未来时间洞察力的目标作用

未来时间洞察力是个体对未来时间的认知、体验和行动（或行动倾向）的一种人格特质,其目标不仅架起了现在与未来的桥梁,也影响个体的认知与行为,并且不同目标还具有不同的动力作用。但个体如何建构未来目标、确立优势目标等,需做进一步研究。     

The Effectiveness of Two Positive Career Counseling Modules for Working Parents in Taiwan

The purpose of this study was to explore the effectiveness of 2 positive career counseling modules—the strength‐centered career counseling (SCC) module and the goal‐oriented career counseling module—for working parents in Taiwan (23 men and 28 women). The study used an experimental design, and the instruments were the Personal Growth Initiative Scale, Job Satisfaction Inventory, and Career Self‐Efficacy Scale. A within‐subjects analysis of variance indicated that both modules were effective in personal growth initiative and career self‐efficacy, and SCC particularly had continuous effects on both of them. Advanced versions for the 2 modules and implications for future practice are discussed.     

健康目标启动降低高热量食物消费

高热量食物摄入导致的能量正平衡是导致肥胖的原因之一。本研究通过3个实验考察了健康目标启动能否以及如何降低高热量食物的消费, 提高低热量食物的消费。结果发现：(1)健康目标启动能够显著减少人们对高热量食物的消费, 增加对低热量食物的消费。(2)对食物的情感预测分别在健康目标启动减少高热量食物消费、增加低热量食物消费中起中介作用。因此, 健康目标启动可以通过降低(增加)对高(低)热量食物的情感预测来帮助人们减少(增加)高(低)热量食物的选择和消费。     

The relationship between employees’ experience of performance management and work engagement within a South African organisation

The study investigated the relationship between employees’ experience of performance management and work engagement. Participants were a convenience sample of employed adults (N=202; females=59%, middle management?=?48%, White?=?54%, tenure more than 9 years?=?48%) in an organisation in the vehicle and asset-based finance industry. They completed the Performance Management Questionnaire (PMQ) and Utrecht Work Engagement Scale (UWES). Multiple regression analysis was used to determine the proportion of variance of work engagement that is explained by employees’ experience of performance management. Results revealed that only empowerment significantly predicted work engagement. These findings suggest that when employees experience performance management as empowering, they are also likely to have higher levels of work engagement.     

成就目标定向、自我效能与反馈寻求行为的关系

本研究共调查来自企业的员工539人,探讨了成就目标定向、自我效能感与反馈寻求行为的关系。研究表明：成就目标定向是通过影响个体的自我效能感来对个体反馈寻求数量、反馈寻求努力起作用的,成就目标定向的各个维度对结果变量均有不同程度的影响。最后,本文提出了一些今后研究的展望。     

服务型领导对员工建言行为的影响:领导-成员交换和学习目标取向的作用

通过对191名员工及其领导的配对问卷调查,探讨了服务型领导对员工建言行为的作用机制。结果发现:(1)服务型领导对员工建言行为有积极影响;(2)服务型领导通过领导-成员交换的中介效应影响员工建言行为;(3)员工的学习目标取向对领导-成员交换与建言行为之间的关系具有调节效应,即员工的学习目标取向越强,领导-成员交换对建言行为的影响越大;(4)学习目标取向调节了领导-成员交换对服务型领导-建言行为的中介作用。     

目标定向与适应:社会自我效能感的中介作用

通过对176名大学新生3个月的纵向研究,采用探索性因素分析、信度分析和回归分析等方法对目标定向与适应的关系以及社会自我效能感在其中的中介作用进行了深入研究。结果表明,(1)学习目标定向能够有效地预测个体的学业适应、社会适应和心理适应;而成绩目标定向对三类适应都无显著性影响;(2)社会自我效能感在学习目标定向与社会适应、心理适应之间具有完全中介效应,而对学习目标定向与学业适应之间没有中介作用;(3)社会自我效能感对学业适应无显著性影响。     

初中生成就目标定向、学习策略与学业成绩之间的关系研究

以432名初中学生为被试,通过问卷调查,考察初中生成就目标定向、学习策略与学业成绩之间的关系。结果表明：成就目标定向、学习策略对学业成绩均存在显著的总体影响,其中学习策略对学业成绩产生显著的直接影响,并且主要是通过认知策略和动机策略来产生;成就目标定向对学业成绩不存在显著的直接影响,但通过学习策略这个中介变量产生显著的间接影响。成就目标定向主要是通过元认知策略对学习策略产生显著的直接影响。