Clusteringn objects intok groups under optimal scaling of variables

We propose a method to reduce many categorical variables to one variable withk categories, or stated otherwise, to classifyn objects intok groups. Objects are measured on a set of nominal, ordinal or numerical variables or any mix of these, and they are represented asn points inp-dimensional Euclidean space. Starting from homogeneity analysis, also called multiple correspondence analysis, the essential feature of our approach is that these object points are restricted to lie at only one ofk locations. It follows that thesek locations must be equal to the centroids of all objects belonging to the same group, which corresponds to a sum of squared distances clustering criterion. The problem is not only to estimate the group allocation, but also to obtain an optimal transformation of the data matrix. An alternating least squares algorithm and an example are given.The authors thank Eveline Kroezen and Teije Euverman for their comments on a previous draft of this paper.     

执行功能可分离性及与年龄关系的潜变量分析

应用潜变量分析研究抑制优势反应、记忆刷新和注意转换三种执行功能的可分离性,以及与年龄的关系。被试为18~85岁的健康成年人142名,完成九项执行功能任务。结果显示：本研究设计的九项执行功能任务有较好的信度;验证性因子分析显示,九项任务与对应执行功能间的因子负荷较高（汇聚性效度好）,而不同执行功能间的相关较低（鉴别性效度好）;在此基础上建立了三种执行功能及其与年龄关系的潜变量分析模型。研究结果表明,执行系统不是单一的认知结构,可以分离为若干相对独立的执行加工过程。     

Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study

Purpose  To examine the relationship between proactive personality, employee creativity, and newcomer outcomes (i.e., career satisfaction and perceived insider status). Design/methodology/approach   A survey was conducted using a 3-wave longitudinal design with 146 Hong Kong Chinese employees from various organizations. Structural equation modeling was used to test the research hypotheses including the mediation effects. Findings   Proactive personality was positively associated with employee creativity and employee creativity was positively associated with career satisfaction and perceived insider status. In addition, employee creativity fully mediated the relationships between proactive personality and career satisfaction and perceived insider status. Implications   Based on self-reported responses, these data show that newcomers with a proactive personality shape their work environments in part through creative behavior, which in turn leads to feelings of career satisfaction and perceptions of being an organizational insider. Our study’s results also show that employee creativity is positively and significantly related to workers’ career satisfaction and perceived insider status, suggesting that employee creativity can improve employees’ attitudes toward their career and perceptions as valued and contributing organizational insiders. Future research may examine other possible variables that might mediate the relationship between proactive personality and individual outcomes. Originality/value  One of the few studies that have examined the intervening mechanism by which proactive personality leads to employee outcomes and examined the effects of proactive personality on employee outcomes in Asian culture. Received and reviewed by former editor, George Neuman.     

孝文化与中国人人格形成的深层机制

作为中国文化的重要特征,孝文化提供了一整套系统的文本、言说和行为准则,不仅影响到中国社会的历史面貌和现实状况等宏观领域,而且也影响到人格形成等微观领域。该文从文化的辩证角度分析了孝文化长期存在的合理性,对孝文化的内涵和消极效应进行了心理学解读,并简要分析了孝文化与中国人具体人格特征之间的关联。正是通过具体的教养方式和亲子关系,孝文化完成了其对人格的塑造作用。     

人格、社会支持和非理性信念对男性戒毒劳教人员药物渴求的影响

对273名男性戒毒劳教人员进行测量,探讨了人格、非理性信念、社会支持3因素对戒毒者药物渴求的影响,并对戒毒劳教人员的药物渴求作了初步预测。结果表明:(1)戒毒劳教人员的人格和非理性信念得分均高于普通人,社会支持得分均低于普通人;(2)对吸毒行为持有的效果期待和自贬依毒的非理性信念,精神质的人格特征以及主观社会支持感对戒毒劳教人员的毒品渴求感存在正向预测作用,解释力为61.9%;(3)结构模型分析发现,人格不能直接影响药物渴求,社会支持和非理性信念对人格起到完全的中介作用,人格、社会支持和非理性信念3因素共同解释男性戒毒劳教人员药物渴求85%的变异。     

