青少年幸福感对学业发展的影响:学校投入的中介效应

当前青少年幸福感的研究普遍采用与成人相同的理论模型,忽略了幸福感的发展性特征。本研究将“未来”作为时间维度纳入青少年幸福感模型,以积极情绪的扩展建构理论为基础,考察指向当下和指向未来的幸福感对青少年学业发展的影响。研究选取283名初中生进行问卷调查,在T₁、T₂和T₃时间点分别测量被试的幸福感、学校投入和学业成就。通过5个月的追踪发现:(1)当同时考虑指向当下和未来的幸福感对学校投入的影响时,只有指向未来的幸福感能够显著预测其学校投入;(2)指向未来的幸福感通过学校投入影响学业成就,学校投入在指向未来的幸福感和学业成就间发挥完全中介作用。     

Room for advancement: The regulatory fit of bottom‐rank intermediate feedback

This research tests the hypothesis that promotion‐focused individuals experience regulatory fit from bottom rank, intermediate performance‐feedback. Prior research suggests promotion‐focused individuals experience fit in high social ranks (power). Bottom performance ranks may appear psychologically opposite to high power, which might lead one to expect that promotion‐focused individuals experience fit at top ranks. We propose that the opposite occurs in intermediate performance ranking feedback, in that promotion‐focused individuals experience regulatory fit at a bottom rank, because bottom rank implies having something to gain (yielding eagerness), whereas top rank implies having something to lose (yielding vigilance). Study 1 (N = 261) supports the notion that ranks affect eagerness/vigilance. Study 2 (N = 199) extends these findings by examining engagement from regulatory fit.     

Successful management of automatic dysfunctional thoughts in the context of negative emotions

Background and objectives: Cognitive and affective overloads trigger automatic dysfunctional thoughts and undermine their voluntary management [ADTs; Beck, A. T. (1976). Cognitive therapy and the emotional disorders. New York: Meridian; Wegner, D. M. (1994). Ironic processes of mental control. Psychology Review, 101(1), 34–52]. Taking into account intense negative emotions as triggers for the ADTs, we explored whether context (i.e., social context) and emotional experience (i.e., emotional intensity) predict the successful management of ADTs. We also examine the moderating role of difficulties in emotional regulation strategies.

Method: Thirty-eight participants wrote in a personal online diary of at least 10 times in 40 weeks. We analyzed the conditions for managing ADTs by means of multilevel in stages models.

Results: Emotional intensity negatively predicted successful management of ADTs. Attempts to control ADTs and work context positively predicted successful management of ADTs. The negative relation between the emotional intensity and the management of ADTs was stronger as individuals were less aware of their own emotions, and was weaker as they had less clear representations of their own emotions. Superior access to emotion regulation strategies explained a stronger relationship between the work context and the successful management of ADTs.

Conclusions: We discuss theoretical and practical implications of the results.     

Sunk cost of local elected representatives in situation of fiscal competition: An example of escalating commitment

Introduction

Competition between French local communities to build infrastructures to attract enterprises and residents could sometimes result in irrational public spending.

Chameleonic obsessive job passion: demystifying the relationships between obsessive job passion and in-role and extra-role performance

In seeking to address the theoretical ambiguity regarding how and when obsessive job passion (OJP) leads to work performance, we integrate both self-verification and person–environment (P-E) fit perspectives to propose and test a moderated mediation model linking OJP to performance. We argue that OJP is indirectly related to co-worker-rated in-role and extra-role performance through self-verification, and these indirect links are conditioned by perceived demands–abilities (D-A) fit and needs–supplies (N-S) fit. Results from 190 healthcare professionals and their co-workers collected at three different time periods revealed the contrasting roles played by these two moderators. Individuals with higher OJP self-verify more when they perceive low D-A fit, but self-verify less when they perceive high N-S fit, whereas the opposite holds true for high D-A fit and low N-S fit. Contrary to predictions, negative relationships were found between self-verification and both types of performance. Specifically, OJP is associated with greater in- and extra-role performance (because of reduced self-verification) under high perceived D-A but low N-S fit, whereas the opposite results are observed under low perceived D-A and high N-S fit. The findings underscore the contingent nature of OJP and contribute to job passion, self-concept, and person–environment fit research.     

School-based care and support for the intellectually disabled learners at risk for sexual abuse: South African teacher carer perspectives

This study examined the functionality of a school-based care and support program for the intellectually disabled learners who have a history of sexual abuse. Participants were 28 teachers from four special educational needs schools in the Gauteng Province, South Africa (females = 80%; age range 30 to 55 years). The teachers participated in a focus group discussion on the extent to which the school-based care and support for learners with intellectual disability worked to the intended goals and procedures. Thematic analysis of the data suggested the school care and support program to work to purpose within the school system and with partner non-governmental organisations; but less so with the local school district personnel.     

Job demands and resources: Flourishing and job performance in South African universities of technology settings

We investigated the extent to which perceived job demands and resources influenced work-related flourishing and job performance among academic staff in South African universities of technology. Participants were 339 lecturers from three universities of technology (female = 53.8%; junior lecturers = 15.7%; mean age = 45 years, SD = 10 years; job tenure = 77.3% more than five years). Lecturers completed job demands, job resources, flourishing at work, and job performance measures. We utilised latent variable modelling to predict flourishing at work and job performance scores from job demands and resources scores. The results indicated job resources (specifically role clarity, advancement, and remuneration) to predict flourishing at work. Role clarity and flourishing at work predicted job performance. In line with job demands theory, the availability of resources was positively associated with flourishing at work and job performance of academic employees.     

Exploring Associations Among African American Youths' Perceptions of Racial Fairness and School Engagement: Does Gender Matter?

In addition to experiencing race as a unique social milieu within school, gender may also provide an important context for African American students. The authors explored gender differences in associations between African American youths' perceptions of racial fairness and school engagement (behavioral, emotional, and cognitive). One hundred thirty-nine (72 girls, 67 boys) African American high schoolers were recruited from the southeastern region of the United States. Gender differences were found for neither perceptions of racial fairness nor emotional and cognitive engagement. Girls reported higher behavior engagement relative to boys. Also, racial fairness was positively associated with emotional engagement among girls. For boys, racial fairness related positively to the three engagement dimensions. Implications and resources relevant for school psychology practice are discussed.     

The role of vocational identity development and motivational beliefs in undergraduates’ student engagement

The present study examined the role of vocational identity processes and motivational beliefs among 216 undergraduates’ level of student engagement (affective, behavioural and cognitive). Through regression analysis, in-depth career exploration was found to be positively related to the student engagement variables, while career self-doubt emerged as a negative predictor. Identification with commitment was also found to be positively associated with students’ affective and cognitive engagement, but not behavioural engagement. Furthermore, students’ perceived value in academic activities played a critical role in mediating these relationships. Despite the significant associations, other vocational identity processes (in-breadth career exploration, commitment making and career flexibility) and motivational beliefs (competence beliefs and perceived cost) failed to act as predictors and mediators, respectively, as hypothesised. Nonetheless, the current findings demonstrate the importance of vocational identity development in undergraduate students’ learning, and suggest a need for more identity interventions or career counselling services in college and pre-university contexts.