工作记忆刷新功能的可塑性

从工作记忆刷新功能的训练入手, 以不同人群为研究对象, 采用活动记忆任务, 从行为层面和认知神经层面探讨工作记忆刷新功能的可塑性。结果发现, 工作记忆刷新功能具有可塑性。具体表现为, 通过刷新功能训练, 个体在工作记忆刷新任务上的成绩提高。工作记忆刷新功能训练使得个体对刺激的识别能力增强, 对无关信息的抑制能力提高, 进而促使工作记忆中的更新能力得到提升。通过工作记忆刷新训练可以提高个体其它认知功能, 但是, 相对于认知能力稳定以及衰退的个体, 这种迁移效应在工作记忆能力发展个体中的表现更为明显。     

运动员的自我控制：重要理论及研究进展

摘要 运动员大赛最佳竞技表现的核心是良好的自我控制。本文介绍了解释自我控制与竞技表现关系的6个理论的核心要点和实证研究,包括自动执行假说（Baumeister, 1984）、加工效能理论（Eysenck & Calvo, 1992）、注意控制理论（Eysenck, Derakshan, Santos, & Calvo, 2007）、自我控制的力量模型（(Baumeister, Bratslavsky, Muraven, & Tice, 1998; Baumeister, Vohs , & Tice, 2007）、心理控制的逆过程理论（Wegner, 1994）和流畅状态理论（Csikszentmihalyi, 1990）;还介绍了通过心理训练以提高运动员自我控制能力的4个理论,包括心理建设综合模式（刘淑慧,1998,2001）、逆境应对训练模式（姒刚彦,2006,2007）、心理技能训练模型（Vealey, 2007）和中国运动员心理建设系统（张凯,张力为,2011）。本文讨论了这两类10个理论的异同及在运动员自我控制研究中的意义;最后指出,对不同的自我控制理论同时进行检验和比较的研究或许具有潜在价值。 关键词 自我控制,心理训练,运动员,比赛     

Effects of Training Reflective Listening in a Corporate Setting

A communication skills training of insurance company employees was devised and evaluated. Study 1 compared trained and untrained employees on their Reflective listening (RL; Rogers, 1951) skills before and after a 16-hr training, as they conversed with a confederate who rated them, and their responses were categorized. In a follow-up Study 2, some of the employees audiotaped conversations with customers, and their responses were categorized as well. In a validation Study 3, students rated conversations by employees who used more or less RL. Results showed that training increased RL, and that the skills were subsequently transferred to an authentic setting. Results did not show that trained employees were evaluated differently than untrained. Implications of the results are discussed.     

How Do Master's Level Marriage and Family Therapy Students View Their Basic Therapy Skills? An Examination of Generic and Theory Specific Clinical Approaches to Family Therapy

This study examined the similarities and differences between marital and family therapy (MFT) students' beliefs about the importance of specific MFT skills, and the perceptions of experienced therapists in practice about the same skills. The data suggest overlap but not complete agreement between the perceptions of novice and experienced therapists regarding both generic and theory specific skills. Similarities and differences between these findings and earlier research about common factors in family therapy are addressed. Recommendations about clinical training that is not organized around traditional family therapy theories, but rather based on two trans-theoretical approaches to therapy labeled expert and collaborative are explored.     

Theory of Change Projects in MFT Programs

Taibbi (1996) suggests that therapists who have clear ideas of their personal models of therapy will be better therapists. This study attempted to learn more about how marriage and family therapy (MFT) programs use theory of change projects to assist students' development of their personal models. Questionnaires were sent to MFT master's, doctoral, and post-degree programs accredited by the Commission on Accreditation for Marriage and Family Therapy. Nearly 60% of responding programs indicated that they do include theory of change projects in their programs. Data were analyzed for similarities and differences in both the contents and processes of the projects.     

Counselling students' views and concerns about weeping with clients: A pilot study

This study examines counselling students' concerns and views about a phenomenon that has received little attention in the counselling literature: the counsellor weeping during a session with a client. Over 20 per cent of the counselling students who were surveyed reported being concerned about weeping in session with clients. However, the majority of students believed, to varying degrees, that weeping with clients could facilitate the therapeutic process. This paper sheds light on this unexplored dimension of countertransference, and has implications for those involved in providing counsellor training.     

Fostering the educational value of candidate evaluation

Approaches to fostering the educational value of candidate evaluation are presented, in view of the plethora of intra‐psychic challenges that combine with many other complexities of learning to work as an analyst. Four integrally interrelated practices have been found to address sensitivities inherent in candidates’ experience of training in general, and being evaluated in particular. When applied in concert, the institute's evaluative process not only becomes more considered, but also better promotes a psychoanalytic attitude and minimizes the intrusion of evaluators’ personal responses. The first is defining and employing in synergy criteria for clinical immersion based on demonstration of the development and deepening of an analytic process, as well as the development of psychoanalytic competencies. The second is mandating institute‐wide application of guidelines for assessment of progression/graduation that are clearly explicated to all candidates and faculty. The third is transparent and timely communication between candidates and their supervisors and progression advisors regarding progress essential to a sense of collaboration. Fourth the progression review process must be systematic and in‐depth, with built‐in consultative relationships serving as checks and balances on personal elements. The implementation and educational impact of these practices are considered in the case of one candidate.