The Good Behavior Game: a best practice candidate as a universal behavioral vaccine

A behavioral vaccine provides an inoculation against morbidity or mortality, impacting physical, mental, or behavior disorders. An historical example of a behavioral vaccine is antiseptic hand washing to reduce childbed fever. In current society, issues with high levels of morbidity, such as substance abuse, delinquency, youth violence, and other behavioral disorders (multiproblems), cry out for a low-cost, widespread strategy as simple as antiseptic hand washing. Congruent research findings from longitudinal studies, twin studies, and other investigations suggest that a possibility might exist for a behavioral vaccine for multiproblem behavior. A simple behavioral strategy called the Good Behavior Game (GBG), which reinforces inhibition in a group context of elementary school, has substantial previous research to consider its use as a behavioral vaccine. The GBG is not a curriculum but rather a simple behavioral procedure from applied behavior analysis. Approximately 20 independent replications of the GBG across different grade levels, different types of students, different settings, and some with long-term follow-up show strong, consistent impact on impulsive, disruptive behaviors of children and teens as well as reductions in substance use or serious antisocial behaviors. The GBG, named as a best practice for the prevention of substance abuse or violent behavior by a number of federal agencies, is unique because it is the only practice implemented by individual teachers that is documented to have long-term effects. Presently, the GBG is only used in a small number of settings. However, near universal use of the GBG, in major political jurisdictions during the elementary years, could substantially reduce the incidence of substance use, antisocial behavior, and other adverse developmental or social consequences at a very modest cost, with very positive cost-effectiveness ratios.     

Daily self-management and employee work engagement

The present study adopts a bottom-up approach to work engagement by examining how self-management is related to employees' work engagement on a daily basis. Specifically, we hypothesized that on days that employees use more self-management strategies, they report higher resources at work and in turn, are more vigorous, dedicated, and absorbed in their work (i.e., engaged) on these days. We tested this hypothesis in a sample of 72 maternity nurses who filled out an online diary for 5 days (N = 360 data points). In line with our hypotheses, results of multilevel structural equation modeling analyses showed that daily self-management was positively related to the resourcefulness of the daily work environment (i.e., more skill variety, feedback, and developmental opportunities) and consequently, to employees' daily work engagement. However, contrary to our expectations, the measurement model showed that two of the five included self-management strategies (i.e., self-reward and self-punishment) loaded onto a separate factor and were unrelated to all job resources. The findings contribute to our understanding of employees' role in regulating their own daily work engagement.     

The Moderating Effect of Self-efficacy on Job Insecurity and Organisational Commitment Among Nigerian Public Servants

The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed.     

The Selfish Side of Self‐Control

Self‐control is a powerful tool that promotes goal pursuit by helping individuals curb personal desires, follow norms, and adopt rational thinking. In interdependent social contexts, the socially acceptable (i.e. normative) and rational approach to secure long‐term goals is prosocial behaviour. Consistent with that, much research associates self‐control with prosociality. The present research demonstrates that when norm salience is reduced (i.e. social relations are no longer interdependent), high self‐control leads to more selfish behaviour when it is economically rational. In three studies, participants were asked to allocate an endowment between themselves and another person (one‐round, zero‐sum version of the dictator game), facing a conflict between a socially normative and an economically rational approach. Across the studies, norm salience was manipulated [through manipulation of social context (private/public; Studies 1 and 2), measurement of social desirability (Studies 1 and 3), and measurement (Study 2) and manipulation (Study 3) of social power] such that some participants experienced low normative pressure. Findings showed that among individuals in a low normative pressure context, self‐control led to economically rational, yet selfish, behaviour. The findings highlight the role of self‐control in regulating behaviour so as to maximize situational adaptation. Copyright © 2014 European Association of Personality Psychology     

