编码后奖赏影响基于议程的学习：奖赏预期和结果的作用

基于ABR模型考察奖赏预期和奖赏结果对不同难度词对记忆与元记忆的影响。结果发现：(1)限时学习条件下,奖赏结果促进不同难度词对记忆成绩和学习判断,奖赏预期仅提高简单词对的记忆成绩。(2)自定步调学习条件下,定时学习判断时奖赏结果仅影响学习判断;奖赏预期促进高难度词对的学习时间分配,从而提高记忆成绩和学习判断。(3)在自定步调学习时,奖赏预期超越难度成为影响学习时间分配的因素。以上结果表明,个体会综合奖赏预期、奖赏结果和难度构建学习议程,足够大的奖赏预期会超越难度成为议程构建的主导因素。但奖赏预期和奖赏结果对记忆成绩、学习时间分配和学习判断的影响受学习条件调节。     

SPIRITUAL INTELLIGENCE: PROCESSING DIFFERENT INFORMATION OR PROCESSING INFORMATION DIFFERENTLY?

This article introduces the concept of spiritual intelligence in terms of a natural human ability to take a different perspective on reality rather than an extraordinary ability to engage with a different/supernatural reality. From a cognitive perspective, spiritual intelligence entails a re-balancing of the two main modes of human cognition, with a prioritization of the holistic-intuitive mind over the conceptual one. From the psychological and phenomenological perspectives, it involves a different kind of engagement with information: slower, more participatory, less objectifying, and not focused entirely on problem solving. The article ends with a reflection on the theological implications of the proposed model and how such an account of spiritual intelligence as knowing differently might relate to theological anthropology and the theology of the spirit and the spiritual.     

Year of Zoom in a Year of Doom: Lessons Learned Delivering ERP Remotely During the COVID-19 Pandemic

In response to the COVID-19 pandemic and consequential shutdown measures, many mental health professionals started providing therapy to patients exclusively via telehealth. Our research center, which specializes in studying and treating obsessive-compulsive disorder (OCD), historically has provided in-person exposure and response prevention (ERP) to adults with OCD, but shifted to telehealth during the pandemic. Unlike in other modes of talk therapy, ERP’s emphasis on therapist-supervised exposures presented unique opportunities and challenges to delivering treatment entirely via a virtual platform. This paper provides case examples to illustrate lessons we learned delivering ERP exclusively via telehealth in New York from March 2020 through June 2021 and offers recommendations for future study and practice. Though we observed a number of drawbacks to fully remote ERP, we also discovered advantages to delivering ERP this way, meriting additional research attention.     

Personality traits,coping strategies and quality of life in patients of hepatitis C

IntroductionIn recent decades, hepatitis has become a community health issue. A severe, asymptomatic and unobserved acute disease could be resulted by HCV and it could be treated completely in few cases or could result in chronic hepatitis.ObjectiveThe current research investigated the relationship among personality traits, coping strategies and quality of life in patients of hepatitis C in Pakistan.MethodTotal 102 patients of HCV were selected from government, semi-government and private hospitals. Mental Health Screening Questionnaire (Mirza & Kausar, 2008) was used to screen the patients. The Urdu versions of Big Five Inventory (John & Srivastava, 1999), Coping Strategies Questionnaire (Kausar & Munir, 2004) and Quality of Life-BREF (1997) were used to measure the study variables.ResultsThe results showed that extraversion had positive relationship with the subscales of quality of life except physical health. Conscientiousness had positive relationship with physical and psychological health. Neuroticism had negative relationship with all the domains of quality of life. Openness to experience had positive relationship with psychological health and environment. religious coping and conscientiousness positively predicted physical health, whereas, agreeableness was the negative predictor of physical health. Psychological health and social relationships were positively predicted by active focused coping, whereas, neuroticism negatively predicted psychological health.ConclusionThe results of present research indicated significant contribution of personality traits and coping strategies in maintaining quality of life of HCV patients. The clinical implications to improve quality of life of HCV patients are discussed in light of results.     

