急性创伤青年患者的心理健康水平与小组干预

为了探讨急性创伤青年患者的心理健康水平及小组干预对策,采用三种国际通用量表（SCL-90、HAMA、HAMD）对160例急性创伤青年患者进行测评,在给予传统心理护理的同时,进行小组干预,然后比较患者干预前后心理健康水平;并以既往同种病例为对照,比较治疗效果。结果显示,86．25％的急性创伤青年患者存在有不同程度的心理障碍。通过小组干预后,患者心理健康水平明显提高;患者的临床疗效明显改善。因此小组干预可显著改善急性创伤青年患者的心理应激水平,提高临床疗效。     

Extraversion and External Efficacy: The Moderating Role of Corruption

Perceptions of governmental responsiveness matter because of their influence on the willingness of citizens to participate in politics and thereby express their interests and hold policymakers accountable. Where do external efficacy attitudes emerge? In recent years, scholars have examined this question by turning to personality traits, especially extraversion. Extant studies reveal a positive relationship between extraversion and external efficacy, but thus far they have focused on high-income democracies. How consistent are findings across countries with varying levels of political and economic development? In my view, the answer depends on the level of corruption and its implications for external efficacy. Where low (high) levels of bribery and other forms of malfeasance enable (impede) public influence on governmental decision-making, greater levels of extraversion will increase (decrease) perceptions of governmental responsiveness. I test my hypothesis with three sources of nationally representative survey data that include countries from North America, Latin America, and the Caribbean. My results have implications for the quality of democracy.     

创新期望差距与团队突破性创新：自我调节理论视角

本研究以自我调节理论为基础, 探讨团队领导的创新期望差距推进团队突破性创新的过程。根据实验结果以及一项多时点、多来源的问卷调查发现: 创新期望差距对领导创新投入产生U型影响; 领导创新投入中介创新期望差距与团队突破性创新之间的U型关系; 知觉资质过剩和组织晋升标准共同调节创新期望差距通过领导创新投入对团队突破性创新的影响, 具体地, 当领导知觉资质过剩高且组织实行相对晋升标准时, 创新期望差距通过领导创新投入对团队突破性创新施加更强影响。     

学习效能感、自我决定动机对学业期望的作用:基于统合模型的分析

研究整群抽样山东某高中高二学生500人,通过统合模型分析自我决定动机在学习效能感预测学业期望中的作用.结果表明,学习效能感—自我决定动机—学业期望的模型与数据拟合良好,学生的学习效能感可以通过自我决定动机,正向预测其学业期望,自我决定动机在学习效能感和学业期望中起中介作用,非自我决定动机不能预测学业期望.说明学习效能感...     

Computer self efficacy and gender: a cross cultural study of Scotland and Romania

Research has indicated that in West Europe males on average are often found to be more experienced about computing than females, and to have more positive attitudes and self efficacy (self confidence) towards computing than females. Research has also shown that some East Europe countries have had relatively greater female involvement with technology, engineering and computing than West Europe. 200 Romanian and 148 Scottish students completed a computer self efficacy scale. Overall males were more confident than females in advanced and file and software computer skills, but of similar confidence for beginning skills. Scots of both genders were more confident than their Romanian equivalents for beginning computer skills, whilst Romanians were more confident for advanced computer skills. The 3 elements of the self efficacy scale — beginning, advanced and file and software skills — correlated positively with each other. The results were interpreted as showing both similarity and difference in computing self efficacy between Scotland and Romania.     

