秒回?信息通讯技术时代的职场通讯压力

职场通讯压力是指员工想要快速回复基于信息通讯技术(information and communication technology, ICT)的工作消息而体验到的紧迫性, 现有研究对其成因及影响路径的探讨较为零散且缺乏系统性认识。基于工作要求-资源模型并结合努力-恢复模型, 讨论作为工作要求的ICT使用以及作为个人要求/资源的个体因素对职场通讯压力的前因作用; 探讨职场通讯压力因阻碍恢复活动而对员工身心健康以及工作和家庭领域产生的消极影响, 以期增进对职场通讯压力的全面了解, 丰富现有研究对ICT使用后果的认识, 并为未来研究的展开以及员工职业心理健康干预实践提供参考。     

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (M_age = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.     

We need to move beyond rating scales,white faces and adult perceivers: Invited Commentary on Sutherland & Young (2022), understanding trait impressions from faces

Sutherland and Young's perspective is a timely and rigorous examination of trait impressions based on facial cues. We propose three strtegies to further advance the field: incorporating natural language processing, including diverse facial stimuli, and re-interpreting developmental data.     

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.     

教师工作满意度的测量研究

本研究运用一个＂教师工作满意度量表＂,对北京、天津、大连及青岛等四省市的２０４名小学教师进行了测量,结果表明：（１）教师们在工作性质、职业投入感及人际关系这些内在因素上的满意度较高,而在薪水、领导管理、进修提升及物理条件这些外在因素上的满意度较低;（２）女教师的工作满意水平显著高于男教师;（３）从事＂教师＂这一职业的动机对教师的工作满意度有显著的影响。     

Stimulus control and delayed reinforcement

Pigeons were tested for generalization along the line-orientation dimension, after being trained on various two-component multiple schedules. The first component contained either a variable-interval 1-min schedule of immediate reinforcement or an extinction schedule and was associated with a plain white key (S1). The second component contained a variable-interval 1-min schedule of delayed reinforcement and was associated with a black line on a white background (S2). The major results showed that (a) decremental gradients were obtained around the stimulus associated with the delayed reinforcement component when S1 was associated with extinction, but that incremental gradients were obtained when S1 was associated with immediate reinforcement, (b) the subjects' pretraining did not affect the generalization gradients if sufficient training on the terminal multiple schedule was provided, and (c) changing the S1 schedule from immediate reinforcement to extinction produced behavioral contrast if reinforcement was delayed for 10 sec during S2, but not if it was delayed for 20 sec.     

Structural models for the mediation of salience effects on attribution

Previous research has demonstrated that salient information is overrepresented in causal attributions. Two experiments were conducted to investigate potential mediators for this effect and to make a case for the use of structural models in explanations of process. Two mediators were considered: enhanced visual recall of salient stimuli and exaggerated schema-relevant recall of salient stimuli. Although analyses of variance supported the visual recall model, structural analyses demonstrated its implausibility. Analyses of variance and structural models revealed that schema-relevant recall, that is, information seen as representative of causal influence, is a plausible mediator; this was particularly true of relevant visual information. Results suggest that salience effects (S. E. Taylor & S. T. Fiske in L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 11). New York: Academic Press, 1978) are due to: (a) the attentional advantage of inherently salient visual events and (b) the influence of stored visual and nonvisual schema-relevant information on causal judgments.