恐惧管理中死亡焦虑不同防御机制之间的关系

根据恐惧管理理论, 个体主要通过世界观、自尊和亲密关系三种防御机制来应对必死性意识引发的死亡焦虑。主流观点认为三种防御机制在防御死亡焦虑时的地位是平等的, 符合“流动补偿机制”。本文讨论了流动补偿机制的局限性, 提出三种防御机制之间关系的新观点: 优先级假设, 认为三种防御机制地位并非平等, 而是存在优先级: 亲密关系优先于世界观和自尊, 世界观优先于自尊。在梳理了支持证据后, 本文尝试从发展性视角对优先级假设提出可能的解释, 认为这种优先级来源于防御机制的发展顺序和衍生关系。     

揭秘经济管理中的行为异象：心理账户理论的应用启示

2017年Richard H. Thaler获得诺贝尔经济学奖, 其重要的研究贡献之一是催生并发展了心理账户理论。心理账户理论被广泛用于解释经济管理中的行为异象。文章以消费决策、金融管理决策两大领域的应用研究为外在逻辑, 以心理账户的设立、运算和关闭过程的特点为内在逻辑, 重点探讨了消费决策中的“标签效应”、“预算效应”、“价格幻觉”、“解耦效应”和“效用偏差”; 金融管理决策中的“粘蝇纸效应”、“薪酬感知之谜”、“税收-投资之谜”、“会计信息披露之谜”和“处置效应”十大行为异象。文章进一步提出未来可能的两个研究方向, 一是通过眼动技术和认知神经科学方法揭示心理账户影响行为决策的内在过程及神经机制; 二是将心理账户理论应用于“以小拨大”的行为助推, 助力政府公共管理和企业管理决策。     

Take a break! Benefits of sleep and short breaks for daily work engagement

The current study investigates the benefits of a good night’s sleep and short work breaks for employees’ daily work engagement. It is hypothesized that sleep and self-initiated short breaks help restore energetic and self-regulatory resources which, in turn, enable employees to experience high work engagement. A daily diary study was conducted with 107 employees who provided data twice a day (before lunch and at the end of the working day) over 5 workdays (453 days in total). Multilevel regression analyses showed that sleep quality and short breaks were beneficial for employees’ daily work engagement. After nights employees slept better, they indicated higher work engagement during the day. Moreover, taking self-initiated short breaks from work in the afternoon boosted daily work engagement, whereas taking short breaks in the morning failed to predict daily work engagement. Taking short breaks did not compensate for impaired sleep with regard to daily work engagement. Overall, these findings suggest that recovery before and during work can foster employees’ daily work engagement.     

Narrow lanes and their effect on drivers’ behaviour at motorway roadworks

In recent years, more use of narrow lanes as a temporary traffic management scheme (TTMS) on UK motorway roadwork sections has been made. The rationale is to free up carriageway space, especially for sites with high traffic demands needing repairs. What remains to be determined is the impact of this work on traffic operation. This is important due to the need to manage traffic operational turbulence which could affect the capacity as well as safety levels in roadwork sections. Site observations (mainly using camcorders from overhead bridges) were made which uncovered two discernible patterns of driving behaviour where narrow lanes are implemented at roadworks, especially when heavy goods vehicles (HGVs) are present: (i) “avoiding” passing/overtaking HGVs travelling in the adjacent lanes and (ii) lane “repositioning” while passing/overtaking which might cause some turbulence to traffic operation. From one site, almost half of the passenger car drivers (including small vans) who were following a HGV on the adjacent lanes were avoiding passing that HGV. Also, nearly three quarters of the observed passenger cars, the passenger car drivers tried to position their vehicles as far away as possible, laterally, from the adjacent HGV while passing/overtaking that HGV in order to widen the lateral gap between their vehicles and the HGV. This resulted in driving too close to the edge of the road markings of their current lane away from the HGV. Therefore, this paper aims to report on the “avoiding” and lane “repositioning” behaviours to help inform traffic management teams/designers using narrow lanes as TTMS and make them aware of such behaviours (especially for motorway sections carrying high percentages of HGVs). Also, the finding from these observations were used in the development of a new micro-simulation model in order to evaluate the effect of such turbulence.     

Workplace diversity in South Africa: Its qualities and management

This qualitative study explored diversity management strategies used by South African financial institutions. The sample included 72 employees (33.33% females; 39.08% Indigenous African language speakers). Of the participants, 44.45% were white, 28.57% were black, 22.22% were Indian, and 4.78% were from the Coloured population group. The participants completed focus-group interviews or individual interviews on their workplace diversity experiences and its management. Themes emerging from Atlas.ti and Tesch’s data analyses included the consensus view that effective diversity management proactively addressed cultural differences, stereotyping, prejudice, discrimination, misunderstandings, communication gaps, and conflict due to organisational hierarchical levels. Organisational competitiveness is enhanced through client focused services and an employee valuing work environment. However, some of the employees also viewed diversity initiatives as costly, time-consuming, and forced on employees.     

Stress Management for College Students: An Experiential Multi-Modal Approach

This quasi-experimental study evaluated the effectiveness of a multi-modal experiential stress management course for college students. Experiential approaches included yoga, mindfulness hiking, and equine-assisted stress management activities. Univariate analysis of covariance revealed significantly lower perceived stress for the experimental group at the conclusion of the stress management course. Repeated measures univariate analysis of variance revealed that the stress management course significantly reduced present moment stress over time and that equine-assisted activities were as effective as yoga and mindfulness hiking in reducing student stress.     

松-紧文化:跨文化心理学研究的新维度

松-紧文化是跨文化心理学研究的新维度,它发轫于人类学的文化田野考察,致力于刻画不同文化间社会规范强度和对偏差行为宽容程度的结构性特征.松-紧文化有其较为明确的概念定义和成因,以及在国家、区域和个体层次上的测量方法.松-紧文化已广泛运用于自我、人格、心理健康与幸福感、判断与决策、创新、脑认知神经和基因、恐怖主义与社会和谐等心理学基础和应用研究主题之中.未来研究可进一步甄别细分社会规范中的描述性规范和命令性规范,并综合吸收其它研究视角的长处.     

社会称许性反应的测量与控制

社会称许性反应是影响人格测验效度最常见的一种反应偏差,从20世纪30年代至今,测量学家一直努力揭示社会称许性反应的性质和内部结构,并开发社会称许性量表对其直接测量。本文综述了社会称许性量表的发展脉络,指出了至今遗留的问题。并且,从事前控制和事后控制的角度,对当前主要的控制社会称许性反应的方法进行了论述,指出了社会称许性量表的效度对事后控制方法的重要影响,并给出了一些如何控制社会称许性反应的指导建议。     

Understanding maladaptive responses to rejection: Aggression with an audience

Logically, responding aggressively to rejection is maladaptive because one is unlikely to seek a relationship with an aggressor. We predict that when concealed, the illogical aggressive response to rejection is more likely, whereas when the rejected individuals’ aggressive responses are perceived as public, the aggressive acts may be reduced. Participants were rejected by others (Experiment 1) or were either accepted or rejected during an online ball-tossing game (Experiment 2) and were then given an opportunity to aggress publicly or privately. Across experiments, when the opportunity to aggress was made public, rejected participants exhibited less aggressive behavior. When concerned about the perception of their public aggressive responses by others, rejected individuals’ aggressive responses diminished compared with those whose actions were private. Crucially, this extended to aggression visible only to neutral others, suggesting that effects cannot solely be due to fear of retribution.