Modus Tonens

Restating an interlocutor’s position in an incredulous tone of voice can sometimes serve legitimate dialectical ends. However, there are cases in which incredulous restatement is out of bounds. This article provides an analysis of one common instance of the inappropriate use of incredulous restatement, which the authors call “modus tonens.” The authors argue that modus tonens is vicious because it pragmatically implicates the view that one’s interlocutor is one’s cognitive subordinate and provides a cue to like-minded onlookers that dialectical opponents are not to be treated as epistemic peers.

基于多层面模型的教学效能感量表

运用层面理论方法,在参照已有研究的基础上,对10名中学教师进行了开放式访谈,结合已有研究和访谈结果,设计了映射语句,根据层面元素组合,设计项目,编制了教学效能感量表。对200名中学教师进行初测收回有效问卷162份,运用SSA分析技术,对项目质量做了分析,对部分项目进行了删减,并修改了映射语句,再对530名中学教师进行正式施测,收回有效问卷505份,运用SSA和验证性因素分析技术对量表的构想效度进行了检验,发现量表的信、效度较高,量表符合心理测量学的要求,并证明教学效能感结构为二层面雷达图结构。     

互动公正对员工绩效与主管承诺的影响及其机制

采用问卷调查法和结构方程建模技术探讨互动公正对员工绩效与主管承诺的影响及其机制。通过分析215份员工和其直接主管的配对数据,结果发现：(1)互动公正通过主管认知信任的部分中介作用正向影响员工的任务绩效,即一方面直接影响员工的任务绩效,另一方面通过认知信任间接影响员工的任务绩效;(2)互动公正通过主管情感信任的完全中介作用正向影响员工的进谏行为;(3)互动公正通过主管认知信任和情感信任的完全中介作用正向影响员工的主管承诺。     

Identifying violence among women patients attending family practices: the role of research in community change

Violence against women has serious consequences. Although victims use health facilities more frequently than others, violence is still not recognized in most services and in the larger community. This study had three aims: (1) to estimate the prevalence of violence among women patients in primary care, (2) to evaluate the feasibility of asking all women about violence, and (3) to make violence visible, and thereby initiate a process of professional and community change on the issue of violence against women. The study was carried out in a small Italian town, at the initiative of a local family doctor. We conducted a cross‐sectional survey among patients of six family practices and 444 women responded to a self‐administrated questionnaire. Five per cent of respondents experienced physical or sexual violence in the last year, and 25% had experienced it in the past. Nineteen per cent had experienced psychological violence in the last 12 months. Risk factors for current violence were: younger age, being pregnant or with young children, being separated or divorced, or lack of stable employment. Most women were in favour of being asked about violence by their doctor. The study's results were disseminated in public meetings, with good press coverage. This resulted in a dramatic increase in the visibility of victims of violence, the development of a training course for health professionals, and the creation of the first women's group in the town. Along with advocacy work, the group has prepared a booklet on violence addressing women, and is now raising funds to start an ‘anti‐violence’ telephone line. Overall, the study has become a tool for change within the health services and the community. Copyright © 2004 John Wiley & Sons, Ltd.     

大学生学习自我效能感的测量与干预研究

本研究编制了大学生学习自我效能感问卷,经对478名大学生实施测试,探索性因素分析与验证性因素分析的结果发现,所研制的大学生学习效能感问卷具有符合心理计量学和班杜拉自我效能感理论要求的特点。并对64名大学生研究被试实施干预训练,证明通过学习策略的辅导与学习心理效能训练,学习者的学习效能感能够得到提升。对学习目标的有效调控、学习情境的营造与选择、学习策略与学习方式的善用对学习效能感具有关键性作用。     

医生职业倦怠研究

职业倦怠是指在职业环境中,对长期的情绪紧张源和人际关系紧张源的应激反应而表现出的一系列心理、生理综合症。用经过信效度分析后的职业倦怠问卷(MBI)对253名医生的调查发现,医生的职业倦怠感整体上比较严重;工龄16～20年是医生职业倦怠最严重的阶段;不同科室、职称的医生职业倦怠程度不同,中级职称和精神科医生职业倦怠较严重。     

Exit and/or Voice? Youth and Post‐Communist Citizenship in Bulgaria

Hirschman's (1970 , 1993 ) theoretical constructs of Exit and Voice represent a useful way to think about citizenship. Exit refers to a desire to emigrate and can be construed as apolitical, private, and passive—a threat to citizenship—whereas Voice refers to political commitment and can be construed as ideal citizenship. A survey of 560 Bulgarian university students in 1998 explored their emphasis on Exit and Voice (as options for themselves in the future) and the association of each option with different economic, political, and psychological factors. One in four students wanted to emigrate, and half of them considered leaving the country for a period of time. Exit plans appeared mainly to be triggered by a wish to participate in the consumer culture, but were also associated with a critical view of the political system as well as a rejection of tradition in conjunction with a Western identity. Although most of the students shared vague or ideal Voice-related plans, few wanted to become actively involved in politics. An emphasis on Voice reflected not only a somewhat limited political engagement but also a more traditionalistic attitude associated with plans for a career and family. The findings indicate that a normative separation between Exit and Voice as theoretical concepts does not cover the complexities of the Bulgarian students' emigration and political involvement plans.     

Personal autonomy in group‐based interventions

Marginalized individuals are often caught in a vicious cycle of economic or health problems, a lack of social connection and disempowerment. The present research examines interventions that provide opportunities for social inclusion to break this cycle. Specifically, in two longitudinal field studies, we examined the effect of social inclusion on self‐efficacy and hope in two vulnerable groups, namely, 68 residents in a drug and alcohol rehabilitation centre (Study 1) and 48 marginalized adults taking part in activities organized by a community organization (Study 2). Although somewhat counterintuitive, we hypothesized that social inclusion would affect self‐efficacy by fostering feelings of personal autonomy. The hypothesis was supported by results from both studies revealing an indirect effect from social inclusion via personal autonomy on self‐efficacy and hope. The findings are discussed in relation to how group inclusion may stimulate the development of personal autonomy in disadvantaged adults, an important factor in their recovery and mental health.     

高承诺组织与员工建言:双过程模型检验

以来自36个组织的223名员工为被试,通过上级、同事和员工自评三方配对的问卷数据,研究探讨了高承诺组织与员工建言行为之间的关系。采用多层结构方程模型等方法进行数据分析,结果发现:(1)高承诺组织对员工建言行为(包括上行建言和平行建言)有显著的促进作用;(2)员工知觉到组织内的职业机会在高承诺组织和上行建言之间起部分中介作用;工作满意度在高承诺组织和平行建言之间起部分中介作用;(3)工作绩效在知觉到职业机会和上行建言之间起正向调节作用;人际关系在工作满意度和平行建言之间起正向调节作用;(4)不光如此,工作绩效还调节着"高承诺组织-知觉职业机会-上行建言"这一中介路径;人际关系还调节着"高承诺组织-工作满意感-平行建言"这一中介路径。文章最后对所得结果、理论和实践意义及未来研究做了讨论。