小学教师核心自我评价、应对方式与工作倦怠的关系

采用核心自我评价量表、应对方式问卷、工作倦怠量表对广州市425名小学教师进行问卷调查,考察核心自我评价对小学教师工作倦怠的影响以及应对方式在其中所起的中介作用.结果表明:(1)核心自我评价对小学教师的情感耗竭、人格解体、成就感降低都具有显著的负向预测作用.(2)应对方式在核心自我评价对小学教师工作倦怠的影响中起着中介作用.其作用路径为:核心自我评价直接和通过积极应对和消极应对间接影响情感耗竭,核心自我评价通过积极应对和消极应对间接影响人格解体,核心自我评价直接和通过积极应对间接影响成就感降低.     

Self-deception and discrepancies in self-evaluation

Self-deception is an intricate psychological construct, grounded in relatively little empirical evidence as an individual difference variable. The present research offers a direct test of one of the central scales of self-deception—the Self-Deception Enhancement (SDE) scale—by comparing explicit and implicit self-evaluations. Using the Affect Misattribution Procedure (AMP), participants (N = 150) reported about their implicit self-evaluation. These ratings were compared to explicit self-reports about self-evaluation. Results showed that higher self-deception was associated with a larger discrepancy between explicit and implicit self-evaluations. Specifically, higher self-deception was associated with a more positive explicit self-evaluation but with a more negative implicit self-evaluation. These findings offer one of the first direct tests of the SDE, supporting its viability.     

大学生手机成瘾与学习投入的关系:自我控制的中介作用和核心自我评价的调节作用

为考察手机成瘾、自我控制、核心自我评价和学习投入之间的关系,本研究采用手机成瘾量表、自我控制双系统量表、核心自我评价量表以及学习投入量表对628名大学生进行问卷调查。结果显示：（1）手机成瘾可以负向预测大学生学习投入;（2）控制系统和冲动系统在手机成瘾与学习投入的关系中起并行中介作用;（3）手机成瘾对学习投入的直接预测作用受到核心自我评价的调节。研究结果揭示了手机成瘾对学习投入的作用机制,拓展了核心自我评价的研究视角,对于学习投入的干预工作有一定实践意义。     

Predictors of student burnout and engagement among university students

This study investigated influences of core self-evaluation traits, career decision-making difficulties and social support on student burnout and engagement. A cross-sectional design was used with a non-probability quota sample. In the multiple regression analyses, self-efficacy, inconsistent information due to internal conflict and (lack of) parental support were significant predictors of exhaustion, cynicism, vigour and dedication. Self-esteem was also a significant predictor for the two engagement dimensions. In addition, lack of information about the self, lack of information about the occupations and inconsistent information due to external conflict predicted cynicism.     

Generating Relations Elicits a Relational Mindset in Children

Relational reasoning is a hallmark of human higher cognition and creativity, yet it is notoriously difficult to encourage in abstract tasks, even in adults. Generally, young children initially focus more on objects, but with age become more focused on relations. While prerequisite knowledge and cognitive resource maturation partially explains this pattern, here we propose a new facet important for children's relational reasoning development: a general orientation to relational information, or a relational mindset. We demonstrate that a relational mindset can be elicited, even in 4‐year‐old children, yielding greater than expected spontaneous attention to relations. Children either generated or listened to an experimenter state the relationships between objects in a set of formal analogy problems, and then in a second task, selected object or relational matches according to their preference. Children tended to make object mappings, but those who generated relations on the first task selected relational matches more often on the second task, signaling that relational attention is malleable even in young children.     

青少年心理应激模型的初步研究

为考察生活事件、社会支持、应对方式、自我评价、人格等影响青少年心理健康的诸因素之间及其与心理健康的关系,初步建构青少年心理应激的结构方程模型,采用ASLEC、CSQ、EPQ、PEI、SSRS、SCL-90对湖南省470名青少年进行问卷调查。结果表明：1）社会支持对自我评价、应对方式有显著的预测作用,并通过人格、自我评价与应对方式间接影响心理健康。2）人格对心理健康有显著的直接效应,并通过应对方式间接影响心理健康。3）自我评价和应对方式是生活事件—心理健康的内部中介过程。     