当代学者对自立认识的概念分析

在对有关自立的文献进行广泛检索的基础上,根据有关标准纳入了136项进行概念分析。从自立的特性、结构、条件与影响因素、结果与意义、相关概念、表现与指标等方面,对当前学者关于个体自立的认识进行了梳理。发现:①学者们的论述反映出的自立特性主要包括模糊性、独立性、主动性、道德性、辩证性、过程性和心理内容丰富性7个。②自立的条件与影响因素主要包括内在因素、外在环境因素以及个人修行因素三种。③不少学者强调自立是个体生存与发展的基础和结果。④文献中与自立关系最混乱的概念依次是自强、独立、自主、自尊、自信。⑤目前还没有学者给出有效的自立评价方法与指标。最后,对自立的实质、自立人格的结构、自立研究的现状与发展以及自立研究的意义等问题进行了讨论。     

乒乓球运动员人格特征对比赛成绩及专业发展的影响

根据先前研究确定的乒乓球运动员人格特征,对少体队、省队、国家队三个层次的乒乓球运动员群体进行纵向追踪研究。研究结果发现,乒乓球运动员人格特征与其比赛成绩存在较高相关,能够较好的预测高水平运动的比赛成绩;升级组运动员在乐观性、宽容性、探究性、有恒性、自律性、果断性、稳定性等7项特质上优于未升级组运动员,乒乓球运动员人格特征可较准确地预测球员在专业水平上的成功表现。研究的结果支持了先前横向比较研究的结论:乒乓球运动员的人格特征主要由表现性、乐观性、变通性、宽容性、合作性、稳定性、探究性、紧张性、有恒性、自律性、独立性、果断性和工作专注13项心理特质组成。     

人格与病理性赌博研究述评

人格障碍是病理性赌博的定论之一。与病理性赌博有关的人格特质包括神经质、精神质、感觉寻求特质、专注特质等,这在跨文化的研究中都找到了证据。现有的研究结论存在疑问,未来研究需注意被试取样代表性,人格特质与赌博行为之间的关系有待于进一步研究,本土化研究需要加强     

Cross-sectional and longitudinal differences in social dominance orientation and right wing authoritarianism as a function of political power and societal change

Changes in social dominance orientation (SDO) and right wing authoritarianism (RWA) over time were examined using cross-sectional and longitudinal analysis of three waves of survey data before and after the 2004 Presidential election in Taiwan. A functionalist perspective (or group socialization model) predicts that: (i) supporters of a dominant political group that has held power for over 50 years should be higher in SDO and RWA than their opposition; and (ii) a formerly subordinate group should increase in SDO and RWA following electoral victory, whereas the dominant group should decrease following defeat. The first hypothesis was supported, whereas support for the second was mixed; the low-powered group increased in SDO and RWA following victory, but the high-powered group was unchanged. It appears easier to acquire the mindset associated with power than to lose it. Longitudinal path modelling showed that SDO became less connected to identity and political party support after an election that consolidated societal and regime change; the role of RWA shifted even more dramatically, from being connected to one political party and social identity pre-election to an opposing one post-election. Longitudinal path models slightly favoured a group socialization account over personality or social identity accounts in modelling correlations between SDO, RWA, political party support, and social identities over time.     

Correction for faking in self‐report personality tests

Faking is a common problem in testing with self‐report personality tests, especially in high‐stakes situations. A possible way to correct for it is statistical control on the basis of social desirability scales. Two such scales were developed and applied in the present paper. It was stressed that the statistical models of faking need to be adapted to different properties of the personality scales, since such scales correlate with faking to different extents. In four empirical studies of self‐report personality tests, correction for faking was investigated. One of the studies was experimental, and asked participants to fake or to be honest. In the other studies, job or school applicants were investigated. It was found that the approach to correct for effects of faking in self‐report personality tests advocated in the paper removed a large share of the effects, about 90%. It was found in one study that faking varied as a function of degree of how important the consequences of test results could be expected to be, more high‐stakes situations being associated with more faking. The latter finding is incompatible with the claim that social desirability scales measure a general personality trait. It is concluded that faking can be measured and that correction for faking, based on such measures, can be expected to remove about 90% of its effects.