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891.
Amy Fairchild Lawrence Gostin Ronald Bayer 《The American journal of bioethics : AJOB》2020,20(7):55-61
Abstract Although unprecedented in scope and beyond all our life experiences, sweeping social distancing measures are not without historical precedent. Historically, racism, stigma, and discrimination resulted in grossly inequitable application of disease containment measures. But history also provides examples in which broad measures enjoyed remarkable public support. When it comes to COVID-19, blame and division continue to shape containment responses. But the COVID-19 pandemic also resonates with moments in which there was broad social support for containment precisely because lockdowns or stay at home orders are, on the surface, remarkably equitable. Yet even in a context in which a majority of Americans support social distancing, small but coordinated conservative groups are challenging social distancing as a matter of individual rights. In sharp contrast, vulnerable populations, who bear the heaviest burden of disease, have claimed a right to social distancing as a matter of protection. 相似文献
892.
Ling-Yi Lin Yi-Fang Tu Wen-Hao Yu Meng-Hsin Ho Po-Ming Wu 《European Journal of Developmental Psychology》2020,17(5):746-760
ABSTRACT The aim of the study was to investigate the concurrent validity of fine motor (FM) development scores between the Peabody Developmental Motor Scales, Second Edition (PDMS-2), and Bayley Scale of Infant and Toddler Development, Third Edition (Bayley-III). Both tests were administered to 223 children aged 13–36 months with suspected developmental delays from a medical centre. Concurrent validity and agreement of FM delay were assessed. The Bayley-III FM scale scores (FMSS) and motor composite quotients were moderately correlated with PDMS-2 FM quotients. The agreement of FM delay between the two instruments was excellent (Kappa coefficient value = .80) in children aged 13–18 months and good in children aged 19–36 months. When using PDMS-2 as the reference standard, Bayley-III (FMSS < 7) identified fewer children aged 19–24 months as delayed but more in children aged 25–36 months as delayed. When adjusting the cut-off point of Bayley-III FMSS to 8 for children aged 19–24 months and to 6 for children aged 25–36 months, the agreement improved between these two instruments. FM delays might be underestimated solely using Bayley-III in children aged 19–24 months. Additional tests, such as PDMS-2 should be considered to avoid delays in accessing early intervention services. 相似文献
893.
894.
Christine A. Caldwell Mark Atkinson Kirsten H. Blakey Juliet Dunstone Donna Kean Gemma Mackintosh Elizabeth Renner Charlotte E. H. Wilks 《Wiley Interdisciplinary Reviews: Cognitive Science》2020,11(1)
In the current literature, there are few experimental tests of capacities for cumulative cultural evolution in nonhuman species. There are even fewer examples of such tests in young children. This limited evidence is noteworthy given widespread interest in the apparent distinctiveness of human cumulative culture, and the potentially significant theoretical implications of identifying related capacities in nonhumans or very young children. We evaluate experimental methods upon which claims of capacities for cumulative culture, or lack thereof, have been based. Although some of the established methods (those simulating generational succession) have the potential to identify positive evidence that fulfills widely accepted definitions of cumulative culture, the implementation of these methods entails significant logistical challenges. This is particularly true for testing populations that are difficult to access in large numbers, or those not amenable to experimental control. This presents problems for generating evidence that would be sufficient to support claims of capacities for cumulative culture, and these problems are magnified for establishing convincing negative evidence. We discuss alternative approaches to assessing capacities for cumulative culture, which circumvent logistical problems associated with experimental designs involving chains of learners. By inferring the outcome of repeated transmission from the input–output response patterns of individual subjects, sample size requirements can be massively reduced. Such methods could facilitate comparisons between populations, for example, different species, or children of a range of ages. We also detail limitations and challenges of this alternative approach, and discuss potential avenues for future research. This article is categorized under:
- Cognitive Biology > Evolutionary Roots of Cognition
- Cognitive Biology > Cognitive Development
- Psychology > Comparative Psychology
895.
Svetoslav Bliznashki 《Journal of Cognitive Psychology》2020,32(3):323-331
ABSTRACTAcknowledging the fact that there seems to be a well-established connection between depression and Locus of Control, we propose that Locus of Control is at least partly determined by one’s objective ability to discriminate between random and non-random stimuli and events. Further, we claim that this ability is indirectly related to depression through Locus of Control which serves as a mediator. In addition, we hypothesise that a subjective threshold, important in discriminating between random and correlated stimuli, is directly related to both depression and Locus of Control. Results from a study with 128 subjects indicate that the majority of our conjectures are supported by the data, the exception being that while the subjective threshold is significantly related to depression it appears to have no tangible influence on Locus of Control. 相似文献
896.
Thomas I. Vaughan-Johnston;Faizan Imtiaz;Li-Jun Ji;Rubina Hanif;Devin I. Fowlie;Jill A. Jacobson; 《Asian Journal of Social Psychology》2024,27(2):231-247
The cross-cultural universality of people's pursuit of positive self-esteem is frequently disputed. Most research in this area has contrasted cultures of dignity (Western) and face cultures (East Asian), but less attention has been given to other cultures' views of self-esteem. In the present work, we examined Pakistan as uniquely influenced by honour culture and South Asian argumentation culture principles, and we contrasted it with Canada (a Western culture of dignity). Across two studies, Pakistanis had less positive self-esteem discrepancies (i.e., Pakistanis had minimal or no desire for higher self-esteem) compared to Canadians (who desired much higher self-esteem than they actually had). Pakistanis also believed less in the agentic benefits of high self-esteem but more in the communal benefits of high self-esteem than did Canadians. Differences in each cultures' beliefs about self-esteem's causal powers partially accounted for the differences in self-esteem discrepancies. These findings suggest unique conceptualizations of the value of self-esteem in distinct cultures. 相似文献
897.