消防武警新兵适应不良影响因素的中介效应模型

采用军人适应不良量表、核心自我评价量表、自我韧性量表、亲子关系问卷和军营联结问卷对435名消防武警新兵进行调查,考察了消防武警新兵适应不良的影响因素及其内在机制。结果发现：1）核心自我评价、韧性、亲子关系和军营联结与适应不良均显著负相关。2）韧性在核心自我评价与适应不良关系间起着部分中介作用,军营联结在核心自我评价、亲子关系与适应不良关系间起着部分中介作用。     

Gender and Speech Rate in the Perception of Competence and Social Attractiveness

Abstract

The authors' hypotheses were that (a) listeners regard speakers whose global speech rates they judge to be similar to their own as more competent and more socially attractive than speakers whose rates are different from their own and (b) gender influences those perceptions. Participants were 17 male and 28 female listeners; they judged each of 3 male and 3 female speakers in terms of 10 unipolar adjective scales. The authors used 8 of the scales to derive 2 scores describing the extent to which the listener viewed a speaker as competent and socially attractive. The 2 scores were related by trend analyses (a) to the listeners' perceptions of the speakers' speech rates as compared with their own and (b) to comparisons of the actual speech rates of the speakers and listeners. The authors examined trend components of the data by split-plot multiple regression analyses. In general, the results supported both hypotheses. The participants judged speakers with speech rates similar to their own as more competent and socially attractive than speakers with speech rates slower or faster than their own. However, the ratings of competence were significantly influenced by the gender of the listeners, and those of social attractiveness were influenced by the gender of the listeners and the speakers.     

Consideration of preference shifts due to relative attribute variability

This study examined whether, and if so by what mechanism, changes in relative attribute variability can elicit a decoy effect. We argue and demonstrate that when only the relative variability of the attribute values in the choice set are manipulated (i.e., a frequency-only manipulation), decoy effects are observed consistent with predictions made by the Context-Dependent Weighting hypothesis as formulated by Huber et al. [Huber, J., Payne, J.W., & Puto, C. (1982). Adding asymmetrically dominated alternatives: Violations of regularity and the similarity hypothesis. Journal of Consumer Research, 10, 31–44.]. On the surface, our results appear to contravene earlier refutations of the Context-Dependent Weighting model. However, additional results from explicit tests of the purported casual mechanism (i.e., context-dependent attribute weight changes) suggest that decision-makers’ perceived importance of dimensions did not shift in response to our manipulation, making the Loss Aversion model a more viable explanation. Finally, results from a written protocol analysis suggest that many decision-makers were unaware, or at least unable to accurately verbalize, the influence of the context. Most decision-makers purported that they had made choices on the basis of their a priori beliefs about the relative importance of attributes despite the fact that there was clear evidence of context effects. Overall, our results underscore the importance of gathering multiple types of evidence for preference shifts in order to fully understand the mechanisms underlying decision-making.     

Do Social Stressors Impact Everyone Equally? An Examination of the Moderating Impact of Core Self-evaluations

Purpose  The purpose of this study was to investigate the relationships between social stressors and the outcomes of job satisfaction, altruism, and turnover intentions. Additionally, this study examined the moderating impact of individuals’ core self-evaluations on these relationships. Design/methodology/approach   Data were obtained from a branch of the state government in the southeast. Responses were received from 144 employees. Supervisors provided responses as well, and the matched dyads where both supervisor and subordinate responses were received numbered 133. Findings  We found that social stressors were negatively related to job satisfaction and altruism and positively related to turnover intentions. Results also indicated that higher core self-evaluations buffered the negative influence of social stressors on job satisfaction and turnover intention, but not altruism. Implications  Our results reinforce the notion that social stressors exhibit significant negative associations with desired job consequences. Another managerial implication relates to managers when filling vacant positions. When completing this task, managers need to honestly and accurately assess the social stressors present in their organization. When social stressors are high, managers should seek to hire individuals who possess higher core self-evaluations. Originality/value  This study employed a different theoretical perspective, conservation of resources theory, and extended the nomological network related to social stressors. Additionally, this study showed the important moderating impact that core self-evaluations can have on other relationships, whereas the large majority of previous studies have examined core self-evaluations as a main effect predictor of important organizational outcomes. Received and Reviewed by former editor, George Neuman.