学习环境、成就目标定向对学业情绪和学业成就的影响:基于物理学科的研究

以733名中学生为被试,采用结构方程模型对物理环境目标结构、成就目标定向、物理学业情绪及物理学业成就的关系建构模型.结果发现:(1)物理环境掌握目标结构对积极高唤醒、积极低唤醒和消极高唤醒学业情绪皆有显著积极预测作用,而物理环境表现目标结构则只对消极高唤醒和消极低唤醒物理学业情绪有显著积极预测作用;(2)通过成就目标定向中介对物理学业情绪的影响效果,物理学业情绪在成就目标和物理学业成就之间起中介作用,但影响模式不同;(3)研究结果支持学业情绪控制-价值扩展模型.     

目标性意图与执行性意图调节情绪反应的效果比较

目标性意图和执行性意图作为目标的不同形式,对情绪调节的影响有待探讨。本研究试图考察目标性意图和执行性意图与表达抑制相结合之后,在调节情绪反应方面的作用。实验采用主观报告和生物反馈的方法对58名大学生进行测试。结果发现：（1）执行性意图组被试在观看负性和中性图片时对自身情绪唤醒度的评价均显著低于目标性意图组,在观看负性图片时其情绪唤醒度也显著低于控制组。（2）执行性意图组被试在各项生理反应指标上均显著低于目标性意图组和控制组,主要表现为形成执行性意图的个体在皮肤电导增加量、皮温降低量和指脉增加量上均显著低于形成目标性意图或不形成任何意图的个体。上述结果表明,相较于仅仅给出情绪体验下调目标的目标性意图,与表达抑制结合在一起的执行性意图能有效下调个体的负性情绪反应。     

Contextual and individual influences on antisocial behaviour and psychobiosocial states of youth soccer players

Purpose

The aim of the study was to assess the effects of contextual and individual variables (perceived motivational climate and moral atmosphere, task/ego orientation and perceived competence) on antisocial behaviour and emotion-related psychobiosocial (PBS) states as conceptualised within the individual zones of optimal functioning model.

Participants

The study was conducted on a sample of 382 young male soccer players, aged from 14 to 16 years, drawn from 27 Italian teams.

Method

A cross-sectional design was used. Assessment included measures of reported antisocial behaviour, perceived moral atmosphere, perceived motivational climate, goal orientation, perceived competence, and PBS states. Data analysis involved confirmatory factor analysis of measures and path analysis of the hypothesized relationships.

Results

Results suggest that performance climate and a moral atmosphere, in which aggressive behaviours are encouraged, are likely to determine antisocial behaviour and a range of unpleasant PBS states in young sports participants.

Conclusions

Findings substantiate the importance of the situational factors on ethical aspects and emotional states in youngsters.     

新手—熟手—专家型教师心理特征的比较

为了更深入地了解教师的教学专长发展,采用了量表法分别对433名和469名新手型、熟手型、专家型教师进行了教学策略、成就目标定向、人格特征和职业承诺、职业倦怠两个比较研究。结果表明：⑴在教学策略、成就目标、人格特征上,专家型教师均优于熟手型教师,而熟手型教师又优于新手型教师;在职业承诺和职业倦怠上,专家型教师均优于熟手型教师和新手型教师,而熟手型教师与新手型教师不存在差异。⑵重视课前准备,成绩目标是其重要的工作动机是新手型教师的主要特征;课中策略水平较高,任务目标成为重要的工作动机,具有随和、宽容、乐群、能关心他人的人格特点是熟手型教师的主要特征;教学策略以课前计划、课后的评估、反思为核心,具有鲜明的情绪稳定性、理智、着重实际、自信心和批判性强的人格特点,职业的情感投入程度和职业成就感高是专家型教师的主要特征。⑶三类教师在课后的补救策略、成绩目标、内外向、继续承诺和情绪耗竭上没有显著差异是其共同点。     

Patient-provider care goal concordance: implications for palliative care decisions

Objective: Goal-concordant care is an important feature of high quality medical treatment. Patients’ care goals may focus on curative and/or palliative outcomes. Patients rarely communicate their care goals, and providers’ predictions of patient goals are often inaccurate, corresponding most closely to their own treatment goals. This projection of own goals onto patients introduces the potential for bias, leading to goal-discordant care.

Design and Main Outcomes: We examined goal discordance using data from a U.S. sample of healthcare providers (N?=?492) recruited online in 2017 using GfK Knowledge Panel. Providers reported their perceptions of their patients’ care goals (curative relative to palliative), their own care goals if they were to become ill, and their willingness to deliver palliative care.

Results: For 28% of providers, their own care goals differed from their patients’. Providers were more likely to prioritise palliative care (relative to curative) in their own goals than in their predictions about patients’ goals. Providers were more willing to deliver palliative care when their own goals prioritised more palliative relative to curative care, but their perceptions of patient goals were unassociated with willingness to provide it.

Conclusions: Efforts to improve goal communication and reduce projection biases among providers may facilitate goal-concordant care.     

Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision

Abstract

The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of perceived abusive supervision with goal commitment in predicting organizational deviance and job performance. In particular, the extent to which goal commitment alleviates the deleterious effects of abusive supervision is examined such that when goal commitment is high, the indirect effects of perceived abusive supervision on job performance and organizational deviance via motivation control and self-defeating cognition were predicted to be weaker. The proposed model was supported by multisource and multiwave data. The understanding of when the deleterious effects of supervisor abuse as perceived by followers are likely might help the human resource personnel to adopt measures that buffer against such outcomes.     

The Stochastic Goal Programming Model: Theory and Applications

Supported by a network of researchers and practitioners, the goal programming (GP) model is alive today more than ever and is continually fed with theoretical developments and new applications with resounding success. The standard formulation of the GP model was introduced in the earliest of 1960s, and since then, important extensions and numerous applications have been proposed. One of these variants is the stochastic GP model that deals with the uncertainty of some decision‐making situations by using stochastic calculus. In such a situation, the decision maker is not able to assess with certainty the different parameters. However, he or she can provide some information regarding the likelihood of occurrence of the decision‐making parameter values. The aim of this paper is to highlight the main methodological developments of the stochastic GP model and to present an overview of its applications in several domains. Copyright © 2012 John Wiley & Sons, Ltd.