“授人以筌”——评析卡尔·罗杰斯的学习理论

在教学上人们一直围绕着教育是"授人以鱼"还是"授人以渔"展开激烈的讨论,"鱼"和"渔"何者为重,似乎毋庸置疑。人本主义心理学的创始人之一罗杰斯把从事数十年的心理治疗方法"来访者中心疗法"应用到教育领域,在"鱼"和"渔"的选择上二者皆抛,提出的以学生为中心的学习理论体现了一种"授人以筌"的教育理念。本文从其学习理论的提出、教育理念等方面予以说明。     

Spiritual resources as antecedents of clergy well-being: The importance of occupationally specific variables

This study tests the job demands–resources model's proposal that the prediction of well-being at work is improved by identifying the most salient cohort-specific resources. Spiritual resources, conceptualized as a subcategory of personal resources, are identified as a salient resource for clergy, and their longitudinal influence on the occupational well-being of clergy (n = 399) is examined in three waves of data collection over an 18-month period. Results supported the antecedent role of spiritual resources in relation to well-being at work. Spiritual resources positively predicted future work engagement, which in turn predicted reduced turnover intention. The negative indirect effect of spiritual resources on turnover intention was fully mediated by work engagement. The findings support the need to identify relevant resources for specific work cohorts. For clergy, spiritual resources are important for motivation and vocational longevity, suggesting the need for spiritual interventions among this at-risk and under-researched population.     

Are attentional resources a mediator for sex differences in memory?

The divided attention paradigm was used to investigate sex differences in encoding and retrieval processes of memory. Participants performed a memory and reaction time (RT) task under full attention and two divided attention conditions, that is, at encoding and retrieval. Results revealed that females recalled significantly more words than males under the full attention and divided attention at encoding conditions. Results further showed that secondary task costs were larger for males than females during divided attention at retrieval. Furthermore, regardless of sex, recall was best under full attention and worst under divided attention at encoding conditions. In relation to the RT task, RTs were shorter under full attention and longer under the divided attention at retrieval condition. Overall, these results show that females recall more words than males possibly due to a more severe effect of reduced attention during encoding than retrieval for males. The current findings thus suggest that a reduction in attentional resources may mediate sex‐related decreases in word recall.     

Does Bullying Affect Work-to-Private-Life Interference? Testing the Mediating Role of Resilience

Objectives. The present study, using the conservation of resources theory as a theoretical framework, aims to establish whether work-related bullying is associated with the development of two different types of work-to-private-life interference, i.e., time based and strain based. The study also aims to test whether these relationships are mediated by resilience. Method. In total, 333 nurses filled out a self-report questionnaire. Data analyses were performed by using structural equation model. Results. Results confirmed the hypothesized model: work-related bullying is associated with both strain-based and time-based work-to-private-life interferences. The bootstrap test indicated the presence of an indirect effect of bullying on both types of work-to-private-life interference via resilience. Originality/Value. The present study contributes to improve the understanding on the mechanisms linking work-related bullying and worker well-being, by providing evidence for the mediating role of resilience between bullying and both time-based and strain-based work–life interferences. Practical implications. The present study suggests that the intervention programs, in order to be effectiveness in sustaining work–life balance among nurses, should take into great account the social climate in the organizational context, e.g., the quality of the social climate with particular reference to the bullying prevention.     

