应聘者非言语信息对面试官评分的影响:解释、测量和控制

应聘者非言语信息是影响结构化面试中面试官准确评分的一个重要因素。社会互动理论和拟剧论从面试官角度,社会影响理论和相互依赖理论从应聘者角度分别解释了非言语信息对面试官评分的影响。对非言语信息的测量,除了传统的自陈式问卷,一些新兴的计算机识别技术也被使用。为了消除非言语信息对面试评分准确性的影响,通常会从面试前、面试中和面试后三个阶段对其进行控制。未来可以基于机器学习和大数据分析,探索非言语信息对结构化面试评分的影响,建构新的理论以解释影响过程。     

心理健康素质测评系统·情绪性素质全国采样调查报告

应用《国人心理健康素质调查表·情绪性分量表》对全国28个省、市、自治区6433名成年人的情绪特质进行了调查。结果发现:(1)男性在镇定性方面强于女性,而女性的情绪表达性高于男性。(2)中年人的情绪表达性强于青年人和老年人。(3)初中文化程度被试的情绪表达性和镇定性不如高中、大专及以上文化程度的被试。(4)城市户口人群的情绪的镇定性和表达性强于农村户口人群。(5)年龄与受教育程度在愉悦性、镇定性和量表总分上存在交互作用,其中大专以上学历的老年组被试在上述指标的得分最高。(6)性别和年龄在表达性上存在交互作用,其中中年女性被试最善于表达情绪。     

Catholic Commitment Around the Globe: A 52‐ Country Analysis

This article investigates variation in Catholic religious commitment in different macro world regions. Although sociologists have examined variation in Catholic religiosity, this research has tended to be limited to Western European and Latin American contexts and has not gone beyond employing more than one measure of religiosity. In addition, prior research has rarely examined the effect of several explanatory frameworks together. Drawing on data from the European and World Values Survey as well as national‐level data, we test for the influence of secularization/existential security, religious markets, and historical legacies on self‐rated importance of God, private prayer, and church attendance across 52 countries in five world macro‐regional contexts—Africa, Asia, Europe, Latin America, and Oceania—of the church. Our findings provide strong support for the existential security perspective and partial support for the historical legacy perspectives. We conclude with implications for the study of religion and society in general.     

The World Council of Churches’ Relationships with Pentecostalism: A Brief Historical Survey and Some Recent Perspectives on Membership Matters

This article approaches the problematic of relationships between the World Council of Churches (WCC) and Pentecostalism, mainly from the perspective of membership of Pentecostal churches in the WCC. It contents a brief presentation of some prejudices regarding Pentecostals in the ecumenical movement and a historical survey of the relationships between the WCC and Pentecostals, as well as a more detailed analysis of the actual status of this relationship from the perspective of membership of Pentecostal churches in the WCC. The last section assesses possible future scenarios in this regard. It is underlined that the Pentecostal movement is already represented in the WCC by a few small Pentecostal churches and that all the debate on whether to accept new Pentecostal member churches in this ecumenical organization should have as its starting point the reality that Pentecostalism is already part of the WCC. After presenting in detail the last debate in the Permanent Committee on Consensus and Collaboration (PCCC) on the issue of the WCC opening the doors to Pentecostal churches, this article concludes that the WCC should follow its previous policy of analyzing individually each application for membership according to its criteria for accepting new members. While most Pentecostal churches would agree with the basis of the WCC and some might increase their ecumenical engagement at all levels, in the near future at least, Pentecostal churches may still have a long way to go to integrate themselves in a genuine ethos and desire for unity.     

Psychometric Properties of a Structured Behavioral Interview to Hire Private Security Personnel

This paper reports on a study about the reliability and validity of a structured behavioral interview to assess private security personnel. Reliability was estimated using interrater coefficients. Two independent interviewers were used to rate each interviewee. Results show a reliability coefficient of .81 (N = 43) and .89 with Spearman-Brown correction for two raters. Validity was estimated using a content validation approach. This strategy was suggested by Lawshe (1975) to estimate the content validity of selection tests. So far, only two studies carried out by Schmitt and Ostroff (1986) and Carrier et al. (1990) have used Lawshe's strategy in the structured behavioral interview case. The interview consisted of seven questions and each was rated by 11 experts in the job. Results show a significant content validity ratio (CVR) for majority of the questions in the interview and a content validity index (CVI) of .89. Implications of these findings for the practice of the structured behavioral interview are discussed and future research is suggested.     

