我国投资者心理特质与心理分类的研究

由于证券投资已成为当代中国人经济生活的重要组成部分,因而深入研究投资者的心理特质与心理分类,对于推动我国证券市场健康发展以及促使投资者形成理性投资决策具有重要的现实意义。本研究发现：我国投资者的心理特质差异可以从果断冒险、轻松乐观、理智冷静、犹豫依赖、耐心谨慎这五个因素进行分析;投资者可分为冷静保守型、冒险型与乐观保守型三类。     

反社会型人格障碍的心理治疗

该文从认知一行为治疗、个别治疗和团体治疗等方面,介绍了反社会型人格障碍心理治疗的研究进展情况,旨在促进国内有关反社会型人格障碍心理治疗的研究。     

领导者情绪智力对领导力效能影响的元分析

以往领导者情绪智力和领导力效能之间关系的研究存在很大分歧。运用元分析方法考察了领导者情绪智力对领导力效能的影响及其组织情境和研究方法调节变量。通过纳入98篇中英文文献和110个效应量(n = 27330), 结果表明：(1)领导者情绪智力与领导力效能存在中等程度的正相关(r = 0.39)。(2)组织情境因素的调节作用检验发现, 高层领导者的情绪智力对领导力效能的影响明显高于中层和基层领导者, 非营利性组织中的领导者情绪智力对领导力效能的影响比营利组织中的影响更强, 东方文化背景下的领导者情绪智力对领导力效能的影响比西方文化背景下更强。(3)方法因素的调节作用检验发现, 采用混合模型测量的领导者情绪智力对领导力效能的影响高于采用能力模型测量的结果, 采用客观指标衡量领导力效能的相关系数比主观指标更大, 领导者情绪智力对工作态度指标的影响弱于工作绩效指标, 领导者情绪智力对群体层次效能的影响强于个体层次。从研究设计和出版标准等方面探究领导者情绪智力和领导力效能之间关系的调节变量是未来研究的重点。     

Translating CBM-I Into Real-World Settings: Augmenting a CBT-Based Psychiatric Hospital Program

Cognitive bias modification for interpretation (CBM-I) is an appealing augmentation to cognitive-behavioral therapy (CBT) because it targets cognitive bias efficiently via computerized training. Few studies have tested the combination of CBM-I and CBT, and none have translated lab-based CBM-I protocols to an acute psychiatric setting. The present study describes the development and implementation of CBM-I as an augmentation to a CBT-based partial hospital. We developed a transdiagnostic CBM-I based on the word–sentence association paradigm (WSAP), which reinforces individuals for endorsing benign interpretations and rejecting negative interpretations of ambiguous sentences. Over two iterations of development, we randomly assigned patients (N = 127; M age = 34.21; 58% female, 40% male, 2% nonbinary) to either CBM-I or a control group (Phase 1: neutral WSAP task; Phase 2: treatment as usual). CBM-I comprised daily sessions (10 minutes) completed during program hours, and number of sessions varied naturalistically according to patient length of stay. Primary outcomes included feasibility, acceptability, and target engagement (interpretation bias). CBM-I was feasible and acceptable to acute psychiatric patients, and successfully shifted interpretation for novel stimuli. Patient feedback suggested that participants viewed CBM-I as bolstering their primary CBT-based care. Exploratory analyses examining clinical benefit revealed a small between-group effect on anxiety severity (d = 0.378), but no group differences on depression outcomes (d = 0.008). Findings indicate that CBM-I is a feasible and acceptable augmentation to CBT-based partial hospital care. Future studies are warranted to determine who is most likely to benefit from this low-intensity approach.     

Positive Group Affective Tone and Team Creative Performance and Change‐Oriented Organizational Citizenship Behavior: A Moderated Mediation Model

Despite the vast amount of research on creativity and organizational citizenship behavior (OCB), little knowledge has been accumulated with respect to underlying mechanisms and boundary conditions affecting team creative performance and change OCB. To fill this research gap, this study aims at proposing and testing a moderated mediation model that delineates the relationships among positive group affective tone (PGAT), team reflexivity, team leader transformational leadership, team creative performance, and team change OCB. As hypothesized, PGAT was positively associated with team reflexivity, which in turn significantly predicted team creative performance and change OCB. In addition, the relationship between PGAT and team reflexivity and the indirect effects of PGAT on team creative performance and change OCB through team reflexivity were more pronounced when team leader transformational leadership was high than when it was low. These findings were validated in a post hoc analysis that compared the proposed moderated mediation model with alternative models.     

