Measuring time perspective in adolescents: Can you get the right answer by asking the wrong questions?

Time perspective continues to evolve as a psychological construct. The extant literature suggests that higher future orientation and lower present orientation are associated with better developmental outcomes. However, the extant literature also suggests that issues remain with the measurement of the construct. Recently, a 25-item version of the Zimbardo Time Perspective Inventory (ZTPI-25) was suggested for use based on high internal consistency estimates and good discriminant validity of scores in a sample of Italian adolescents. However, the genesis of this scale is uncertain. The present study examined the factorial validity, reliability, and concurrent validity of ZTPI-25 scores in Slovenian, American, and British adolescents. Results revealed satisfactory concurrent validity based on correlations with measures used in the development of the full ZTPI. However, internal consistency and factorial validity of scores were unsatisfactory. The present study questions the use of the ZTPI-25 with adolescents in the context of conceptual and measurement issues more broadly.     

Differentiation is key: should employers offer something unique or the same yet better?

ABSTRACT

Researchers agree that employers should differentiate themselves from their competitors to become the employer of choice. However, from the recruitment literature, it is not clear how employers should differentiate their employment offers. Building upon the structural alignment theory, we investigated in two experimental studies whether offering something unique (i.e., non-alignable attributes; e.g., offer a benefit package when competitors do not) or offering the same yet better (i.e., alignable attributes; e.g., offer a bigger benefit package than competitors) is the most effective differentiation strategy for employment offers and whether this depends on job seekers’ work experience. Offering the same yet better affected job seekers’ preferences more positively than offering something unique in lowly complex judgement and decision-making situations (Study 1) as well as in highly complex judgement and decision-making situations if job seekers had more work experience (Study 2). Hence, our findings suggest that differentiation strategies matter: employers should differentiate by offering the same yet better, particularly when they look for highly experienced job seekers in highly complex judgement and decision-making situations.     

Putting Religion Back Into Religious Ethics

This essay on Richard Miller’s Friends and Other Strangers (2016) locates its arguments in the context of how the practice of religious ethics bears upon debates about normativity in the study of religion and the cultural turn in the humanities. After reviewing its main claims about identity and otherness, I focus on three areas. First, while commending Miller’s effort to analogize virtuous empathy with Augustine’s ethics of rightly ordered love, I raise questions about his use of Augustine and his distinctive formulation of Augustinian “iconic realism.” Second, I suggest his discussion of public reason is at odds with the dialogical spirit of the book and may distract from the democratic solidarity required by our political moment. Third, more briefly, I highlight the practical implications of Miller’s vision for higher education at both the graduate and undergraduate level.     

English validation of the short form of the Physical Self-Inventory (PSI-S)

The study examined the psychometric properties of scores on the English version of the short Physical Self-Inventory (PSI-S) among 1368 English-Speaking and 224 French-Speaking adolescents. Participants completed the original PSI-S and a revised version including positively-worded reformulations of the original negatively-worded items. The results supported the a priori factor structure, composite reliability, and test-retest reliability (7–8 months) of scores on the revised PSI-S, and its equivalence with the French version. Compared to confirmatory factor analyses, exploratory structural equation modeling resulted in a superior solution, and more cleanly differentiated factors. PSI-S responses were longitudinally invariant across 7–8 months, and presented no evidence of differential item functioning as a function of age, gender, body mass index (BMI) and physical activity. The results showed latent mean differences as a function of gender, BMI (linear and curvilinear effects), and physical activity, supporting the criterion-related validity of the PSI-S factors.     

共同管理文化的新模式及其应用

跨文化的心理差异造成了跨文化的管理理论、思想、制度和方法。为了减少合资企业中中外双方的冲突与碰撞 ,作者提出一种能为双方共同接受的新而有效的管理模式——共同管理文化新模式。共同管理文化 (CMC)下分结构组织模式与系统展开模式两部分。对近 3 0家合资企业的调研结果表明 ,在先进技术的引进过程中 ,合资动机的匹配 ,信息交流等都决定于共同管理文化模式的完善程度。理论、实证、案例分析都证实 CMC是中外合资企业新而有效的管理模式 ,应用这一模式会有明显的经济、社会效益。     

Warriors,authors and baseball coaches: the meaning of metaphor in theories of family therapy

This article examines the metaphors family therapists use in their theories to reveal aspects of the theories which are not explicitly stated, using Whitaker's symbolic experiential therapy, Minuchin's structural therapy and White's narrative therapy as examples. Such examination, drawing on social constructivist understandings of metaphor and meaning making, reveals that Minuchin's metaphors of family as organism and therapist as artist and warrior emphasize the family as relatively holistic and the therapist as relatively interventionist. In contrast, Whitaker's metaphor of family as ecological system or team and therapist as coach emphasizes the interdependence and context sensitivity of the family and relative powerlessness of the therapist to impose change. Finally, White, reflecting his explicitly post‐structural commitment, uses the metaphor of therapy as a journey undertaken with a map and as therapy as an act of re‐narrating a story.     

Work–family enrichment,job satisfaction,and work engagement: The mediating role of subjective career success

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gain-development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.     

"易卦"的序结构数学模型在对策理论中的应用

通过分析人类的基本行为元素,并借助于"卦象"序结构数学模型的建立,从而初步讨论了一般谋略方法的产生和起源,以及谋略对策的系统核心元素结构;最后讨论了它们在应用中的初步分类.