-related criteria (team performance and altruism). Longitudinal analyses confirmed the effects of organizational commitment on job satisfaction and intention to leave, and of team commitment on team performance and altruism. Moreover, these effects increased over time. Theoretical and practical implications of these findings are discussed.     

The impact of career boundarylessness on subjective career success: The role of career competencies, career autonomy, and career insecurity

Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies—knowing-why, knowing-how, and knowing-whom—and career autonomy and career insecurity. The results provided empirical support for the importance of career autonomy, career insecurity, and the development of knowing-why and knowing-how competencies in the successful pursuit of a boundaryless career. The implications of these findings are discussed.     

印象整饰与内隐态度效应

运用内隐联想测验对不同印象整饰水平个体的内隐态度进行了研究。结果表明：不同自我监控者的内隐性态度是存在的,高自我监控者的内隐态度和外显态度存在分离。研究对“印象整饰对强迫服从后态度改变的影响”的结果做出解释：自我监控者强迫服从后的态度中庸是其关注自身的公众形象而有意压抑和控制其内隐性的评价造成的。     

职业发展的混沌理论

传统职业理论主要是还原论范式的,包括结构论和过程论;自引入混沌理论以来,职业发展的研究范式发生了重大转变;文章在国外相关研究的基础从3个方面深入分析了职业发展的混沌特征,包括初值敏感性,分形和吸引子的作用,通过分析指出这一理论在职业咨询中的应用及其对理论研究的启示     

死亡凸显对自我姓名注意瞬脱对抗效应的影响

已有研究表明死亡凸显会抑制自我面孔和自我参照记忆加工的自我优势,可是死亡凸显对自我姓名的影响尚不明确,本研究采用事件相关电位技术,探索死亡凸显对自我姓名注意瞬脱对抗效应及其大脑神经活动的影响。58名被试在经历不同的启动任务后,完成自我姓名、朋友姓名和名人姓名的注意瞬脱任务。行为结果发现自我姓名识别正确率显著高于朋友姓名和名人姓名,表现出稳定的自我姓名加工的注意瞬脱对抗效应;电生理数据发现死亡启动后自我姓名诱发的P300波幅显著低于消极启动组和中性启动组,而朋友姓名和名人姓名并不受启动的影响。本研究结果与以往研究结果共同表明死亡想法凸显会使个体将抑制自我加工（自我姓名、自我面孔和自我参照记忆）作为应对远端死亡焦虑的一种手段。