职业倦怠的工作要求-资源模型

工作要求 -资源 (JD R)模型从工作要求和工作资源两个维度出发 ,研究了工作条件对职业倦怠各个维度的影响。大量的研究支持了该模型 ,但是由于对该模型的研究还存在一些不足之处 ,尤其是对工作要求与工作资源之间的交互作用的验证性结论有一些矛盾的方面。因此 ,有必要对这一模型进行更多的实证研究 ,并有针对性地提出干预倦怠的有效策略     

权力感对炫耀性亲社会行为的影响

基于高成本价值信号理论,本文探究了权力感对炫耀性亲社会行为的影响。5个实验的结果表明:权力感促使个体更愿意从事炫耀性亲社会行为,高(vs.低)权力感个体更倾向购买炫耀性亲社会产品,更愿意进行炫耀性捐赠且捐赠金额较高,也更愿意参与炫耀性善行,其机制在于高权力感者具有较高的自我矫饰动机。本文对理解权力感对个体行为的影响、丰富权力感与亲社会行为的研究文献有理论贡献,对有效引导高权力感者从事亲社会行为具有实践价值。     

秒回?信息通讯技术时代的职场通讯压力

职场通讯压力是指员工想要快速回复基于信息通讯技术(information and communication technology, ICT)的工作消息而体验到的紧迫性, 现有研究对其成因及影响路径的探讨较为零散且缺乏系统性认识。基于工作要求-资源模型并结合努力-恢复模型, 讨论作为工作要求的ICT使用以及作为个人要求/资源的个体因素对职场通讯压力的前因作用; 探讨职场通讯压力因阻碍恢复活动而对员工身心健康以及工作和家庭领域产生的消极影响, 以期增进对职场通讯压力的全面了解, 丰富现有研究对ICT使用后果的认识, 并为未来研究的展开以及员工职业心理健康干预实践提供参考。     

Behavioral extremity moderates the association between certainty in attitudes about COVID and willingness to engage in mitigation-related behaviors

People generally intend to act more on beliefs and attitudes about which they have greater certainty. However, we introduce a boundary condition to the positive association between certainty and behavioral intentions—behavioral extremity. Uncertainty about a threatening issue like COVID-19 can be disconcerting, and we propose that uncertain people cope in part through increased openness to extreme actions like accepting risky medical treatments and aggression toward those defying mitigation policies. Testing this, we compiled and analyzed all the data on certainty about COVID-19 mitigation policies and willingness to engage in mitigation-related behaviors that our lab collected during the pandemic (6 samples, 20 behaviors, Ns up to 1496). External ratings of the behaviors' extremity moderated certainty-willingness associations: whereas greater certainty was associated with increased willingness to engage in moderate behaviors (the typical result), lower certainty was associated with increased willingness to engage in extreme behaviors, especially among those worried about becoming ill.     

公共物品困境中自我权力和他人权力对初中生合作行为的影响

本研究分别操纵被试稳定的权力（实验1）和不稳定的权力（实验2）,并与不同权力个体进行公共物品困境任务,以考察了自我权力和他人权力对初中生合作行为的交互作用及其权力稳定性在其中的作用。结果发现,在权力稳定情境下,高权力的初中生合作水平低于低权力组和控制组,而在权力不稳定的情境下,高权力的初中生合作水平高于低权力组。无论权力稳定与否,与低权力同伴合作时,低权力者的合作水平均显著高于与高权力同伴合作时。     

注意捕获对注意瞬脱的消弱作用

本研究在经典的注意瞬脱研究范式中变化干扰刺激T2-1或目标刺激T2的颜色特征,探究由新异刺激特征引发的注意捕获对注意瞬脱的影响。结果发现,当改变T2-1或T2的颜色时,这些与任务无关的新异信息可以自下而上地引发注意捕获并减小注意瞬脱。注意瞬脱起因于有限注意资源的分配,资源的分配方式受注意捕获的自动调节。这为解决注意瞬脱到底是有限资源限制还是资源分配提供了新的实证和理论解释。