执行功能研究方法评述

虽然对执行功能的研究长期以来都是从神经心理学角度出发的,但现在发展心理学领域中也出现了大量的研究,其研究方法也层出不穷。该文从发展心理学角度分析了研究儿童冷执行功能和热执行功能的常用方法,包括搜寻任务、规则运用任务、优势规则抑制任务、矛盾冲突任务、问题解决任务、图片工作记忆任务、心理理论任务、延迟满足任务、儿童博弈任务和反向择物。通过对这些方法的分析,作者发现,执行功能的概念已逐步扩展到包容整个认知过程,而已有的关于执行功能的观点都只强调了其中某一个或几个方面,还没有一种观点能够将上述方法所研究的执行功能概括完整。执行功能的本质还远远不能清晰地展示在我们面前。     

Reliability and plasticity of response inhibition and interference control

This study investigated the internal reliability, temporal stability and plasticity of commonly used measures of inhibition-related functions. Stop-signal, go/no-go, antisaccade, Simon, Eriksen flanker, Stroop and Continuous Performance tasks were administered twice to 23 healthy participants over a period of approximately 11 weeks in order to assess test–retest correlations, internal consistency (Cronbach’s alpha), and systematic between as well as within session performance changes. Most of the inhibition-related measures showed good test–retest reliabilities and internal consistencies, with the exception of the stop-signal reaction time measure, which showed poor reliability. Generally no systematic performance changes were observed across the two assessments with the exception of four variables of the Eriksen flanker, Simon and Stroop task which showed reduced variability of reaction time and an improvement in the response time for incongruent trials at second assessment. Predominantly stable performance within one test session was shown for most measures. Overall, these results are informative for studies with designs requiring temporally stable parameters e.g. genetic or longitudinal treatment studies.     

A Different View of Anger: The Cognitive‐Neoassociation Conception of the Relation of Anger to Aggression

The common, everyday understanding of anger is problematic in a number of respects—in its inattention to the prototypic nature of this emotional state; in its failure to recognize the important role often played by the critical event's aversiveness; and in its neglect of the frequently close connection between anger arousal and aggression‐related motor impulses. This article discusses all of these matters from the point of view of my cognitive‐neoassociation perspective [Berkowitz, 1990, 1993, 2010; Berkowitz and Harmon‐Jones, 2004]. The role of automatic, nonconscious reactions is considered, and it is also emphasized that angry feelings are linked to approach motivation—movement toward the perceived source of the anger. The article also briefly summarizes relevant research dealing with the self‐regulation of anger reactions. This broad review hopefully will prompt further inquiries into the arousal, nature, and operation of anger. Aggr. Behav. 38:322‐333, 2012. © 2012 Wiley Periodicals, Inc.     

Sociocultural antecedents of academic motivation and achievement: Role of values and achievement motives in achievement goals and academic performance

With a view to understand the influence of culture on achievement motivation, the study aimed to test the hypothesized mediating role of individual‐oriented and social‐oriented achievement motives in linking value orientations (e.g. achievement, security, conformity, hedonism) to achievement goals (i.e. mastery‐approach, mastery‐avoidance, performance‐approach, and performance‐avoidance goals) as predictors of English and mathematics achievements. These hypothesized relationships were tested in the one‐path analytic model with a sample of Indonesian high‐school students (n = 356; 46% girls, M age = 16.20 years). The findings showed that security and conformity values positively predicted social‐oriented achievement motive; self‐direction values positively predicted individual‐oriented achievement motive; and hedonism values negatively predicted both achievement motive orientations. Both individual‐oriented and social‐oriented achievement motives positively predicted mastery‐approach and performance‐approach goals. Interestingly, social‐oriented achievement motive also positively predicted mastery‐avoidance and performance‐avoidance goals, which in turn, negatively predicted English and mathematic achievement. There was also some evidence for the direct effects of values on performance‐approach goals and achievement. Taken together, the findings evinced the relevance of achievement goal constructs to Indonesian students and the psychometric properties of the Indonesian version of the Achievement Goals Questionnaire for further use in Indonesia. The study concludes that the meanings of academic motivation and achievement should be seen from a sociocultural perspective relevant to the context in which they are being studied.     

汉语学龄前儿童正字法意识的发展

本研究选择北京地区幼儿园3岁、4岁、5岁儿童各31、48、33名, 采用单部件意识测验和部件位置及功能意识测验系统探查了学龄前儿童的正字法意识各个层面的发展状况。单部件意识测验包括部件替换、部件缺失和部件旋转三个部分; 部件位置及功能意识测验分为假字和非字两个部分, 而非字又包括两形非字和形声非字。结果发现单部件意识测验中, 5岁组儿童在部件替换水平上的得分显著高于3岁组儿童, 而3岁组与4岁组、4岁组与5岁组儿童之间无显著差异; 部件缺失和部件旋转水平上, 三个年龄段的儿童的得分表现出明显的增长趋势。部件位置及功能意识测验中, 假字得分在三个年龄段之间无显著差异; 非字得分随年龄增长显著提高。这些结果表明, 单部件意识在学前期处于不断发展的阶段, 其中对部件替换的非字的拒绝能力发展较早, 部件缺失和部件旋转非字的拒绝能力发展较晚; 部件位置及功能意识在学前期已经开始发展, 3岁儿童已经具有假字符合正字法规则的认识, 但对非字违反部件位置合法性和功能完整性的认识直到4岁左右才开始萌芽, 5岁还未成熟。     

本土心理资本与职业幸福感的关系

职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明：(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。     

An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.