青少年自我价值感量表构念效度的验证性因素分析

用自编的青少年自我价值感量表对我国 9个大城市的大中学校的 4 931名学生进行了再测量 ,以其中的2 4 2 0名学生的数据进行一阶因素模型的比较分析 ,另外 2 5 11名学生的数据进行二阶因素模型的验证性分析。结果显示 ,我们提出的自我价值感的多层次多维度模型是合理。该模型包括总体自我价值感、一般自我价值感和特殊自我价值感三个层次 ;总体自我价值感抽象程度最高 ,其次是一般自我价值感包含社会取向和个人取向两种 ,抽象程度最低的是特殊自我价值感表现为生理的、心理的、人际的、道德的和家庭的自我价值感 5个具体方面同时也表现为社会取向和个人取向两种。该量表包含 5 6个题项从不同的抽象层次和具体方面对所构建的自我价值感模型进行测量 ,具有较好的构念效度     

内隐和外显记忆测验的信度比较研究及思考

任务分离的实验范式以功能分离和随机独立性等证据说明不同记忆任务的底层系统或加工机制。近期研究发现,两种记忆测量重测信度、复本信度和分半信度差异显著,内隐测验的信度更低一些,因而对变量效果缺乏足够的敏感性。两种测验信度差异对任务分离提出了区别于系统说或加工观点的另外解释。以后在研究外显和内隐记忆分离的时候应该慎重考虑测验信度的检验问题,还应通过各种方法来提高内隐记忆测验的信度,使两种记忆测验的信度具有可比性。     

内隐人格理论的实体论－渐变论维度研究述评

对内隐人格理论的实体论－渐变论维度的研究是近年来社会认知研究的一个新趋势。研究发现,人们对人的特性（如智力、品德和人格特征等）的内隐认知理论,制约调节着他们对人的行为的理解和反应。人们持有的不同内隐人格理论导致他们不同的社会认知模式和行为反应方式。实体论者由于认为人的特性是固定不变的,而倾向于用抽象概括化的和静态的内在特质来理解人的行为;而渐变论者由于认为人的特性是动态可塑的,而倾向于用影响心理动态过程的内外具体调节因素来理解人的行为。作者在综述有关研究的基础上,进而提出一些新的见解。     

创造力内隐理论研究：源起与现状

创造力内隐理论是指一般公众（专家和外行人）在日常生活和工作背景下所形成的,且以某种形式存在于个体头脑中的关于创造力概念、结构极其发展的看法。创造力内隐理论研究是近20年来人们极为关注的新趋势之一。该文从创造力内隐理论的提出和新进展两个方面,对近20年该领域的有关文献进行了综述;简要评价了研究的现状,并对创造力内隐理论研究的发展趋势进行了展望     

Validation of the Dutch version of the aggression questionnaire in adolescent male offenders

This study examined the construct validity of the Dutch version of Buss and Perry’s Aggression Questionnaire (AQ) in 73 adolescent male offenders aged 12 to 18 years who were participating in a residential rehabilitation program. There was a strong positive association between the Hostility subscale of the AQ and psychological and physical symptoms. The nature of this connection was discussed. It was argued that the Hostility subscale measures some unique aspect of aggression that is not incorporated by the Physical Aggression, Verbal Aggression, or Anger subscales of the AQ. As expected, the AQ scales correlated significantly with trait anger, social desirability, and age. Furthermore, staff ratings of physical violence, verbal aggression, anger, and negative attitude were obtained for each subject. Correlations between the AQ scales and these ratings were low. Possible explanations for this unexpected finding are discussed. Finally, normative and internal structure data are presented. Aggr. Behav. 28:87–96, 2002. © 2002 Wiley‐Liss, Inc.     

手术同意书的相关法律问题

医患双方都非常重视手术同意书,从法理角度分析,手术同意书是患者知情同意权利和医方告知义务的体现;符合民事法律要件的合法有效的手术同意书,证明了医患之间告知与知情同意权的实现.对手术同意书的法律性质及法律效力进行探究,有助于维护医患双方的合法权利.     

基于人工神经网络的一种效度凭证求取方法

针对基于统计学的效度凭证求取方法所存在的问题,提出了基于人工神经网络的效度凭证求取方法。蒙特卡罗模拟实验和对实际数据的分析表明,当测验分数和效标分数为单变量且非线性关系时,或者测验分数和效标分数为多变量时,运用神经网络方法可以比统计学方法更好地求取心理测验效度的基于和其他变量关系的凭证。     

《中国大学生适应量表》的编制

该研究旨在发展适合我国大学生适应状况的中国大学生适应量表(China College Student Adjustment Scale,CCSAS),文章详细介绍了量表的编制过程和它的心理测量学指标。首先在访谈并借鉴国外已有适应量表的基础上,初步确定了大学生适应的维度和项目。然后经过2次预试对维度和项目进行修改,得到一个包含7个维度共60个项目的中国大学生适应量表。采用分层按比例取样的方法抽取了全国182所高校的55106名大学生为被试,使用编制好的中国大学生适应量表进行常模数据的收集,并在间隔2周后对其中158名大学生进行重测,以获得再测信度。同时,另外从北京3所大学抽取360名大学生及其辅导员为被试,收集同时效度和效标关联效度。数据分析表明,量表具有很好的构想效度,信度和效度均达到了心理测量学的指标,因此,可以使用本量表来评价在校大学生的适应状况。     

Biodata Validity Decay and Score Inflation with Faking: Do Item Attributes Explain Variance Across Items?

Rating scales were developed to assess the biodata dimensions offered by Mael (1991). Biodata items assessing conscientiousness were administered under honest-responding and faking-good conditions. Item attributes were examined to determine their value in predicting item validity for honest respondents and item validity for faking respondents. Analyses were also conducted to determine whether the degree of item faking was related to item attributes. Item attributes associated with item validity for honest respondents are not the same as the item attributes indicative of item validity for the faking respondents. We suggest that this makes it very difficult to develop a biodata questionnaire which will be equally valid for both honest and faking respondents.     

Understanding Self-Report Bias in Organizational Behavior Research

Self-report and mono-method bias often threaten the validity of research conducted in business settings and thus hinder the development of theories of organizational behavior. This paper outlines a conceptual framework for understanding factors that influence the motivation of an employee to bias his or her responses to questions posed by organizational researchers. Using a longitudinal, multitrait-multimethod dataset, we illustrate various aspects of the problem and argue that traditional approaches for controlling self-report bias do not adequately prevent the problem. The results suggest the need for developing a theory of method effects and companion analytic techniques to improve the accuracy of psychological research in business settings.