Cultural representations of thinness in women, redux: Playboy magazine's depiction of beauty from 1979 to 1999

Playboy's portrayal of the male ideal of feminine beauty, in terms of overall body size, percent normative weight, and waist-to-hip ratios (WHRs), was analyzed for the years 1979–1999. Trends were examined through body measurements obtained from Playboy centerfolds. Results reveal a continuation of the low body mass index (BMI) found in the Playmates by earlier studies; however, for the 21 years examined, the trend towards increasing thinness seems to have stabilized and may have begun to actually reverse. There was also an increase in the centerfolds’ WHRs over the 21-year time period. Overall, the results support the continued valuing in American society of a thin ideal for women; while the images of beauty have become somewhat heavier over the 21-year period reviewed, the Playmates remain markedly below weights normative for their age group.     

The swimsuit issue: Correlates of body image in a sample of 52,677 heterosexual adults

Past research on adults’ body image has typically used small convenience samples, limiting the ability to examine associations of personal characteristics to body satisfaction. This study of 52,677 heterosexual adults ages 18–65 examined associations of body satisfaction to age, height, gender, and body mass index (BMI). Age and height were mostly unrelated to body satisfaction. Consistent with an Objectification Theory perspective, fewer men than women reported being too heavy (41% versus 61%), rated their body as unattractive (11% versus 21%), or avoided wearing a swimsuit in public (16% versus 31%). Men felt better about their bodies than women across most of the weight span, although among underweight individuals, women felt better than men. Slender women (BMIs 14.5–22.49) were more satisfied than most other women (BMIs 22.5–40.5). Among men, underweight and obese men were least satisfied. These findings highlight gender differences in the association of weight to body satisfaction.     

An exact and optimal standardized person test for assessing consistency with the rasch model

The Rasch model predicts that an individual's ability level is invariant over subtests of the total test, and thus, all subtests measure the same latent trait. A person test of this invariance hypothesis is discussed that is uniformly most powerful and standardized in the sense that the conditional distribution of the test statistic, given a particular level of ability, does not depend on the absolute value of the examinee's ability parameter. The test can be routinely performed by applying a computer program designed by and obtainable from the author. Finally, a suboptimal test is derived that is extremely easy to use, and an overall group test of the invariance hypothesis discussed. All tests considered do not rely on asymptotic approximations; hence, they may be applied when the test is of only moderate length and the group of examinees is small.     

情绪调节灵活性对负性情绪的影响：来自经验取样的证据

情绪调节灵活性是指个体根据不断变化的情境需求灵活部署情绪调节策略的能力。本研究采用经验取样方法,通过拟合个体在日常生活事件(如,未通过考试)和突发公共卫生事件(COVID-19)中的策略使用剖面结构和情境负性程度与策略使用程度的共变关系测量个体的情绪调节灵活性水平,并探讨其对个体后续负性情绪(抑郁和焦虑)的影响。两个独立样本结果表明：单一策略使用偏好(如沉浸偏好和表达抑制偏好)的个体在负性生活事件中和疫情期间经历了更高水平的抑郁和焦虑情绪。此外,当个体随情境负性程度提高使用更多分心策略,而随情境负性程度降低使用更多认知重评策略(意味较高的情绪调节灵活性),其抑郁和焦虑情绪水平更低。以上结果共同证实了情绪调节灵活性有利于减少个体的负性情绪体验。     

Selecting entrepreneurial employees using a person-group fit perspective

As jobs become unstructured and collective endeavor oriented, it is increasingly being realized that work groups must become more autonomous and entrepreneurial. The selection literature is however silent on the predictive mechanisms that may be leveraged to select group members with the desired competencies. The person-group fit perspective enables us to hypothesize and demonstrate that selection instruments geared toward gauging an individual's fit within a group are likely to manifest entrepreneurial competencies and behaviors in the individual. Further, the nature of the job, in terms of the structuredness of work (task formalization) and the repetitiveness of work activities (task routinization), has a moderating impact on the relationship between overall entrepreneurial competence and selection practices. The study has implications for incorporating the principles of person-group fit into the design of job profiles.     

