Prayer Type,Disclosure, and Mental Health Across Religious Groups

Researchers have found that disclosure to God partially explains associations between certain prayer types and mental health in a Christian sample. Although researchers have discovered several mediators explaining associations between prayer types and mental health, the use of predominantly Christian samples limits generalizability. In this study, the authors tested disclosure to God as a mediator in Jewish, Muslim, and Christian subsamples. Analyses indicated several differences among the groups; disclosure to God mediated associations between prayer type and mental health only among Christians.     

我国3～6岁儿童个性类型及发展特点的研究

该文在以往中国儿童个性结构研究基础上,以问卷调查（n=927）方式,将层次聚类和迭代聚类两种方法结合起来,同时采用理论分析等方法最终确定我国3～6岁儿童的个性类型包括认可型、矛盾型、拒绝型及中间型四类。其中认可型属于积极个性类型,矛盾型和拒绝型属于消极个性类型。研究表明,中班到大班阶段是幼儿个性发展相对重要的时期。男女幼儿在多个个性维度及大部分具体特质方面存在着明显的性别差异。     

虚拟团队中的信任研究

信任是从组织行为学领域研究虚拟团队的一个重要课题。与传统组织中的信任相比,虚拟团队中的信任主要是认知或行为定向的;它在最初几次互动的基础上迅速建立起来,并通过随后的沟通行为维持下去,所以沟通行为和沟通内容的特征对虚拟团队中信任的建立和维持有着特殊重要的意义。由于目前研究方法所限,无法确定虚拟团队中信任与绩效的因果关系,但是它们之间存在着密切的相关关系。     

论执行功能及其发展研究

执行功能(executive function,EF)是一个还没有明确定义的概念,但又是一个重要的概念,通常是指个体对思想和行动进行有意识控制的心理过程。目前的主要观点包括神经心理学观点、抑制控制理论、高级认知能力理论(包括工作记忆理论、抑制及工作记忆理论)和认知复杂性和控制理论。主要的研究任务类型包括卡片分类任务、延迟反应任务、基于Stroop任务的冲突反应模式任务、心理理论任务、问题解决任务、“热”执行功能任务等。未来的研究应着重弄清执行功能的本质,结合认知神经科学阐明其与脑神经结构和功能的关系,并从区分“冷”执行功能和“热”执行功能的角度,探讨以情感激活为特点的“热认知”在执行功能中的作用。     

Interpreting Self-Directed Search profiles: Validity of the “Rule of Eight”

Based on the standard error of measurement, Holland (1985) suggested the “rule of eight” for determining the meaningfulness of differences between two summary scores on the Self Directed Search. The present study empirically examined the rule's validity for practice. The participants were 2397 (1497 females and 900 males) undergraduate students enrolled in the exploratory major at a large Midwestern university. The results strongly supported the interpretive rule of eight. For those participants who scored a primary-code distinction of eight or more points, the hit rate was 55% with a kappa of .38. This compared to a hit rate of 40% with a kappa of .21 for those participants with less than eight-point distinction between their top two scores. The authors also discuss the practical implications for interpreting SDS results using the “rule of eight.”     

Public good provision in inter‐team conflicts: Effects of asymmetry and profit‐sharing rule

A fundamental problem in organizations is designing mechanisms for eliciting voluntary contributions from individual members of a team who are entrapped in a social dilemma. To solve the problem, we utilize a game‐theoretical framework that embeds the traditional within‐team social dilemma in a between‐team competition for an exogenously determined prize. In equilibrium, such competition enhances the incentive to contribute, thereby reducing free‐riding. Extending existing literature, we focus on asymmetric competitions between teams of unequal size, and competitions between more than two teams. Comparing two protocols for sharing the prize—egalitarian and proportional profit‐sharing rules—we find that (i) free‐riding diminishes and (ii) team members contribute more toward their team's effort when they belong to the larger team and when the profit‐sharing rule is proportional. (iii) Additionally, under the egalitarian profit‐sharing rule team members contribute more than predicted by the equilibrium solution. We discuss implications of our findings for eliciting contributions in competitive environments. Copyright © 2009 John Wiley & Sons, Ltd.     

Reflections on the varieties of hypnotizables: A commentary on Terhune and Cardeña

This commentary reflects on the varieties of high hypnotizable subjects suggested in the works by Barber, Barrett, Pekala and colleagues, and Terhune and Cardeña (2010). These different studies point to the existence of different types of low, medium, and high hypnotizable subjects. However, types of high hypnotizables have received the most attention. Two main concerns are raised in this commentary: (a) drawing parallels between the suggested typologies is not without problems given methodological differences among different studies, and (b) the low base rates of these special types is likely not to appeal to a typical clinician, already resistant to testing for hypnotizability, to conduct initial assessments so as to tailor suggestion to fit specific typologies.     

组织氛围研究：概念测量、理论基础及评价展望

组织氛围是员工对组织环境的主观知觉。文章在回顾组织氛围研究起源、总结归纳组织氛围定义的基础上, 给出了组织氛围的新定义。组织氛围有个体、团队和组织三个分析水平, 分别对应着不同的测量方法。组织氛围与组织文化既存在区别又密不可分。组织氛围的形成机制及可能的影响因素常用社会信息加工、社会交互作用、吸引选择磨合、涌现和意义建构等理论来解释。未来研究应进一步加强对组织氛围概念、研究方法、影响因素等方面的深入探讨, 拓展组织氛围的跨文化及其差异研究。