The role of lay beliefs about group transgressions in acceptance of responsibility for ingroup harm-doing

Denial of responsibility by perpetrator groups is the most common response to group-based transgressions. Refusal to acknowledge responsibility has dire consequences for intergroup relations. In this research we assessed whether shifting lay beliefs about group-based transgressions in general influences acceptance of responsibility for a specific ingroup transgression. In two experimental studies we manipulated lay beliefs about group transgressions as reflecting either a group's stable character (i.e., a global defect construal) or a specific characteristic (i.e., a specific defect construal). Specific defect construals (compared to global defect construals) increased acceptance of ingroup responsibility by increasing group malleability beliefs, but reduced acceptance of ingroup responsibility by reducing the ingroup's perceived moral failure. These effects were moderated by ingroup superiority in Study 1, but not Study 2. We draw implications for our understanding of mechanisms of denial of responsibility, identity threat, and coping with this threat.     

When groups do not cure: Group esteem moderates the social cure effect

Group membership enhances well-being. In two preregistered studies, we tested the assumption that only positively viewed groups yield this “social cure” effect and explored the impact of membership in negatively viewed groups, proposing that the social cure effect is qualified by group esteem (the degree to which ingroups are valued and liked). In Study 1 (N = 396), we manipulated social identity gain (vs. loss) and measured group esteem, and found that gaining (vs. losing) a group membership more strongly increased psychological need satisfaction when group esteem was higher. In Study 2 (N = 494), we manipulated identity gain (vs. loss) and group esteem, and found that gaining (vs. losing) a high-esteem group membership enhanced well-being via increased need satisfaction, whereas gaining (vs. losing) a low-esteem group membership undermined well-being via decreased need satisfaction. Our results contribute to conceptual models of how group membership influences individuals and suggest that membership in low-esteem groups can harm well-being.     

Rethinking Affective Experience and Popular Emotion: World War I and the Construction of Group Emotion in International Relations

Research in International Relations (IR) frequently confronts claims about the emotions shared by members of a group. While much attention has been devoted to the potential for affective and emotional experience beyond the individual level, IR scholars have said less about the politics of invoking popular emotion. This article addresses that gap. Specifically, we argue that between individual—and even shared—affective experience on the one hand and group‐based “popular emotion” on the other exists not mechanisms of aggregation but rather processes of framing, projection, and propagation that are deeply political. We distinguish between two tropes that commonly structure references to popular emotion: communal emotion, the idealized attribution of an authentic, unifying emotional response of “the people,” and mass emotion, a volatile and potentially dangerous mob‐like reaction, but one also susceptible to manipulation. Using the outbreak of World War I as a showcase, we demonstrate the political significance of popular emotion, including its enduring relevance for understanding contemporary populism.     

Movies as a Therapeutic Technique in School‐Based Counseling Groups to Reduce Parent–Adolescent Conflict

The authors evaluated a school‐based group counseling program aimed at reducing parent–adolescent conflict and assessing the unique contribution of movie therapy. Participants were 173 Arab adolescents who scored high on conflict with parents. Students were divided among 3 conditions: a treatment intervention with movies, a treatment intervention without movies, and a no‐treatment control group. Results indicated more favorable outcomes in both interventions compared with the control group, with no effect of movies.     

The roles of relational identification and workgroup cultural values in linking authoritarian leadership to employee performance

We developed and tested a moderated mediation model of the relationship between authoritarian leadership and desirable employee performance (i.e., job performance and organization-directed citizenship behaviour, OCBO). Analyses of multilevel, multisource and data from 53 supervisors and 215 subordinates showed that relational identification mediated the time-lagged relationship between authoritarian leadership and job performance and OCBO. Authoritarian leadership has a weaker negative relationship with relational identification when group traditionality is relatively high, and this moderated relationship produces a stronger indirect relationship between authoritarian leadership and job performance and OCBO. These findings extend our understanding of the relationship between authoritarian leadership and employee performance outcomes and suggest ways organizations may seek to mitigate the extent to which authoritarian leadership hampers employees’ contributions.