Exact person fit indexes for the rasch model for arbitrary alternatives

A new algorithm for obtaining exact person fit indexes for the Rasch model is introduced which realizes most powerful tests for a very general family of alternative hypotheses, including tests concerning DIF as well as model-deviating item correlations. The method is also used as a goodness-of-fit test for whole data sets where the item parameters are assumed to be known. For tests with 30 items at most, exact values are obtained, for longer tests a Monte Carlo-algorithm is proposed. Simulated examples and an empirical investigation demonstrate test power and applicability to item elimination.The author wishes to thank Elisabeth Ponocny-Seliger and the reviewers for many helpful comments. All exact goodness-of-fit tests proposed in this article are implemented in the menu-driven program T-Rasch 1.0 by Ponocny and Ponocny-Seliger (1999) which can be obtained from ProGAMMA (WWW: http://www.gamma.rug.nl) and also performs nonparametric tests.     

The asymmetric effect of regulatory fit on moral judgments of other-oriented lies

We examined whether regulatory fit effects are asymmetric—namely, whether they occur only among individuals with a promotion focus or a prevention focus. We adopted a task where individuals make moral judgments of other-oriented lies and conducted three studies. The results indicated that prevention-focused individuals judged other-oriented lies based on a vigilant strategy as more moral than lies based on an eager strategy (Studies 1 and 2). Meanwhile for promotion-focused individuals, there were no differences between eager and vigilant strategies on moral judgments of other-oriented lies. Additionally, the results suggested that the feeling of rightness is an underlying mechanism of the regulatory fit effects of prevention focus (Study 3).     

基于基尼指数的双目标CD-CAT选题策略

双目标CD-CAT的测验结果既可用于形成性评估也可用于终结性评估。基尼指数可度量随机变量的不确定性程度, 值越小则随机变量的不确定程度越低。本文用基尼指数度量被试知识状态类别以及能力估计置信区间后验概率的变化, 提出基于基尼指数的选题策略。Monte Carlo实验表明与已有的选题策略相比, 新策略的知识状态分类精度和能力估计精度都较高, 同时能有效兼顾题库利用均匀性, 并能快速实时响应, 且受认知诊断模型和被试知识状态分布的影响较小, 可用于实际测验中含多种认知诊断模型的混合题库。     

主动性人格对小学教师工作满意度的影响:一个有调节的中介模型

该研究探讨了主动性人格与小学教师工作满意度的关系,并提出一个有调节的中介模型,考察个人-工作匹配的中介效应和工作-家庭冲突对该效应的调节效应。研究采用主动性人格量表、个人-工作匹配量表、工作-家庭冲突量表和工作满意度量表对8所小学420名教师进行测查,结果表明：（1）主动性人格对个人-工作匹配和工作满意度均有显著的正向预测作用;（2）个人-工作匹配在主动性人格与工作满意度之间起着中介作用;（3）个人-工作匹配与工作满意度的关系（中介效应的后半段路径）受到工作-家庭冲突的调节,即工作-家庭冲突可以降低个人-工作匹配对工作满意度的正向影响。因此,主动性人格和工作满意度之间存在有调节的中介效应。     

The Effects of Regulatory Fit between Explanation Framing and Applicants’ Regulatory Foci on Applicant Reaction

Abstract

Drawing from regulatory fit theory and the literature on persuasion, the current study is the first to explore whether the fit between explanation framing and applicants’ regulatory foci could enhance applicant reaction. We hypothesized that a positively framed explanation fits with applicants’ promotion foci and that a negatively framed explanation fits with applicants’ prevention foci. Three studies were conducted in which participants with different regulatory foci rated their perceived procedural fairness and organizational attractiveness after reading differently framed recruitment advertisements, rejection letters, and job offer letters. The results supported our hypothesis by showing significant interactions between explanation framing and participants’ regulatory foci on procedural fairness and organizational attractiveness perception in the contexts of recruitment advertising and rejection letters. In these contexts, compared with receiving a negatively framed explanation, promotion-focused recipients reported higher levels of perceived fairness and organizational attractiveness after receiving a positively framed explanation, and promotion-focused recipients’ fairness and attractiveness perceptions were higher than prevention-focused recipients’, after receiving a positively framed explanation. Moreover, perceived procedural fairness mediated the relationship between regulatory fit and perceived organizational attractiveness. However, regulatory fit effects were not found in the context of job offer letters.