基于心理控制源视角的女公务员婚姻质量研究

目的:研究女公务员心理控制源和婚姻质量的关系。方法:采用《Olson婚姻质量问卷》和《控制圈量表》对551名女公务员进行调查。结果:不同职级的女公务员心理控制源差异显著,其婚姻质量差异不显著;不同年龄的女公务员心理控制源和婚姻质量差异不显著;影响女公务员婚姻满意度的主要因素是性生活、与亲友的关系、子女和婚姻、业余活动、信仰一致性、经济安排、夫妻交流、人际控制。结论:不同职级的女公务员心理控制源差异显著,其婚姻质量差异不显著;影响女公务员婚姻满意感的主要因素是婚际因素和外界因素,个人因素贡献不显著;基于控制源的视角,人际控制对女公务员婚姻满意度贡献显著,个人实力和社会政治控制对其婚姻满意度贡献不显著。     

A Social-Cognitive Moderated Mediated Model of Psychological Safety and Empowerment

This study examines the indirect role of psychological safety in shaping the four cognitions of psychological empowerment (i.e., meaning, competence, self-determination, impact) through three social mechanisms: authentic interactions, spiritual development, and perceived organizational voice. Data were collected from 229 congregation members of a nondenominational church. Preliminary analyses reveal psychological safety is: (a) linked to all four empowerment cognitions, (b) associated with the three proximal social mechanisms, and (c) indirectly predicts three of the four empowerment cognitions through heightened level of authentic interactions, spiritual development, and perceived organizational voice. Moreover, extraversion moderated the relationship of psychological safety with authentic interactions which, in turn, strengthened the size of the indirect effect for the meaning subcomponent of empowerment. Overall, this study suggests empowerment research can draw upon the potential, but frequently untapped, benefits of cultivating a secure space to facilitate member motivation through sincerity, personal development, and perceived voice.     

Believing at Will is Possible

There are convincing counter-examples to the widely accepted thesis that we cannot believe at will. For it seems possible that the truth of a proposition depend on whether or not one believes it. I call such scenarios cases of Truth Depends on Belief (TDB) and I argue that they meet the main criteria for believing at will that we find in the literature. I reply to five objections that one might level against the thesis that TDB cases show that believing at will is possible, namely that (1) mind-reading is impossible, (2) in TDB cases, one's belief is caused by one's desire, (3) in TDB scenarios, one chooses not a belief but something else, (4) TDB cases are reducible to Feldman cases, and that (5) if truth depends on belief, we are on the road to a regress. Of course, TDB scenarios hardly, if ever, occur in real life. For three reasons, they are nonetheless important. First, they show that the thesis that it is conceptually impossible to believe at will is simply false. Second, they provide us with an important constraint on any version of the thesis that it is psychologically impossible to believe at will. Third, they show us that, contrary to what several philosophers claim or imply, believing at will should not be identified with believing irrespective of—what one considers to be—the truth, nor should believing irrespective of the truth be considered a necessary condition for believing at will.     

Cognitive–motivational antecedents of career decision-making processes in Portuguese high school students: A longitudinal study

In this study we propose an integrated framework of the antecedents of identity development and well/ill-being for high school students (N = 462) in the transition to higher education/job market. One study was conducted to investigate the effects of basic psychological need-satisfaction/frustration (as proposed within self-determination theory) and career decision-making self-efficacy (posited by social cognitive career theory) on the identity dimensions and experienced well/ill-being. Three longitudinal nested models were tested: a need-satisfaction/self-efficacy main effects model, an identity main effects model and a reciprocal main-effects model. The reciprocal effects between the variables were favored by the data. Basic need-satisfaction and career decision making self-efficacy positively predicted proactive exploration and commitment-making, while basic need-frustration predicted both diminished well-being and ill-being. Reciprocally, proactive exploration investments positively predicted whereas ruminative exploration negatively predicted, need-satisfaction and career decision-making self-efficacy. Implications for the design of career interventions are discussed and suggestions for future research proposed.     

