The reactive–proactive aggression questionnaire: differential correlates of reactive and proactive aggression in adolescent boys

This study reports the development of the Reactive–Proactive Aggression Questionnaire (RPQ), and the differential correlates of these two forms of aggression. Antisocial, psychosocial and personality measures were obtained at ages 7 and 16 years in schoolboys, while the RPQ was administered to 334 of the boys at age 16 years. Confirmatory factor analysis indicated a significant fit for a two‐factor proactive–reactive model that replicated from one independent subsample to another. Proactive aggression was uniquely characterized at age 7 by initiation of fights, strong‐arm tactics, delinquency, poor school motivation, poor peer relationships, single‐parent status, psychosocial adversity, substance‐abusing parents, and hyperactivity, and at age 16 by a psychopathic personality, blunted affect, delinquency, and serious violent offending. Reactive aggression was uniquely characterized at age 16 by impulsivity, hostility, social anxiety, lack of close friends, unusual perceptual experiences, and ideas of reference. Findings confirm and extend the differential correlates of proactive–reactive aggression, and demonstrate that this brief but reliable and valid self‐report instrument can be used to assess proactive and reactive aggression in child and adolescent samples. Aggr. Behav. 32:159–171, 2006. © 2006 Wiley‐Liss, Inc.     

It depends on your perspective: The role of self-relevance in stereotype-based underperformance

Much research has examined how stereotype threat leads to the underperformance of stereotyped targets. The underlying cause for this effect, however, remains unclear. Some researchers argue that stereotype threat can be explained from a behavioral-priming perspective, while others claim that it necessarily involves concerns about confirming a negative self-relevant stereotype. The current experiment highlights the critical role of self-relevance in distinguishing between stereotype priming and stereotype threat. Results showed that when participants wrote about a stereotyped target from a first-person perspective, both targets and non-targets performed poorly under stereotype threat conditions, because writing from a first-person perspective made the stereotype self-relevant for non-targets. But when participants wrote about a stereotyped target from a third-person perspective, only targets underperformed since the stereotype was already self-relevant. Moreover, when the stereotype was made self-relevant non-targets experienced the same threat-based concerns that targets experience under stereotype threat conditions.     

ProjectA对我军士兵心理选拔研究的启示

美国军队选拔与分类项目（The Army’s Selection And Classification Project,Project A）是美军20世纪80年代为改进军队人员的选拔、分类和使用,加强军队质量建设而进行的一项大规模的研究工作,其目的是建立一套完整、科学、符合军队建设需要的军队人员选拔与分类方法,形成一整套用于军队人员军队人员选拔与分类的预测工具。本文简要介绍了Project A产生的背景、研究目的、基本实验设计、绩效评价系统建立、预测工具以及预测效度,并对我军开展士兵心理选拔分类以及安置的必要性和可行性做了简要分析,提出了基本构想     

Using Quality of Life to Assess Performance in the Disability Services Sector

Measurement of performance is extremely important for not-for-profit agencies in terms of measuring the efficiency and effectiveness of agencies in achieving their goals. Performance indicators assist managers of agencies in strategic decision making and in fulfilling their accountability obligations for the best use of limited resources. This paper argues that not-for-profit agencies that serve people with intellectual disabilities can use quality of life as one measure of agency and/or program performance. This is demonstrated with reference to research conducted on the effect of different methods of employment on the quality of life for people with intellectual disabilities. Effectiveness of agencies and/or programs can be assessed based on comparisons of quality of life outcomes under different methods of employment or by reference to absolute percentage of scale maximum scores and whether homeostasis is defeated.     

责任心子维度与绩效的关系研究中存在的争议

在责任心及其子维度与工作绩效的关系研究中,研究者在下面四个方面还存在争议：1．责任心的结构定义,也就是责任心总维度包含哪些子维度？2．为什么子维度的信度系数比责任心总维度的低？3．对于具体的,较细的工作绩效效标,大维度还是小维度有更好的预测效度？4．用于检验哪一种预测源更有效的方法,计算简单相关系数还是增量效度？文章主要就这些问题进行讨论。     

Psychological characteristics in women football players: Skills,mental toughness,and anxiety

