The impact of thin models in music videos on adolescent girls' body dissatisfaction

Music videos are a particularly influential, new form of mass media for adolescents, which include the depiction of scantily clad female models whose bodies epitomise the ultra-thin sociocultural ideal for young women. The present study is the first exposure experiment that examines the impact of thin models in music videos on the body dissatisfaction of 16–19-year-old adolescent girls (n = 87). First, participants completed measures of positive and negative affect, body image, and self-esteem. Under the guise of a memory experiment, they then either watched three music videos, listened to three songs (from the videos), or learned a list of words. Affect and body image were assessed afterwards. In contrast to the music listening and word-learning conditions, girls who watched the music videos reported significantly elevated scores on an adaptation of the Body Image States Scale after exposure, indicating increased body dissatisfaction. Self-esteem was not found to be a significant moderator of this relationship. Implications and future research are discussed.     

新手—熟手—专家型教师心理特征的比较

为了更深入地了解教师的教学专长发展,采用了量表法分别对433名和469名新手型、熟手型、专家型教师进行了教学策略、成就目标定向、人格特征和职业承诺、职业倦怠两个比较研究。结果表明：⑴在教学策略、成就目标、人格特征上,专家型教师均优于熟手型教师,而熟手型教师又优于新手型教师;在职业承诺和职业倦怠上,专家型教师均优于熟手型教师和新手型教师,而熟手型教师与新手型教师不存在差异。⑵重视课前准备,成绩目标是其重要的工作动机是新手型教师的主要特征;课中策略水平较高,任务目标成为重要的工作动机,具有随和、宽容、乐群、能关心他人的人格特点是熟手型教师的主要特征;教学策略以课前计划、课后的评估、反思为核心,具有鲜明的情绪稳定性、理智、着重实际、自信心和批判性强的人格特点,职业的情感投入程度和职业成就感高是专家型教师的主要特征。⑶三类教师在课后的补救策略、成绩目标、内外向、继续承诺和情绪耗竭上没有显著差异是其共同点。     

认真性与下属工作满意感--变革型领导的中介作用

对85名企业管理人员的认真性特质、变革型领导风格与下属工作满意感的关系进行了研究,多元回归分析的结果表明,我国企业管理人员的认真性特质能够有效地预测下属的工作满意感,其中下属知觉的变革型领导是管理者的认真性和下属工作满意感之间关系的中介变量,而这一中介效用主要是通过变革型领导的两个子维度——领导魅力和智力激发来实现的。     

工作倦怠结构的验证性因素分析

用所编制的工作倦怠问卷,先后对541名被试的调查,对工作倦怠的结构进行探讨。结果表明,工作倦怠由耗竭、人格解体和成就感降低三个因素构成。工作倦怠的三因素结构模型在三个职业样本的验证性因素分析中都得到了支持。工作倦怠问卷的信度与效度指标也都达到了心理测量学的要求。     

工作倦怠的结构研究

工作倦怠是指“在以人为服务对象的职业领域中,个体的一种情感耗竭、人格解体和个人成就降低感的症状”。参考国外知名的工作倦怠问卷,在访谈和开放式调查的基础上,编制了适用于中国文化背景的工作倦怠问卷。探索性因素分析结果表明,工作倦怠问卷由耗竭、人格解体和成就感降低三个因素构成。问卷的信度和效度都达到了心理测量学的要求。     

高校教师人格特质、工作特征与工作满意度的关系研究

采用高校教师工作特征问卷、人格特质问卷、工作满意度问卷对400名高校教师进行调查。结果发现：（1）高校教师工作特征与工作满意度存在显著的正相关,工作特征中的多样性与工作本身、人际关系达到中度相关;工作特征中的完整性与工作满意度、重要性与工作满意度的五个维度均达到中度相关;工作特征中的自主性与薪酬待遇、进修提升、人际关系呈中度相关;工作特征中的反馈性与工作本身、薪酬待遇、进修提升、人际关系呈中度相关。（2）高校教师人格特质与工作满意度存在显著的正相关,人格特质中的外向性维度与进修提升呈中度相关;与领导管理呈     