Racial Differences in Work Attitudes: What You See Depends on What You Study

Differences in a constellation of work attitudes were studied with respect to black and white employees using a sample of healthcare workers. Preliminary analyses using MANOVA indicated that blacks had more positive work attitudes than did whites. However, systematic analyses of set of covariates including personal, lifestyle, and organizational variables eliminated all racial differences in work attitudes. Implications of these findings and directions for future research were discussed.     

不同解题条件下小学六年级学生真实性思考的研究

本研究采用7道真实性算术应用题构成的测试材料,考察了不同解题条件下小学六年级学生的真实性思考。选取优中差学生共74人,先在以班级为单位的数学测验中完成测试材料,然后进行事后个别访谈。结果表明：1）一般访谈显著地提高了学生真实性思考的水平;而访谈提示进一步显著地提高学生真实性思考的水平。2）不同学业水平学生之间在两次真实性思考提高量上都没有显著差异。3）在访谈中,优差学生在反应方式与真实性思考的层次性等方面表现出差异。基于这些研究结果,我们提出了相应的教育建议。     

公共哲学的探索

The more diverse cultures and values a country perceives to be “normal” even “just”, the more it needs to search for a public philosophy. Having developed only recently, China, which is speedily progressing towards a market economy, can be considered this kind of country. This article takes Daniel Bell’s concept of modern society and public household as the basis for expatiating on some chief problems and the ways to solve them. It pays special attention to investigating the public ethic while probing public philosophy, and it argues that the public ethic is an ethic that deals with public affairs in the public realm, especially the social political realm; with respect to all people involved, it is a common ethic or an ethic with openness. It is also an ethic that appeals to public opinion and public reason, and tries to find consensus from the demands of different values. Furthermore, because it refers to fundamental public benefits, it has to be a normative ethic of universalism and of baseline holders. Translated by Su Jing from Zhexue Dongtai 哲学动态 (Philosophical Trends), 2005, (8): 3–8     

Can Nonverbal Cues be Used to Make Meaningful Personality Attributions in Employment Interviews?

Purpose  This study examines the role of personality attributions in understanding the relationships between nonverbal cues and interview performance ratings. Design/methodology/approach  A structured behavioral interview was developed for identifying management potential in a large, national company. Using a concurrent design to validate the interview, managers were interviewed and the interviews were videotaped (n = 110). These videotapes were used as stimuli for raters in this study. Findings  Results indicate that raters can make personality attributions using only one channel of information and these attributions partly explain the relationships between nonverbal cues and performance measures. Furthermore, conscientiousness attributions explain the relationship between visual cues and interview ratings, extraversion attributions mediate the relationship between vocal cues and interview ratings. Neuroticism attributions had a suppressing effect for both visual and vocal cues. Implications   No matter how much an interview is structured, nonverbal cues cause interviewers to make attributions about candidates. If we face this fact, rather than consider information from cues as bias that should be ignored, interviewers can do a better job of focusing on job-related behavior and information in the interview, while realizing that the cues are providing information that must be attended to. Originality/value  This study isolated the sources of information provided to raters to either the vocal or the visual channel to examine their impact individually. A Brunswik lens model shows the potential impact of personality attributions predicting both job and interview performance ratings when both channels of information are used.     

基于父母知觉的儿童人格结构及其发展的研究

该研究在家庭访谈的基础上编制了３,６,９,１２岁年龄组的人格问卷,并对北京和福州的７７７名３至１２岁儿童人格特点进行了调查。结果表明,这四份问卷均具有较好的信度和效度,对四份问卷在四个年龄组儿童的测查结果分析进行因素分析（主成分分析,ＰＣＡ）后发现,３至１２岁年龄组儿童的主要人格维度为：“智力”,“认真性”,“宜人性”,“外倾性”,“情绪”和“认真性”,“情绪稳定性”在我国儿童人格维度中不是一个比