Systematic review of interruption and redirection procedures for autistic individuals

Interruption and redirection (IR) procedures involve systematically disrupting an undesirable behavior and prompting an individual to engage in an alternative behavior. These procedures have been frequently assessed for reducing repetitive behaviors for autistic individuals. The primary purpose of this review was to assess IR interventions to determine whether outcomes vary according to intervention characteristics, dependent variable types, design quality, or publication status. A secondary purpose was to assess the extent to which generalization and maintenance outcomes were measured and whether characteristics of these conditions were related to outcomes. IR interventions were moderately successful for reducing repetitive behaviors but less effective for improving corollary variables such as appropriate vocalizations and functional engagement. Generalization and maintenance outcomes, when measured, were poor. Results indicate the need for alternative or augmentative procedures that focus on engagement in meaningful interactions and activities.     

So you think you are an ally? Effects of (in)congruence between men's self-perceptions and women's perceptions of men's values and allyship on women's inclusion and vitality

As public consciousness of sexism is increasing in the workplace (e.g., #MeToo movement), labelling oneself as an ally (e.g., UN HeforShe campaign) is becoming more socially desirable for men. However, do women agree with such men in their assessments of being allies? Importantly, how does women's agreement (or not) with men's self-assessments of allyship affect women's inclusion-relevant outcomes? Using a multi-informant design and data from 101 men–women colleague pairs, this study considered men's self-perceptions and women's other-reports of men's key allyship-relevant characteristics—justice, moral courage, civility and allyship. Polynomial regression and response surface analyses revealed differential impacts of (in)congruence between men's and women's perceptions on women's sense of inclusion and vitality. Simply, when women perceived men as higher (or the same) in justice, moral courage and civility than men reported themselves, it positively predicted women's outcomes. This suggests that humble self-presentation by men on characteristics that are parallel to allyship (but not allyship) may be ideal. Yet, both under- and overestimation by men on allyship itself predicted poorer outcomes for women, suggesting that the ideal is for men to have an accurate assessment of their own strengths and weaknesses as an ally.     

It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process

Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability. Through two online experiments (N₁ = 170, N₂ = 251), we found mixed support for this proposition. In our first study focused on cover letters, we found that applicants who reported FWE were not appraised differently than those who did not. In our second study focused on letters of recommendation, however, we found that applicants who reported FWE were perceived as less qualified and less hireable. Moreover, we found that the level of job (i.e., service vs. managerial) moderates these relations, such that managerial applicants with FWE on their letter of recommendation were perceived as less hireable than those who did not. Implications for research and practice are discussed, and future research directions are offered.     

Getting interested in interests for employee selection: Key concerns and areas for future research

The paper by Wille and De Fruyt suggests that vocational interests should be used throughout the human resources cycle and provides a useful model that can facilitate the application of interests throughout this process. This commentary builds on their review to discuss the unique benefits and challenges of implementing vocational interests in the employee selection process. Using research from the employee selection literature, we also discuss potential solutions for many of the issues raised by Wille and De Fruyt. Therefore, our commentary is meant to supplement the focal article and answer specific questions about why and how vocational interests can be used in this high-stakes setting.     

Hiring on vocational interests to simultaneously improve validity and organizational diversity

We discuss how using vocational interests in the selection process can help address the diversity-validity dilemma. First, we point out how incorporating vocational interests as predictors in selection could help to reduce adverse impact. We further suggest that by using optimal predictor weights, one could simultaneously improve validity while enhancing organisational diversity. Finally, the predictive validity of vocational interests arises from their ability to capture the congruence between individuals and occupations, which is a cross-level phenomenon. Thus, when gathering validity evidence for vocational interests, multi-occupation samples should be incorporated into validation efforts.     

Intentional response distortion during the COVID-19 pandemic

COVID-19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self-reported by applicants regarding their potential employability (e.g., responses to self-reported personality instruments, resumes, interview responses). Drawing from the Valence-Instrumentality-Expectancy (VIE) theory of motivation, we propose that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID-19 was most salient. In a sample of 213 working adults [~50% female, age M = 38.48], the present study shows that increases in response distortion on a measure of conscientiousness were more pronounced as a function of (a) local COVID positivity rates and (b) job type, such that frontline workers distorted their responses the most. Findings are discussed in the context of VIE theory, personality measurement, and challenges with maintaining effective selection procedures.