Entrepreneurial personality: The role of narcissism

Research has established a number of personality features and behaviours associated with business creation and success. The similarities between these traits and narcissism, a concept with roots in clinical psychology and psychiatry, led the authors to conduct this study, which proposes to measure whether entrepreneurs score higher on a narcissism scale than other vocational groups. The second goal of this study is to measure the role of narcissism on intention to start a business. Student entrepreneurs have been compared with non-entrepreneur students, city workers, and employees and managers from a branch of a large financial institution. Then, students filled out measures of general self-efficacy, locus of control and risk propensity as well as a narcissism scale. Results indicate that student entrepreneurs score significantly higher than all other vocational groups on a measure of narcissism. Results also indicate that narcissism is positively correlated with general self-efficacy, locus of control and risk propensity. Moreover, narcissism plays a significant role in explaining entrepreneurial intentions, even after controlling for self-efficacy, locus of control and risk propensity. Overall, these findings shed new light on the underlying personality traits of entrepreneurs and entrepreneurial intentions and suggest new directions in the study of entrepreneurs’ personality profile.     

Counter‐Interrogation Strategies when Anticipating Questions on Intentions

The present experimental study adds to the emerging line of psycholegal research focusing on true and false intentions. It is the first to examine mock suspects' (N = 120) counter‐interrogation strategies in investigative interviews in which they anticipate questions on their intentions. As planning is an inherent part of many intentions, mock suspects were, in addition to questions on their intentions, asked a set of questions that pertained to the planning phase in which they formed their intentions. Besides ratings of the anticipation and difficulty of the questions, participants were asked to provide their principal strategy for being perceived as truthful. Both truth tellers and liars perceived the questions on the planning phase as significantly more unanticipated than the questions on their intentions. Furthermore, liars perceived the questions on the planning phase as more difficult to answer than did truth tellers. Liars and truth tellers differed with respect to their principal strategy employed for being perceived as truthful. Liars' most commonly used strategy was to stick to the cover story, whereas truth tellers' most common strategy was to be honest. The results are discussed in relation to the unanticipated questions approach and psychological concepts such as the illusion of transparency. Copyright © 2012 John Wiley & Sons, Ltd.     

A Test of the Validity of the Motivational Interviewing Treatment Integrity Code

To evaluate the Swedish version of the Motivational Interviewing Treatment Code (MITI), MITI coding was applied to tape‐recorded counseling sessions. Construct validity was assessed using factor analysis on 120 MITI‐coded sessions. Discriminant validity was assessed by comparing MITI coding of motivational interviewing (MI) sessions with information‐ and advice‐giving sessions as well as by comparing MI‐trained practitioners with untrained practitioners. A principal‐axis factoring analysis yielded some evidence for MITI construct validity. MITI differentiated between practitioners with different levels of MI training as well as between MI practitioners and advice‐giving counselors, thus supporting discriminant validity. MITI may be used as a training tool together with supervision to confirm and enhance MI practice in clinical settings. MITI can also serve as a tool for evaluating MI integrity in clinical research.     

执行意向对目标达成的促进及其作用过程

执行意向,也被称为“如果—那么”计划,是指将一个预期的情境与一个确定的目标定向行为联系起来,明确说明了个体在什么时间、地点以及如何追求一个特定目标的计划.大量的实验室和现场实验研究发现,执行意向能有效促进目标的达成.执行意向中“如果”成分使得预期情境线索的心理表征高度激活;而“那么”成分使得计划中的反应得以自动实施.这两个假设的认知过程已被证实,并且在执行意向影响目标达成过程中起到中介作用.在未来的研究中除了将其与动机理论进行整合以及更深入地去探讨其心理机制之外,还要积极进行本土化的实证研究.     

我国《人体器官移植条例》评析

我国《人体器官移植条例》对有推定同意权的“亲属”的限定范围过窄,阻却了第二、第三顺序亲属实施推定同意的权利;临床应用与伦理委员会的人员组成未排除实施器官移植的专家的参与,可能影响论证结果的客观性,且伦理审查时限不明;在违反《条例》的法律责任中,排除了公民生前未表示不同意捐献器官且其家属也未表示同意捐献尸体器官,而对其实施器官摘除的情形。缺失了医疗机构及其医务人员在明知器官来源不合法或实为买卖器官却加以利用并实施器官移植的法律责任。建议尽快根据《条例》制定具体的实施细则,以确保《条例》的正确实施。     

孤独症个体的谎言理解及其与对自我/他人错误信念理解的关系

选取言语智力匹配的孤独症个体（19名）、典型发展个体（20名）、智力迟滞个体（19名）为被试,动画呈现以言语和非言语信息为线索的两个谎言情景,考察了孤独症个体谎言理解中的谎言行为判断、真假信息辨别、谎言意图理解及其与自我/他人错误信念理解的关系。结果表明：（1）孤独症个体能够进行谎言行为判断,其困难主要表现在辨别真假信息及对谎言意图的理解上;（2）孤独症个体对他人错误信念理解越好,对真假信息辨别也越准确,而谎言意图理解则与对自我错误信念的理解有关;（3）谎言线索以言语或非言语方式呈现对孤独症谎言理解并无影响。     

行为执行意向的理论观点及其相关研究

执行意向是指个体以行动目标为导向,通过连接情景线索和目标导向反应,建立行为意向和实际行为之间联系的中介变量。通过梳理执行意向的概念、心理联系及应用研究,发现执行意向主要与行为意向、自我协调、合作性、计划提醒、自觉性、人格等变量产生心理联系;形成执行意向的人具有克服困难,达到既定目标的积极心理状态。然而,执行意向并不总是发挥其积极效应,其与具体情景、个体差异性等有关。最后,文章从四个方面对今后研究的热点与方向进行了展望。     

Suspicion in the workplace: Organizational conspiracy theories and work‐related outcomes

Belief in conspiracy theories about societal events is widespread and has important consequences for political, health, and environmental behaviour. Little is known, however, about how conspiracy theorizing affects people's everyday working lives. In the present research, we predicted that belief in conspiracy theories about the workplace would be associated with increased turnover intentions. We further hypothesized that belief in these organizational conspiracy theories would predict decreased organizational commitment and job satisfaction. Finally, we hypothesized that these factors would mediate the relationship between organizational conspiracy theories and turnover intentions. In three studies (one correlational and two experiments, Ns = 209, 119, 202), we found support for these hypotheses. The current studies therefore demonstrate the potentially adverse consequences of conspiracy theorizing for the workplace. We argue that managers and employees should be careful not to dismiss conspiracy theorizing as harmless rumour or gossip.     

Expatriate career intentions: Links to career adaptability and cultural intelligence

Given the increasing rate of global mobility, it is important to have a greater understanding of the factors that influence intentions for expatriate careers. Guided by the Career Construction Theory and Intelligence Theory, this study takes the view that self-initiated expatriation as a form of global mobility is an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in another country and work to build one's career. This study posits that individuals who want to work overseas rely mainly on their adaptive resources to develop their careers. Additionally, career adaptability, as a self-regulatory competency, is posited to be reinforced by an individual's intercultural capability (i.e., cultural intelligence). To test these assertions, data were collected in a sample of university students (n = 514) in the Philippines, a country reported to have high rates of overseas migration for economic and career-related reasons. Career adaptability was found to be positively and significantly related to overseas career intentions. In addition, cultural intelligence was found to moderate the said relationship. These results offer the groundwork for understanding the earlier stages of expatriate careers and, in particular, how the intention to have a career in another country is developed and influenced by the interaction between the self-regulatory characteristics and intercultural capability of individuals.