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131.
Andrew Sneddon 《Philosophical explorations》2013,16(1):41-53
Internalists argue that there is a necessary connection between motivation and moral judgment. The examination of cases plays an important role in philosophical debate about internalism. This debate has focused on cases concerning the failure to act in accordance with a moral judgment, for one reason or another. I call these failure cases. I argue that a different sort of case is also relevant to this debate. This sort of case is characterized by (1) moral judgment and (2) behavior that accords with the content of the moral judgment but that has been performed not because of the moral judgment. Instead it is due to some other source of motivation. I call these alternative motivation cases. I distinguish two sorts of alternative motivation cases, and I argue that externalists have natural explanations of these cases. By contrast, extant internalist accounts of failure cases are inadequate when applied to alternative motivation cases. 相似文献
132.
Valérie Toussaint Murielle Laberge Martin Lauzier 《Psychologie du Travail et des Organisations》2013,19(1):5-22
Conducted within the Canadian Forces (N=652), this study explores the role of self-determined motivation and affective commitment in relation to personnel retention within the military. Three groupings of variables are used in order to shed light on the mechanisms underlying personnel retention: a) distal antecedents (i.e. leadership styles), b) proximal antecedents (i.e. group cohesion and work climate) and c) mediators (i.e. self-determined motivation and affective commitment). Illustrated through a structural model, results demonstrate the existence of a partial mediator effect from affective commitment in the relationship between self-determined motivation and intention to stay. These findings are discussed in regards of their implications from theoretical and practical perspectives. 相似文献
133.
本文采用调查法与社会网络分析法对聋校三年级聋生在班级群体中的友伴网络进行2年的追踪研究,以探索友伴网络的建构及其动态发展特征。结果表明:①三年级初期,聋生在友伴网络的个体中心度与个体的外貌、成绩与年龄等个人特征有显著相关;但随年级升高,这种相关性逐渐消失。②聋生友伴网络中存在一个十分稳定的中心小团体,其团体成员在整个网络中处于中心地位。③聋生在班级群体中的互选朋友关系呈现出中等程度的稳定性。 相似文献
134.
《Journal of Cognitive Psychology》2013,25(8):778-791
ABSTRACTPrevious research (Sharman & Calacouris, 2010. Motivated imagination inflation: Implicit and explicit motives predict imagination inflation for achievement and affiliation events. Experimental Psychology, 57, 77–82) found that participants’ achievement-motivation was associated with the inflation of memory and confidence for unlikely achievement-related events in childhood. Similarly, other research has shown correlations between achievement motivation and grade inflation. In the current studies, we experimentally investigate the effect of false feedback and achievement-motivation on memory distortion for an unlikely childhood event (e.g. inventing an important device). In Experiment 1, we found that false feedback did have an effect, but contrary to previous research, self-reported achievement-motivation was not a statistically significant correlate of memory distortion. In Experiment 2, we again found a main effect for false feedback, no main effect of motivation, and an interaction. Both Experiments did not find, as earlier research had, a significant relationship between achievement-motivation and achievement-related memory distortion. We suggest others use different methods to ours when attempting to demonstrate a causal relationship between motivation and false memories. 相似文献
135.
Adrian Furnham K. V. Petrides Chris J. Jackson Tim Cotter 《Personality and individual differences》2002,33(8)
Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction. 相似文献
136.
137.
大学生压力量表的编制 总被引:52,自引:1,他引:51
本文旨在介绍大学生压力量表的编制及其标准化过程。本量表的编制过程分五个步骤 ,其中包括两个分研究。被试为北京市两所高校的一至三年级大学生 ,共 50 7人。结果显示 :本大学生压力量表的内部一致性为非常满意 (Cronbachα=0 .91 ) ,6个月后的重测信度为满意 (Cronbachα =0 .78) ,结构效度可靠。 相似文献
138.
Sarah J. Cotton Maureen F. Dollard Jan de Jonge 《International journal of stress management》2002,9(3):147-162
It is imperative that the university environment be supportive and capable of nurturing optimal learning and performance in students. Using job design and work stress theories, the study assessed relationships between psychosocial work characteristics, well-being and satisfaction, and performance in a random sample survey of Australian university students (N = 176). Methodological improvements were a time lag between survey and performance measures, an objective measure of performance, and LISREL structural equation modeling. Results showed high levels of psychological distress and low levels of satisfaction, both linked to high demands combined with low control. In accord with the happy-productive student hypothesis, satisfaction mediated the impact of the work environment on performance. Reengineering the design of the student work environment may therefore improve performance outcomes (student grades) through enhancing satisfaction. 相似文献
139.
Michael Smith 《Ethical Theory and Moral Practice》2002,5(3):305-320
Evaluative judgements have both belief-like and desire-like features. While cognitivists think that they can easily explain the belief-like features, and have trouble explaining the desire-like features, non-cognitivists think the reverse. I argue that the belief-like features of evaluative judgement are quite complex, and that these complexities crucially affect the way in which an agent's values explain her actions, and hence the desire-like features. While one form of cognitivism can, it turns out that non-cognitivism cannot, accommodate all of these complexities. The upshot is that that form of cognitivism can explain both features of evaluative judgements, and that non-cognitivism can explain neither. 相似文献
140.
Kasper Lippert-Rasmussen 《Ethical Theory and Moral Practice》2003,6(4):349-376
Real-self accounts of moral responsibility distinguish between various types of motivational elements. They claim that an agent is responsible for acts suitably related to elements that constitute the agent's real self. While such accounts have certain advantages from a compatibilist perspective, they are problematic in various ways. First, in it, authority and authenticity conceptions of the real self are often inadequately distinguished. Both of these conceptions inform discourse on identification, but only the former is relevant to moral responsibility. Second, authority and authenticity real-self theories are unable to accommodate cases in which the agent neither identifies nor disidentifies with his action and yet seems morally responsible for what he does. Third, authority and authenticity real-self theories are vulnerable to counterexamples in which the provenance of the agent's real self undermines responsibility. 相似文献