青少年反应性攻击和结果评价的ERPs研究：基于自我控制资源的视角

采用竞争反应时任务并结合ERPs技术,以39名高中生为有效被试,从自我控制资源的视角揭示青少年反应性攻击和结果评价的电生理机制。行为结果发现：高自我损耗者比低自我损耗者表现出更多攻击行为;ERPs结果发现：(1) 在攻击决策阶段,高自我损耗者前脑区域所诱发的P2波幅显著高于低自我损耗者;(2) 在结果评价阶段,“输”反馈比“赢”反馈诱发更负的FRN成分,且仅在“输”反馈条件下,高自我损耗者比低自我损耗者所诱发的FRN更负。从一定程度上说明自我损耗是导致青少年反应性攻击行为的重要原因,高自我损耗会加剧反应性攻击行为的发生。     

Stressful demands or helpful guidance? The role of display rules in Indian call centers

This paper utilizes conservation of resources (COR) theory and two of Hofstede's (1980) dimensions of culture (individualism and power distance) to examine the impact of display rules on job satisfaction and performance in an Indian call center sample. Contrary to findings in an American sample (Wilk & Moynihan, 2005), we proposed that due to cultural differences as well as differences in the nature of the job among representatives in an Indian call center, supervisory focus on display rules would reduce emotional exhaustion, and in turn, have positive consequences for employee performance and job satisfaction. Using multi-source data in a sample of 137 Indian call center representatives, results confirmed the hypothesized mediating effects of emotional exhaustion on performance and job satisfaction. Implications of these results for future cross-cultural research are presented.     

Work demands and resources and the work–family interface: Testing a salience model on German service sector employees

The present study tested an extended version of Voydanoff's “differential salience vs. comparable salience model” in a sample of German service workers. Our findings partially support the model in a different national/cultural context but also yielded some divergent findings with respect to within-domain resources and boundary-spanning demands. In line with the theoretical framework, work-to-home interference (WHI) mainly occurred because of high work demands and not because of a lack of work resources. Boundary-spanning resources yielded comparable potential to reduce WHI and enhance work-to-home enrichment (WHE). WHE was expected to more likely occur due to the activation of work resources rather than the absence of work demands. However, control over one's work did not have a significant impact on WHE. In addition and contrary to the theoretical model, boundary-spanning demands were found to be differentially rather than comparably salient to the work–family interface.     

The role of job resources in the relation between perceived employability and turnover intention: A prospective two-sample study

We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Time 1 were negatively related to turnover intention at Time 2. For social support from colleagues in particular, this relationship held when controlling for Time 1 turnover intention. Thus, PE does not present a risk of turnover intention, unless job control is low.     

Work–family interface from a life and career stage perspective: The role of demands and resources

Work–family conflict and enrichment are experiences that occur daily and have substantial consequences for employees, their families, and the organizations that employ them. The aim of the current review is to make a link between life and career stage, work and family conditions, and the work–family interface. The basic proposition is that life stages partly determine career development, and consequently the specific working conditions (job demands and job resources) and family conditions (family demands and family resources) that individuals are exposed to. As a result, the specific demands and resources in the work and family domains determine to what extent individuals experience that work and family are conflicting or enriching life domains. In this review we suggest that individuals in early adulthood will experience high inter‐role conflict and low facilitation due to high demands and low resources in both life domains, while individuals in late adulthood will experience the opposite pattern; that is, low conflict and high facilitation due to low demands and high resources in both domains. Individuals in middle adulthood will experience high work–family conflict but also high family–work facilitation due to the presence of high job demands and resources in both life domains. Integrating life and career stage perspectives and the experience of work–family interface is of notable practical utility because it provides a mechanism to make more informed decisions about the relative need for and corresponding benefits of work–family programs.     

The role of personal and key resources in the family‐to‐work enrichment process

Based on the work‐home resources model, the aim of the present research was to test a process model of family‐to‐work enrichment by examining whether self‐efficacy (i.e., personal resource) mediates the relationship between support from one's family and work engagement. Further, it was assumed that positive affectivity (i.e., key resource) moderates the relation between family support and self‐efficacy. Using an occupationally heterogeneous sample of Slovenian employees (n = 738), we found support for a mediating effect of self‐efficacy as well as for the moderating role of positive affectivity. In general, our results broaden the understanding of work‐family enrichment processes and provide support for the work‐home resources model. In addition, they point to the relevant role of personal and key resources in work‐family interactions.