Indecisiveness and response to risk in deciding when to decide

When making decisions, people must determine not only what to choose but also when to choose. Do individuals modulate behavior in response to potential risks associated with delay in determining when to choose? The present work provides evidence that at least one group of people—indecisive individuals—do not. Two process‐tracing studies simulated a 5‐day college‐course selection period in which new course alternatives appeared on each day. In a risk‐free condition, no risks were associated with delay of decision making over the days. In a risk condition, each day of delay was associated with a risk of loss of existing course alternatives. Unlike decisive individuals, who modulated days of deliberation in response to presence versus absence of risk, indecisive individuals did not. The results illustrate not that indecisive individuals show uniformly increased delay relative to others, but rather that their delay behavior may be more striking in its unresponsiveness to risk. Copyright © 2007 John Wiley & Sons, Ltd.     

Executive career management: Switching organizations and the boundaryless career

There has been little research examining executives who change jobs by specifically following these individuals both before and after their employer changes. By incorporating research on the boundaryless career [Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press; Sullivan, S. E., & Arthur, M. B. (2006). The evolution of the boundaryless career concept: Examining physical and psychological mobility. Journal of Vocational Behavior, 69, 19-29] and applying Frank’s theory of relative standing (1985), this study examined factors that may cause executives to change jobs in the context of managing their careers. Our findings revealed that factors, such as age and compensation, were related to the likelihood of job movements as well as declining organizational health. Post-hoc analyses also indicated that executive job-changers received significantly greater increases in total compensation and were more likely to receive increases in organizational status.     

智商常态人群的智力个体差异研究述评

智力功能个体差异星正态分布有不同观点：g因素决定特殊能力分化程度差异论、因素搭配差异论;单一认知机能、认知机能系统中的一个或者几个认知机能缺陷影响智力功能差异论;认知发展理论的要素功能大小和要素关联关系强弱、结构差异论;文化活动结构差异和遗传进化的神经效率差异论;神经活动特性水平和神经活动区域效率差异、人格中介情景任务和人     

自我建构理论的发展与评价

出现于20世纪90年代初的自我建构理论是自我图式理论的一个分支,致力于从个体看待自我和他人关系的角度探讨个体自我表征的构成。本文回顾了该领域从"独立型与依存型自我建构理论"到"三重自我建构理论"的发展脉络,较为详细地介绍了这两种理论的基本观点以及不同研究者围绕三重自我建构相互间关系所进行的争论。最后,本文从个体自我表征系统的结构、关系自我与集体自我的内涵以及三重自我建构之间关系的角度提出了后续研究的方向。     

人文关怀：ICU不容忽视的问题

ICU挽救了大量重症患者的生命,但也让很多患者留下了痛苦的回忆,ICU内人文关怀的缺失是发生这种现象的重要原因。疾病及医疗护理行为、ICU的环境、失眠、生命尊严与求生欲望之间的矛盾都使患者产生痛苦,由此提出要从制度层面完善学科设置,明确学科定位,加强专科人才培养,合理配置人力资源,完善管理政策,技术层面要对患者进行有效的镇静、镇痛治疗,重视患者诉求,减少有创操作,开展ICU床旁早期活动和康复治疗,从心理层面建立友好的ICU环境,注重医护患沟通,从多角度实施临终关怀,帮助患者减少痛苦。     

A Multilevel Analysis of the Relationship between Shared Leadership and Creativity in Inter‐Organizational Teams

An inter‐organizational team, which consists of diverse members from different organizations to conduct an initiative, has been widely treated as a critical method to improve organizational innovation. This study proposes a multilevel model to test the relationship between shared leadership and creativity at both team‐ and individual level in the context of inter‐organizational teams. Multisource data were collected from 53 inter‐organizational teams. We obtain the following findings: first, shared leadership is positively related to both team creativity and individual creativity via knowledge sharing. Second, task interdependence positively moderates the relationship between shared leadership and knowledge sharing. Third, task interdependence positively moderates the relationship between knowledge sharing and team creativity, but does not moderate the relationship between knowledge sharing and individual creativity. We discuss the theoretical and practical implications of the findings.     

复杂问题解决：探索人们如何控制复杂动态系统

复杂问题解决研究的目的是探索人们如何处理复杂、动态任务。Dorner作为该领域的先驱,将计算机模拟情境作为研究工具,后来的研究者从不同的角度进行复杂问题解决研究。本文介绍了复杂问题解决研究的发展历史,总结了复杂问题解决情境的特征,包括动态性、复杂性、模糊性以及时间滞后性,进一步比较了复杂问题解决与自然决策和动态决策的差别。在此基础上,从控制系统的个体要求以及系统特征等方面总结了在Dorner的个体差异比较范式下复杂问题解决研究的进展。最后提出复杂问题解决研究的展望。     

Individual,Community, and National Resilience in Peace Time and in the Face of Terror: A Longitudinal Study

The present paper is based on thrice-repeated measures. The sample constituted 561 Jewish Israeli adults who experienced these terror attacks. The study examined individual, community and national resilience and their associations with resilience-promoting factors (sense of coherence, social support, and self-efficacy); as well as resilience-suppressing factors (distress symptoms, sense of danger, and exposure). Results indicated that resilience scores were quite stable across the three repeated measures, whereas sense of coherence, distress symptoms, sense of danger, and exposure significantly changed across the three repeated measures. Sense of coherence was the best predictor for individual, community, and national resilience.     

人格特质对个体心理性应激反应的调节作用

心理性应激是个体的内稳态受到社会心理威胁时候的状态。面对急性心理性应激源, 有机体的各大机能系统, 包括神经内分泌系统、免疫系统以及自主神经系统等, 会出现一系列生物功能的改变。已有研究表明人格特质(如自尊、特质焦虑和大五人格)会影响个体在心理性应激情境中的反应差异且影响方式尚不统一, 并且不同文化环境下人格特质影响心理性应激反应的方式是不一样的, 然而这种结果的差异有可能是生物标记物的不一致造成的, 也有可能是心理性应激任务的不一致造成的, 不能直接进行比较。未来研究应该在控制这些无关变量的基础上, 从跨文化的角度去考察人格特质对个体心理性应激反应差异的影响。