虚拟环境中的心理教育

虚拟技术和网络技术不仅为感觉通道提供了新的刺激呈现方式,而且也了为心理活动提供了新的活动空间和活动方式。各心理机能与虚拟环境之间形成了不同的主导性心理活动层面,具有不同的心理教育任务和目标。实现虚拟环境下的心理教育目标需要多元方法体系和工程体系的支持。     

箱庭疗法缓解初中生考试焦虑的有效性

以18名考试焦虑初中生为被试,采用等组前后测设计,以考察箱庭疗法缓解考试焦虑的效果,并与放松训练进行比较。结果表明:箱庭疗法与放松训练一样能够有效地缓解初中生的考试焦虑情绪,但其干预效果的保持性要优于放松训练。     

环境污染对人的心理效应

本文从环境心理学的角度论述了环境污染可以通过作业环境、室内环境、生态环境对人的心理行为产生影响;也可以通过遗传变异导致出生缺陷,或直接损伤身体等原因对心理和行为产生影响,并且提出了心理干预的应对措施。     

Perceived motivational climate and unit cohesion: The case of French soldiers in training

Using a correlational design, this exploratory research investigates the relationships between soldiers’ perceptions of the motivational climate created by platoon leaders and unit cohesion in a French military sample. Conducted among 257 soldiers, the findings indicate that new recruits perceive motivational climate as significantly more task- than ego-involved. Moreover, multiple regressions show that a task-involving motivational climate predicts higher measures of cohesion than does an ego-involving motivational climate. Implications for the professionalization of military forces and exercising command in training are discussed.     

Control beliefs and susceptibility to the promises of memory improvement

Brain training is increasingly popular, and many believe in the efficacy of such programs without empirical evidence. We examined whether instructions promising memory improvement would influence subjective and objective cognition. Participants (n = 145; age: M = 50.64) were randomly assigned to a memory improvement or memory task condition. Participants completed demographic and perceived control over cognition measures, in addition to cognitive tasks and subjective cognition items for 7 days. Participants in the improvement condition reported significantly greater memory increases than those in the memory task condition. This effect was moderated by perceived control over cognition; participants in the improvement condition with high control beliefs were significantly more likely than those with low control beliefs or those in the task condition to report better memory. Individuals with higher control beliefs may be more susceptible to the claims of brain training programs, which is significant given that such programs are increasingly popular and commercially available.     

Predicting the evolution of counseling psychology in the United States: results from a Delphi poll of academic training directors

What might the field of counseling psychology in the United States of America look like 10 years from now? In a Delphi Poll, an expert panel, consisting of 28 training directors from APA-accredited counseling psychology programs, made predictions regarding the future of counseling psychology 10 years from now in relation to three domains (core features, research and training, and professional training) and 32 specific areas within those domains. The strongest core feature of counseling psychology was viewed as a continuing commitment to issues of diversity (M = 4.64, SD = .63); the research and training theme predicted to attract the most attention in the next 10 years was a commitment to evidence-based practice (M = 4.71, SD = 1.20); and the professional training theme predicted to gain the greatest focus was attention to professional competence (M = 4.43, SD = .65). Results were compared with a previous Delphi Poll conducted in 2001, and recommendations are outlined for future research designed to contribute to the ongoing development of the field of counseling psychology.     

A component analysis of job interview training for young adults with autism spectrum disorder

The job interview is a vital component to acquire employment. Individuals with autism spectrum disorder may experience difficulties with job interviews due to notable deficits in social and communication skills. We evaluated the relative impact of several components of a job interview training package on six participants' responses to commonly asked interview questions. We used a multiple baseline design across participants to present the following components: written instructions, rehearsal and video self‐feedback with a commercially available training program, and verbal feedback delivered by the experimenter. Results demonstrated that all participants required an additional behavioral skills training session to meet our mastery criterion. However, once training was complete, all participants showed generalized performance when the interview questions were presented in a varied format and by a novel interviewer outside of the training environment. In addition, their performance was maintained at follow‐up.     

Pyramidal parent training using behavioral skills training: Training caregivers in the use of a differential reinforcement procedure

Six caregivers participated in a research study in which behavioral skills training (BST) was used within a pyramidal training model to train a differential reinforcement of an alternative behavior (DRA) procedure. Physical prompting was utilized to obtain correct responses across the identified alternative behavior. The caregivers were split into two tiers, comprised of three caregivers each. The experimenter trained tier‐one caregivers, who then trained tier‐two caregivers after meeting a predetermined mastery criterion. A multiple baseline design across participants research design was used to evaluate the effectiveness of correct implementation of the DRA procedure, demonstrating experimental control across participants. During baseline, caregivers did not implement DRA correctly. Following training, tier‐one and tier‐two caregivers demonstrated correct implementation of the DRA and prompting procedure. Intervention score was (M = 96%), from a baseline score of (M = 34.6%), for tier‐one participants. Intervention score was (M = 96.6%), from a baseline score of (M = 33%), for tier‐two participants. A follow‐up maintenance probe demonstrated correct implementation of the DRA procedure with prompting across both tiers of trained caregivers.     

What outcomes have mindfulness and meditation interventions for managers and leaders achieved? A systematic review

No systematic review had previously been conducted examining the benefits mindfulness or meditation interventions for leaders and managers. However, the literature suggested that such interventions would have a positive impact on leaders’ own well-being, their leadership capability, their “post-conventional” leadership capacity, and their direct reports. The purpose of this study was therefore to systematically review research on mindfulness or meditation interventions for managers and leaders. Our review identified 19 studies that met the inclusion criteria. Findings indicate some encouraging signs that mindfulness and meditation interventions may improve aspects of leaders’/managers’ well-being and resilience, and leadership capability, possibly including their “post-conventional” leadership, but research results are very variable in quality and strength, and there was no evidence on benefits for participants’ direct reports. The studies reviewed explored a diversity of interventions, but provided little insight into which mindfulness and meditation interventions for managers and leaders are most effective, in what context they are best applied, or for whom they are most suitable. While the sub-set of studies that measured mindfulness found that the interventions used did increase participants’ mindfulness, there was no exploration of whether improved mindfulness was the mechanism by which other positive outcomes were achieved.     

Employee adaptive performance and job satisfaction during organizational crisis: the role of self-leadership

This study tests the hypothesis that self-leadership is positively related with employee adaptive performance and job satisfaction in rapid change and unpredictable work environments. This assumption was tested through a quasi-experimental study regarding the implementation of a self-leadership training programme in the Private Banking department of an international bank. Change in private bankers’ self-leadership, adaptive performance and job satisfaction was measured three times, over a period of 8 months. During the fourth month of the training programme implementation, the bank underwent an unexpected bailout. Fifty-two private bankers were randomly assigned to an experimental group (n = 28) and to a control group (n = 24). The results showed an increase in self-leadership, adaptive performance and job satisfaction for the experimental group, while job satisfaction decreased for participants in the control group. Our findings suggest that change in the level of self-leadership is positively related with change in the level of adaptive performance and job satisfaction over time. This study presents new evidence that individual adaptive performance and job satisfaction can be enhanced through self-leadership training. Self-leadership training can be used as a valuable tool to help organizations improve employees’ adaptive performance and job satisfaction, especially during organizational crisis.