Job burnout: new directions in research and intervention

Job burnout is a prolonged response to chronic emotional and interpersonal stressors on the job and is defined here by the three dimensions of exhaustion, cynicism, and sense of inefficacy. Its presence as a social problem in many human services professions was the impetus for the research that is now taking place in many countries. That research has established the complexity of the problem and has examined the individual stress experience within a larger social and organizational context of people's response to their work. The framework, which focuses attention on the interpersonal dynamics between the worker and other people in the workplace, has yielded new insights into the sources of stress, but effective interventions have yet to be developed and evaluated.     

Subjective person-organization fit: Bridging the gap between conceptualization and measurement

In this paper, we present a critical examination of the literature on subjective person-organization (P-O) fit and highlight several conceptual and measurement issues that may be perpetuating confusion in this literature. Specifically, we reviewed 46 empirical studies that have measured P-O fit perceptions and identified three primary sources of inconsistency among these studies, including (a) how P-O fit is conceptualized, (b) the operational definition of ‘organization,’ and (c) the content domain used to assess P-O fit. We discuss several implications of this review, including the potential role that individual differences play in fit perceptions. We also make a case for the development and adoption of uniform, validated measures of P-O fit that incorporate the multidimensional nature of fit.     

A Person-Centered Approach to P-E Fit Questions Using a Multiple-Trait Model

The current study first longitudinally examines the validity of person-environment (P-E) RIASEC congruence, adopting a job analytic method to assess the environment and using P-E difference scores to compute congruence, to predict a range of intrinsic career outcomes—including job satisfaction, skill development, work involvement, and perceived stress—in a sample of 401 college seniors involved in the labor market. Second, the incremental validity of an alternative conceptualization of the P component (i.e., the Five-Factor Model of personality [FFM]) is examined over and beyond RIASEC congruence scores. Congruence across RIASEC types significantly predicted job satisfaction and skill development, but FFM traits significantly and substantially contributed to the prediction of all intrinsic career outcomes. Finally, a person-centered perspective to P-E questions is introduced, demonstrating that cluster analysis of individuals' FFM scores resulted in two clusters (i.e., internalizers/externalizers and resilients) showing very different positions on the labor market and reporting differing initial career outcomes. It is concluded that RIASEC P-E fit congruence studies should be complemented with FFM assessment to increase predictive validity. Applications of an FFM-based, person-centered approach in I/O and P-E fit research and practice are discussed.     

调节性匹配理论述评

在决策、动机领域,Higgins（2000）提出了一种新的理论——调节性匹配理论。所谓调节性匹配（regulatoryfit）,指的是个体的自我调节定向与其行为策略之间的匹配。该理论认为,调节性匹配能增强个体在目标追求过程中的动机强度、主观评价和情绪体验,从而对个体的行为决策产生重要影响。文章围绕调节性匹配的概念、产生、效应及应用价值等问题对相关研究进行综述,并在此基础上提出了现有研究存在的问题及未来的研究方向     

冲动性消费行为内在机制研究述评 ———提升调节点在冲动性消费行为中所起作用

有关冲动性消费行为研究的文献众多,但难以从内在联系上进行统一。最近,利用提升调节点对冲动性消费行为内在机制的揭示是该领域的一个突破,从而有望把一些相关文献统一起来。作者介绍了冲动性消费行为内在过程;综述了用于冲动性消费行为内在机制研究的相关理论;从内在机制这个角度对有关冲动性消费行为文献进行评述。文章的最后提出了冲动性消费行为内在机制的进一步研究方向：利用调节点等相关理论,特别是调节适应理论对冲动性消费行为内在机制做进一步探讨     

Modification indices for the 2-PL and the nominal response model

In this paper, it is shown that various violations of the 2-PL model and the nominal response model can be evaluated using the Lagrange multiplier test or the equivalent efficient score test. The tests presented here focus on violation of local stochastic independence and insufficient capture of the form of the item characteristic curves. Primarily, the tests are item-oriented diagnostic tools, but taken together, they also serve the purpose of evaluation of global model fit. A useful feature of Lagrange multiplier statistics is that they are evaluated using maximum likelihood estimates of the null-model only, that is, the parameters of alternative models need not be estimated. As numerical examples, an application to real data and some power studies are presented.     

A note to Bollen's alternative fit measure

The problem of dependence of the nonnormed fit index on sample size in covariance structure analysis is discussed. Contrary to Bollen (1986) we show that the mean of the nonnormed fit index is independent of sample size for true and almost true models whereas Bollen's alternative index does depend on sample size.     

Likelihood methods for testing group problem solving models with censored data

Problem solving models relating individual and group solution times under time limit censoring are presented. Maximum likelihood estimates of parameters of the resulting censored distributions are derived and goodness of fit tests for the individual-group models are constructed. The methods are illustrated on data previously analyzed by Restle and Davis.This research was supported by grants from the Graduate School, University of Minnesota. Also, work of the second author was aided by a Single Quarter Leave granted by the Regents of the University of Minnesota.     

“工作价值观-职务特征”匹配对工作倦怠的影响研究

工作倦怠是近年来工业和组织心理学及职业健康领域的一个研究热点,本研究的目的是着重检验"工作价值观-职务特征"匹配对工作倦怠的影响.根据2家企业118份调查问卷的结果对工作倦怠量表和"工作价值观-职务特征"问卷做了修订.然后在8家非服务性企业进行了调查,316份有效问卷的调查进一步验证了工作倦怠量表具有良好的构想效度和信度;人口统计学变量性别、年龄在工作倦怠上有显著差异;通过相关分析结果表明,"工作价值观-职务特征"匹配各维度与工作倦怠各维度显著相关;进一步的逐步回归分析表明,任务特征在任务依存性和任务自主性的两个维度的匹配对情绪衰竭有负向预测作用,任务自主性匹配还对工作怠慢维度有负向预测作用.     

暂时句法歧义句认知加工初探

研究通过两个实验探讨了汉语句子理解中的直接宾语（DO）／句子补语（SC）类暂时句法歧义句的认知加工特征。实验一采用自定速移动视窗技术,发现歧义句和无歧义句解歧区的阅读时间存在显著差异。实验二增加了论题适合性因素以探讨非句法信息在句子理解加工中的影响,发现论题适合性信息影响歧义区和解歧区的阅读时间。实验结果表明：在汉语句子加工中存在DO／SC暂时句法歧义效应;论题适合性信息即时参与对句子的加工,并对句法歧义效应产生影响。