Perceived Threat,Social Identification,and Psychological Well‐Being: The Effects of Political Conflict Exposure

Using data drawn from the adult population in Northern Ireland (N = 1,515), this article examines the relationship between perceived intergroup threat and psychological well‐being, taking into consideration the mediating role of social identification and the moderating role of political conflict exposure. Results by and large confirmed our predictions that perceived threat would be directly associated with poorer well‐being but would also exert a positive indirect effect on well‐being via increased social identification. However, these relationships were dependent on individuals' prior conflict exposure, such that the positive indirect relationship between perceived threat and psychological well‐being emerged only for two subpopulations: individuals who had high direct and high indirect exposure to conflict, and individuals who had low direct, but high indirect conflict exposure. No indirect effects emerged for individuals with relatively lower conflict exposure. Results are discussed with regard to their implications for research on the consequences of intergroup threat in political conflict settings and beyond.     

3～8年级学生羞怯与心理适应之关系:一个有中介的调节模型检验

以1485名3-8年级学生为研究对象,借助同伴评价和自我报告,考察性别对羞怯和心理适应关系的调节效应以及同伴关系不良在上述调节效应中的中介作用。研究结果表明:(1)羞怯、同伴关系不良、孤独和抑郁的性别差异显著。女孩的羞怯水平显著高于男孩,而同伴关系不良、孤独、抑郁水平则显著低于男孩;(2)羞怯与同伴关系不良、孤独、抑郁呈较弱的正相关,而与自尊呈较弱的负相关;(3)羞怯与孤独、抑郁、自尊的关系受性别因素的调节,羞怯男孩面临的心理适应风险高于羞怯女孩;(4)性别对羞怯和孤独、抑郁、自尊关系的调节通过同伴关系不良这一中介因素而实现,间接效应占总效应的比例在25%至47%之间。这一结果表明,羞怯的适应价值存在性别差异,而同伴关系在其中扮演着重要的中介角色。     

真诚型领导能否打破员工沉默?一个有调节的中介模型

本文以进化心理学理论和个体-情景交互理论为基础,并以河南省一家国营企业的222名员工为样本,检验了真诚型领导行为抑制员工沉默行为的影响模型。研究结果表明:真诚型领导行为对员工沉默行为具有显著的负向影响;员工的心理安全感在真诚型领导行为和员工沉默行为之间起着中介作用;员工的外向性和责任感越高,心理安全感与员工沉默行为之间的负向联系的就越强,同时心理安全感的中介效应也越强。本文最后探讨了研究的理论和实践意义以及未来的研究方向。。     

父母控制、自尊与小学生社会创造力的关系

考察父母行为控制、心理控制与社会创造力间的关系、以及自我肯定、自我贬低在其中的中介作用,采用小学生社会创造力测验,父母控制量表和自尊量表对540名5、6年级学生进行研究。结果发现:(1)父母行为控制正向预测社会创造力(γ=0.18),心理控制负向预测社会创造力(γ=-0.28);(2)行为控制通过自我肯定的完全中介作用影响社会创造力(中介效应值为0.09),心理控制则通过自我贬低的部分中介作用影响社会创造力(中介效应值为0.05),模型的总解释率R2=0.20。     

Are you tired? Spillover and crossover effects of emotional exhaustion on the family domain

This paper examines the spillover and crossover effects of emotional exhaustion on marital satisfaction for both employees and partners as well as on employee work–family conflict and partner family–work conflict. It investigates how the transmission of psychological strain from the workplace to the family domain mediates these relationships. In a sample of 226 employee–partner dyads from manufacturing, electronics, banking, service industries and public organizations, the results support the notion that employees' emotional exhaustion spawns negative strain in the home. More specifically, the results of spillover mediation analyses show the relationships between emotional exhaustion and employee marital satisfaction/work–family conflict in the home. In a crossover model, the results indicate that employee psychological strain mediates the relationships between emotional exhaustion and the marital satisfaction of partners/family–work conflict in partners. These findings provide supports for spillover and crossover models to investigate a direction for the effectiveness of emotional exhaustion on family issues. Theoretical and practical implications of the results are discussed, and directions for future research are offered.