高校毕业生择业焦虑的心理教育实验研究

通过组织择业心理辅导小组对毕业生择业焦虑进行干预,考察其心理教育效果.采用实验组、对照组前后测实验设计,以《高校毕业生择业焦虑问卷》和《状态-特质焦虑量表》为测量工具.结果表明,实验组(n=18)与对照组(n=34)的后测结果差异显著,实验组与对照组的前后测结果差量之间有显著差异,对前测结果进行控制的协方差分析也表明实验组与对照组的组间差异显著.说明研究所设计的小组心理辅导与行为治疗相结合的心理教育方案是帮助毕业生克服择业焦虑的有效方法,可用于毕业生择业心理教育.     

双语言语产生中的词汇提取机制

文章主要介绍了双语言语产生中词汇提取机制的两种理论：非特定语言提取的理论和特定语言提取的理论。重点围绕着双语言语产生中词汇提取的一个关键问题,即非目标语言的词汇是否对目标语言的词汇提取形成竞争或者干扰详细地论述了二者的理论分歧,非特定语言提取的理论认为非目标语言的词汇会对目标语言的词汇提取形成竞争,而特定语言提取的理论认为不会形成竞争。文章最后介绍了双语言语产生中词汇提取机制的最新研究趋势,表明了非特定语言提取的理论和特定语言提取的理论逐步走向融和     

决策中的延迟选择行为

延迟选择(choice deferral)指个体在应该作出选择的时候却决定不作选择,包括推迟选择(如选择延迟选项)或拒绝在可选项中选择一个选项。本文首先探讨了影响延迟选择行为的认知因素和情绪因素;随后讨论了当在决策情景中引入延迟选项时,延迟选项对决策者随后情绪体验和决策行为的影响;最后对未来研究进行了展望。     

儿童计算的元认知监测及其对策略选择的影响

为了考察儿童在计算中的元认知监测及其对策略选择的影响,选用两种实验材料,对五种元认知监测判断的特点及监测判断对策略选择的影响进行考察,发现:儿童的元认知监测判断等级值总体上具有较高的一致性,元认知监测判断大多与策略选择高度相关,具有较好的预测力,但受材料、指导语等因素影响,又呈现出复杂的关系。本研究从一个侧面证实了元认知监控的基本假说和元认知监测判断的状态说。     

Co‐offending and the choice of target areas in burglary

Using data on residential burglaries and residential burglars in The Hague, this study addresses the issue of whether solitary offenders choose their target areas differently from the way offender groups do. It is hypothesised that, in general, burglars are attracted to neighbourhoods that are nearby their homes, nearby the city centre, affluent, physically accessible, and characterised by social disorganisation. In addition, differences between solitary burglars and co‐offending burglar groups regarding the strength of these criteria are assessed. The results support the postulated relevance of physical accessibility and proximity to the offenders' homes for both single offenders and co‐offending groups. However, solitary burglars and burglar groups seem to agree on what constitutes an attractive target area, because no evidence for the postulated differences between them is found. Copyright © 2006 John Wiley & Sons, Ltd.     

Psychological hardiness predicts successful selection in a law enforcement special operations assessment and selection course

We studied the predictive effects of psychological hardiness on successful selection in a United States federal tactical law enforcement assessment and selection (A&S) program. Seventy‐one male experienced law enforcement personnel participated in a week‐long, physically and psychologically rigorous A&S course. Dispositional Resilience Scale (DRS‐15) Total Hardiness scores predicted selection in this select sample. Age and cognitive ability moderated the predictive effects of psychological hardiness such that hardiness predicted selection in younger candidates and candidates with higher cognitive ability. Similar findings were obtained for DRS Commitment. DRS‐15 Control facet also differentiated selection in this sample but the predictive effects did not hold when age and cognitive ability were controlled. Findings extend the application of the DRS‐15 to law enforcement personnel selection and highlight the importance of examining moderating effects of psychological hardiness.     

Factors affecting compliance with reference check requests

Structured reference checks have been demonstrated to be a reliable and valid predictor of job performance. However, the reference check is a unique assessment method for personnel selection in that a third party, the reference provider, is the source of the critical information on the candidate. If a reference provider is unwilling to either partially or fully comply with a reference check request, the usefulness of the reference check is likely to be compromised. This study examined the factors affecting compliance of the potential reference provider with a reference check request. The sample consisted of 905 U.S. adults who were recruited through the Prolific online crowdsourcing platform ( https://prolific.ac ). We asked the participants a series of questions related to their actual experiences over the past year in responding to reference check requests. We also included a between‐subjects scenario that examined whether job candidate performance, relationship to job candidate, and method of providing the employment reference would affect hypothetical compliance. The results of the study can be used to more deeply understand the factors that are related to the compliance of the reference provider, and as a result, more fully understand the value of the reference check for selection.