Increasing parenting self-efficacy: The Fussy Baby Network® intervention

High levels of infant crying place families at risk for disrupted relationships, parenting stress, and even for child maltreatment. We conducted an evaluation of the Fussy Baby Network^® (FBN), a program supporting families struggling with infant crying and related concerns. The study contrasted 29 families who sought help from FBN with 27 families with excessively crying infants who did not seek services. Researchers measured parenting self-efficacy, depression, and stress in each group before and after the intervention. Results from hierarchical multiple regression analysis indicated greater improvements over time in parenting self-efficacy for parents receiving FBN services. Furthermore, the greater improvements in parenting self-efficacy in the intervention group were not directly attributable to reductions in infant crying. These findings provide preliminary evidence that the FBN approach may be effective at boosting the confidence of parents struggling with caring for their infants. Future research with larger samples with baseline equivalence and stronger research designs should explore this intervention further. This study also suggests that interventions for families with excessively crying infants should move beyond the focus of reducing infant crying to a broader strategy of supporting parents and strengthening relationships between parents and their infants to build parenting capacity.     

Applicability of the social identity model of collective action in predicting support for interreligious violence in Indonesia

To what extent does religious identification promote collective efficacy and perceived injustice that contribute to explain support for interreligious violence in Indonesia? This overarching research question is inspired by theoretical insights starting from social identity theory, and noticeably enriched by collective action theories. We use high‐quality data of 1,995 randomly selected individuals (Muslims and Christians) from across the Indonesian archipelago to investigate the mediating effects of perceived injustice and collective efficacy on the relationship between religiosity and support for interreligious violence. We also improve upon previous research with an elaborate measure of religiosity (beliefs, practice, and salience). Our structural equation modelling analysis reveals that collective efficacy significantly mediates the relationship between the religiosity dimensions and support for interreligious violence. Moreover, on average, the Muslim community has a higher level of collective efficacy, as compared to the Christian community, which positively affects the relationship between most religiosity dimensions and support for interreligious violence. An interesting finding is that in the Christian community, salience is overall negatively related to collective efficacy, which then negatively affects support for interreligious violence. These results provide novel empirical insights on the role of religious identity in interreligious conflicts in the South Asian context, especially Indonesia.     

Different roles of shared and vertical leadership in promoting team creativity: Cultivating and synthesizing team members’ individual creativity

Drawing on the componential model of creativity (Amabile), we examined how shared leadership and a formally appointed leader's transformational leadership jointly cultivate team creativity in two studies. We conducted an experiment with a sample of 109 undergraduate students (32 teams) enrolled in a business plan competition (Study 1) and a field survey based on multisource, time-lagged data collected from 251 full-time employees working on 64 research and development teams (Study 2). The results from both studies revealed that shared leadership enhanced team members’ individual creative self-efficacy and individual creativity, which in turn improved team creativity. Moreover, the results from Study 2 showed that a formally appointed leader's use of different transformational leadership behaviors had different impacts on individual and team creativity. Individual-focused transformational leadership strengthened the positive effect of shared leadership on team members’ average individual creativity, whereas group-focused transformational leadership facilitated the translation of teams with high average individual creativity into teams with high levels of team creativity. The theoretical and practical implications of the findings are discussed.     

A multiplex view of leadership structure in management teams

In the hope of complementing the structural perspective in upper echelon research and advancing a fine-grained understanding of dyadic leadership influence in management teams, the current study combines two types of intrateam structures—leadership network and friendship network—to create a multidimensional conceptualization of leadership structure in management teams. Specifically, we propose that management teams with a denser singular leadership network (i.e., a network consisting of many leadership ties that are not coupled with friendship ties) should have lower management team cohesion, which subsequently renders worse business unit performance. To contrast, management teams with a denser multiplex network (i.e., a network consisting of many leadership ties that are coupled with friendship ties) should have higher management team cohesion, which subsequently renders better business unit performance. Guided by structural contingency perspective, we further propose that management team task interdependence will strengthen team cohesion's positive impact on business unit performance. To test the hypothesized model, we collected team-level social network data and multiple-wave survey data from 697 managers nested in 148 hotels (i.e., 148 management teams) owned by a large hospitality company. We also obtained objective performance data for each hotel (i.e., occupancy percentage rate and revenue per available room per day) as the criterion measure. The data supported our hypotheses. The theoretical and practical implications of our findings are discussed.