Women's football has been far less studied than men's. This work's objectives were to: (1) analyze the differences in psychological skills, mental toughness (MT), and anxiety in women football players according to their level (national team, first division, and second division); and (2) predict those three levels (using a multivariate model) according to the players’ psychological skills, mental toughness, and anxiety. One hundred and forty‐two Icelandic women football players (23.5 ± 3.5 years) participated in the study. They were classified into three groups according to their level: national team, and first and second divisions. Three questionnaires were used: the Test of Performance Strategies Questionnaire, the Sport Mental Toughness Questionnaire, and the Sport Anxiety Scale‐2 questionnaire. A one‐way ANOVA with Bonferroni post hoc correction was used to examine differences between teams. Applying a classification tree analysis, the participants were classified into three groups according to their level. There were few differences between the three groups in psychological skills, but in mental toughness and anxiety the national team had the highest and lowest values respectively, and the first and second division players differed in relaxation in competition (TOPS), total score and confidence (SMTQ), and worry (SAS‐2). The classification tree correctly classified 54.9% of the sample with the variables total score (SMTQ) and activation in practice (TOPS). Therefore, given the relevance that psychological attributes appear to have for women football players’ performance, it would seem indispensable to incorporate the figure of the sports psychologist into national and club teams.     

Adaptive perception of changes in affordances for walking on a ship at sea

Ocean waves cause oscillatory motion of ships. Oscillatory ship motion typically is greater in roll (i.e., the ship rolling from side to side) than in pitch (i.e., tipping from front to back). Affordances for walking on a ship at sea should be differentially influenced by ship motion in roll and pitch. When roll exceeds pitch, the maximum walkable distance within a defined path should be greater when walking along the ship’s short, or athwart axis than when walking along its long, or fore-aft axis. When pitch exceeds roll, this relation should be reversed. We asked whether such changes in ship motion would be reflected in judgments of direction-specific affordances for walking. Participants (experienced maritime crewmembers) judged how far they could walk along a narrow path on the ship deck. On different days, sailing conditions were such that the relative magnitude of pitch and roll was reversed. Judgments of direction-specific affordances for walking mirrored these changes in ship motion. The accuracy of judgments was consistent across directions, and across changes in ship motion. We conclude that experienced maritime crewmembers were sensitive to dynamic variations in affordances for walking that were, themselves, a function of dynamic properties of the animal-environment system.     

权力层级与团队绩效关系：权力与地位的一致与背离

本研究致力于探讨在权力与地位不一致的背景下, 权力层级与团队绩效研究的分歧。本研究提出权力层级与团队绩效的关系取决于团队的层级一致性——权力与地位的匹配度。具体地, 当层级一致(权力与地位匹配)时, 权力层级促进团队绩效; 当层级不一致(权力与地位不匹配)时, 权力层级抑制团队绩效。本研究结合问卷、实验和二手数据方法来验证假设, 研究1通过对46个大学生创业实践团队的两阶段问卷调查, 发现层级一致性对权力层级与团队绩效的关系具有调节作用。此后, 研究2通过一项涉及64个团队的实验来揭示因果关系, 发现权力争夺在权力层级和层级一致性的交互与团队绩效的关系中起中介作用。最后研究3通过203个观测值的互联网公司二手数据重复验证了层级一致性的调节作用, 并提升了本研究的生态效度。本研究为权力层级的研究做出了一定的贡献, 并为团队管理提供了启示。     

Learning to calibrate: Providing standards to improve calibration accuracy for different performance levels

This experimental study explores whether feedback in the form of standards helps students in giving more accurate performance estimates not only on current tasks but also on new, similar tasks and whether performance level influences the effect of standards. We provided 122 first‐year psychology students with seven texts that contained key terms. After reading each text, participants recalled the correct definitions of the key terms and estimated the quality of their recall. Half of the participants subsequently received standards and again estimated their own performance. Results showed that providing standards led to better calibration accuracy, both on current tasks and on new, similar tasks, when standards were not available yet. Furthermore, with or without standards, high performers calibrated better than low performers. However, results showed that especially low performers' calibration accuracy benefitted from receiving standards.     

Rate it again: Using the wisdom of many to improve performance evaluations

Much research shows that judgmental estimation could be improved by combining estimates from independent judges as well as within judges. These results have been obtained mostly with judgments about matters of fact, that is, for which there are objective truth criteria. In the present research, we extend these findings to performance evaluations. In a controlled field study, expert judges provided evaluations of a large number of essays written by college applicants taking college entrance tests. The judges were asked to evaluate each essay twice—on two occasions, a week apart. This design allowed us to assess the benefits of two methods of combining evaluations: within rater and across raters. Accuracy gains were obtained with both methods. Although the within‐rater combinations yielded fewer gains than the across‐rater ones, they were still appreciable in comparison with the across rater ones. Our findings extend the class of judgments to which the “wisdom of many” could be applied. These findings are potentially applicable to performance evaluations in social, educational, and employment settings.