Prodromos D. Chatzoglou;Anastasios D. Diamantidis;Anastasios Karras; 《Journal of Occupational & Organizational Psychology》2024,97(3):1148-1165
Despite the unfavourable labour market and work environment conditions that have emerged in the last decade, this study identifies the factors that positively influence employee motivation. The study was conducted in Greece's banking sector, which was at the epicentre of the economic crisis. A new research model is proposed exploring the relationships between employee motivating factors, employee performance and organizational effectiveness. This model is empirically tested using structural equation modelling on data from 328 bank employees. The results are controversial, showing that non-financial incentives motivate Greek bank employees most, emphasizing their need to stay in their jobs. Highly motivated workers may boost corporate effectiveness by improving employee performance. Even though this study found that non-financial incentives motivate employees most, management should not overlook financial and job-related reward programmes. Managers must provide financial compensation, job security, and supportive leadership to reduce employee dissatisfaction and keep employees motivated. Managers should view recognition as an essential component of motivation because it contributes to the creation of an environment that is both productive and efficient for the organization. The conclusions drawn from studying Greece's 10-year-long economic crisis are significant because many other countries around the world are experiencing (or may experience) a similar crisis. 相似文献
898.
Kirby Hockensmith;Jennifer M. Ragsdale;Rose Fonseca; 《Journal of Occupational & Organizational Psychology》2024,97(3):1129-1147
Examining the implications of excessive work demands on employee well-being is an important research area of occupational health psychology. Recovery during nonwork time has been emphasized as an important process for mitigating the negative implications of excessive work demands. However, this notion ignores the potential for nonwork activities to be comparably demanding to work activities. There has been a lack of attention paid to the potentially complex interrelationships between work and nonwork demands. Using the effort–recovery and challenge–hindrance stressor models, we developed a set of hypotheses for both the positive and negative implications of the interplay between employee work and nonwork cognitive demands. We collected information on cognitive workweek job demands (Friday) and nonwork cognitive weekend demands (Sunday) from a sample of workers (N = 146), and we used polynomial regression with response surface analysis to examine how different aspects of work–nonwork cognitive demand (in)congruence related to Monday work engagement. In general, higher cognitive workweek job demands promoted work engagement, even when nonwork cognitive demands were equally high. Cognitive demand incongruence that favoured higher cognitive work demands was also beneficial for employee work engagement. Theoretical and practical implications are discussed, along with directions for future research in this area. 相似文献
899.
Susanne Scheibe;Lena Retzlaff;Sabine Hommelhoff;Antje Schmitt; 《Journal of Occupational & Organizational Psychology》2024,97(4):1330-1352
The rise of home-based teleworking and the ageing of the workforce constitute two major trends impacting the future of work. Managing these trends well requires a good understanding of how worker age and telework intersect and which mechanisms link age and telework outcomes. We integrated perspectives of boundary theory and the lifespan model of selection, optimization, and compensation and investigated in two studies the relationship between employee age and two telework outcomes (work–life balance and unfinished tasks) as mediated by boundary management tactics aimed at segmenting work and nonwork roles. Across Study 1 (a two-wave study with 172 teleworkers) and Study 2 (a three-wave study with 282 teleworkers), we found positive associations between age and use of segmenting boundary management tactics during telework. We further identified indirect effects of age on higher productivity in terms of fewer unfinished tasks (both studies) and better work–life balance (Study 2) through boundary management tactics use. Robustness checks indicated that age effects remain significant after controlling for a number of demographic characteristics, work and home demands, motivational factors, and self-regulatory skills. Findings suggest that older workers effectively navigate the blurred work-nonwork boundaries in home-based telework using self-regulatory behaviour that supports positive telework outcomes. 相似文献
900.
Jiyoung Park;Sang Eun Woo;JeongJin Kim; 《Journal of Occupational & Organizational Psychology》2024,97(3):920-951
Research suggests that understanding workers' attitudes towards artificial intelligence (AI) application is a prerequisite to successfully integrating AI into an organization. However, few studies have clarified the meaning of attitudes towards AI application at work (AAAW) as a multifaceted construct that can be assessed with psychometric validity. To address this issue, we developed and validated a scale to capture individuals' AAAW using three independent samples (total N = 2841). The resulting 25-item scale covers an overall construct of AAAW as well as six dimensions that are subsumed under the construct (i.e., perceived humanlikeness, perceived adaptability, perceived quality of AI, AI use anxiety, job insecurity and personal utility). Our findings suggest that the AAAW scale has good psychometric properties and can be used to predict important recruiting outcomes. The scale offers opportunities to better understand and measure workers' attitudes towards AI application at work in a comprehensive and integrative manner. 相似文献