Girls’ Perspectives of Barriers to Outdoor Physical Activity Through Photovoice: A Call for Counselor Advocacy

Physical inactivity and limited time spent in nature are major societal concerns that affect the mental and emotional health of youth in the United States. As such, this study explored girls’ perspectives of barriers to outdoor physical activity using a qualitative participatory action research method called photovoice. Six themes emerged from data representing the girls’ perspectives of barriers to outdoor physical activity through photovoice: Very Busy Schedule, Social Media, Health Concerns, Indoor Activity Instead of Outdoor Activity, Electronic Devices, and Way of Life. Researchers address how counselors can use these findings to advocate on this issue, given that counselors are called to advocate at multiple levels to address barriers that inhibit the growth and development of clients.     

上司地位知觉对下属默契的影响——反馈寻求行为和观点采择的作用

下属默契指的是下属与上司间不经言传而暗相投合的状态,它能潜移默化地提升下属绩效。因此,探讨下属默契的产生原因,对组织有着重要意义。鉴于此,本文以目标动机模型为理论基础,探讨了上司地位知觉对下属默契的影响及其内部机制。通过对186名企业员工的调查分析发现,上司地位知觉对下属默契有显著的正向影响;反馈寻求行为在此过程中起部分中介作用;此外,下属的观点采择能力调节了反馈寻求行为与下属默契间的正向关系。     

儿童版特里尔社会应激测试对儿童唾液皮质醇、唾液α-淀粉酶和情绪的影响

研究以150名五、六年级的学生为被试,考察儿童版特里尔社会应激测试（TSST-C）对儿童客观生理反应（唾液皮质醇和唾液α-淀粉酶）和主观情绪反应的影响。结果发现,TSST-C引起了儿童显著的应激反应,包括皮质醇和唾液α-淀粉酶水平的升高,以及主观消极情绪（如焦虑和紧张）的增加,这表明TSST-C在中国儿童中的适用情况良好,能够有效诱发儿童的应激反应。同时,研究也发现,皮质醇反应和唾液α-淀粉酶反应不存在相关,生理反应和情绪反应之间也不存在相关。     

不同冥想类型对创造性思维的影响及作用机制

冥想与创造性的关系正逐渐被关注,澄清冥想练习对创造性思维的影响效果和作用机制对个体创新潜能的培养与提升具有重要意义。不同冥想类型对创造性思维的影响具有特异性,专注冥想主要通过注意聚焦和提升自上而下的执行控制能力来对聚合思维产生积极影响;正念冥想引起的离焦的注意状态,以及对认知灵活性和积极情绪的促进,有助于发散思维。未来应加强不同冥想类型与创造性思维的整合研究,探讨冥想影响创造性思维的脑机制,以及冥想与其他干预训练对创造性思维的不同作用机制等。     

生命意义的缺失与追寻

生命意义(Meaning in life)指人们对自己生命中的目的、目标的认识和追求,主要包括意义存在(Presence of Meaning)和意义追求(Search for Meaning)两个维度。生命意义缺失(Absence of Meaning)指个体缺乏生活的目标、对自身存在价值和意义感的感知。意义缺失的体验一方面会带来焦虑、抑郁等消极影响,另一方面将激发起个体强烈的重构意义的动机,引导人们进行意义追求。未来研究应增加对生命意义的获取和提升、意义缺失的原因、含义与结构、意义追求的动机和效果的研究。     

社会支持对流动儿童社会退缩的影响:心理弹性的中介作用

目的:探讨心理弹性在社会支持与流动儿童社会退缩之间的中介作用。方法:采用社会支持评定量表、青少年心理弹性量表和班级戏剧量表对258名流动儿童进行调查。结果表明:(1)活跃退缩与社会支持、心理弹性呈显著负相关; 安静退缩与社会支持相关不显著,与心理弹性呈显著负相关; 社会支持与心理弹性呈显著正相关;(2)社会支持、心理弹性显著负向预测流动儿童的活跃退缩;(3)心理弹性在社会支持与流动儿童活跃退缩之间具有完全中介作用。     

社会支持对大学生社会幸福感的影响—希望的中介作用

基于积极心理学,采用问卷调查法,对1098名大学生进行调查,探讨社会支持对社会幸福感的影响,并基于希望进行中介效应检验,借此构建三个变量之间的关系模型,探索促进大学生心理健康发展的内在机制。结果表明:社会支持、希望与社会幸福感之间两两相关显著; 社会支持和希望及其各维度,显著正向影响大学生的社会幸福感; 社会支持通过希望影响大学生社会幸福感水平。研究结果证实了希望在社会支持影响社会幸福感中起部分中介作用的心理机制,为大学生心理健康教育提供了参考建议。     

Disparate roads to certainty processing strategy choices under need for closure

This paper describes a programme of research addressing an intriguing inconsistency in research findings about cognitive processes under a high need for cognitive closure (NFC). While early studies demonstrated that individuals who seek closure opt for closed-minded cognitive strategies, a growing body of research has identified a number of circumstances in which individuals who are high in NFC engage in effortful, open-minded information processing to an even greater extent than their low NFC counterparts. This has posed the challenge of delineating the circumstances under which people motivated to reduce uncertainty (i.e., attain closure) engage in effortful and open-minded cognition from those situations in which they rely on simplistic, low-effort strategies. This also calls for theoretical advancement in NFC theory. We discuss our proposed solution to this puzzle and the implications of this model for real-world social phenomena.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment

Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.

Design: The study design was a three-wave self-reported questionnaire.

Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.

Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.

Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.