Job Analysis of United States Air Force Military Training Instructor Duty: Identification of Screening Criteria for Instructor Candidate Suitability

Initial military training-instructor duty places noncommissioned officers (NCOs) in a critical position of trust to safely, effectively train and transition recruits into military service. In this context, ineffective or inappropriate behavior by instructors has been shown to impact trainee mental health, unit cohesion, and integration ( Foran &; Adler, 2013 Foran, H. M., &; Adler, A. B. (2013). Trainee perceptions of drill sergeant qualities during basic combat training. Military Psychology, 25, 577–587. 10.1037/mil0000023[Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]). Abuse of power, specifically exploitative and criminally and sexually abusive behavior by even a small number of instructors, as occurred in United States Air Force (USAF) basic military training (BMT) between 2010 and 2012, may result in a broad loss of public trust. Assessment of suitability for these duties is not consistently pursued across military services, with scant empirical work to best target what is necessary for safe, effective service as a BMT instructor. This article describes 3 job-analytic studies conducted to identify criteria for screening NCOs for USAF military training-instructor duty, as well as planned methods for evaluation.     

Aptitude and Trait Predictors of Manned and Unmanned Aircraft Pilot Job Performance

Sixty-seven United States Navy maintainers (55 men and 12 women) representing both the aviation and surface communities participated in an experiment examining the efficacy of a simulation to assist technicians in rapidly understanding a system's state. Participants were assigned to one of three groups based on the technicians' experience and one of two experimental conditions: simulation (SIM) or technical manual (TM). The experimental task consisted of a series of eight questions regarding the condition of the S-3 aircraft's nose wheel steering (NWS) system given a set of initial aircraft conditions. To aid in performance of the experimental task, participants assigned to the TM condition were given a paper copy of the S-3 aircraft's organizational maintenance manual for the NWS system, and participants assigned to the SIM condition were given a laptop computer running a computer-based interactive model of the S-3 NWS system. Results showed that regardless of level of expertise, participants assigned to the SIM condition answered questions significantly faster than participants assigned to the TM condition. Further, technicians experienced in nonaviation maintenance assigned to the SIM condition answered questions significantly more accurately than experienced nonaviation technicians assigned to the TM condition.     

Work Engagement: Investigating the Role of Transformational Leadership,Job Resources,and Recovery

While the relationship between job resources and engagement has been well established, a greater understanding of the upstream factors that shape job resources is required to develop strategies to promote work engagement. The current study addresses this need by exploring transformational leadership as an upstream job resource, and the moderating role of recovery experiences. It was hypothesized that job resources would mediate the relationship between transformational leadership and engagement. Recovery experiences were expected to moderate the relationship between resources and engagement. A sample of 277 employees from a variety of organizations and industries was obtained. Analysis showed direct relationships between: transformational leadership and engagement, and transformational leadership and job resources. Mediation analysis using bootstrapping found a significant indirect path between transformational leadership and engagement via job resources. Recovery experiences did not significantly moderate the relationship between job resources and engagement. To date, the majority of published literature on recovery has focused on job demands; hence the nonsignificant result offers insight of a potentially more complex relationship for recovery with resources and engagement. Overall, the current study extends the JD-R model and provides evidence for broadening the model to include upstream organizational variables such as transformational leadership.     

工作要求-资源模型与工作倦怠的相互影响

采用间隔六个月的三波纵向设计,对国内263名企业员工的工作倦怠、工作要求、工作资源进行测量,探讨中国文化背景下企业员工工作环境的动态变化和倦怠体验的相互影响及其作用机制。研究结果表明,控制基线水平后,工作要求增量正向影响工作倦怠增量,工作资源增量负向影响工作倦怠增量;而工作倦怠增量进一步对员工所处的微工作环境产生一定的负面影响,导致工作要求进一步增加,工作资源进一步降低,因此易形成“工作环境恶化→工作倦怠加剧→工作环境进一步恶化”的恶性因果关系回路。