Longitudinal Changes of Planned Happenstance Skills by Gender,Community Types,and Employment Status in a Sample of College Students in School‐to‐Work Transition

This study examined the characteristics of college students who are transitioning from school to work by measuring their mean differences on planned happenstance skills subscales at 3 separate time points. The results indicated that the mean of planned happenstance skills changed across the 3 time points and are somewhat different through demographic factors, such as gender, community types, and employment status. In addition, 2‐way and 3‐way multivariate analysis of variance results showed that the interaction effects of 3 demographic variables on 5 planned happenstance skills were not significant. Practical implications for career counselors are discussed.     

Henry David Thoreau's Anti‐Work Spirituality and a New Theological Ethic of Work

Although Henry David Thoreau stands outside the Christian canon, his outlook on the relations among spirituality, ecology, and economy highlights how Christian theologians can develop a theological work ethic in our era of economic and ecological precarity. He can furthermore help theologians counter the pro‐work bias in much Christian thought. In Walden, Thoreau shows that the best work is an ascetic practice that reveals and reaps the abundance of nature and connects the person to the immanent divine and thereby glimpsing eternity. Thoreau thus offers the outline of a transformed theology of work even as he challenges Protestant vocationalism in the early industrial era. He is therefore a fitting if challenging guide for formulating a theology of the self as agent and product of work, at a moment when the postindustrial ideal of work that is both meaningful and remunerative seems ever more unattainable while the negative impact of our work on nonhuman nature is ever more apparent.     

工作投入研究的现状

工作投入指的是一种与工作相关的积极、完满的情绪与认知状态,具有持久性和弥散性的特点。工作投入对个体的工作绩效和某些工作态度及行为变量,以及顾客满意度、生产力、利润率和单位总体绩效等组织结果变量均具有一定的影响。工作投入的影响因素包括个体特征因素、与工作相关的因素以及与家庭相关的因素等3个方面。文章在对工作投入的相关研究进行全面述评的基础上,指出未来的研究有必要进一步加强对工作投入的干预机制等五方面问题的探讨     

“情绪工作”研究概况

从情绪工作的表述,情绪工作概念的提出及其发展,情绪工作的维度、测量、前因变量、策略、后果变量和机制等方面对国外研究进行了介绍,并在此基础上,指出未来的研究除了继续探讨与情绪工作相关的基础理论问题外,重点应该探讨如何把情绪工作融入人力资源管理实践     

个人化设计在临床研究中的应用——从个体角度研究个体差异

本文从有关研究证据的基础上,介绍了个人化设计的理论基础和实验设计,并在此基础上讨论了个人化设计在临床研究领域中的应用价值,总结出一种适合临床病人使用的研究程序。个人化设计允许对个体的个人价值进行分析,并能同时研究不同刺激信息的作用,在个体水平上分析个体差异。通过简化了的实验程序,个人化设计为解决临床研究中的问题提供了一种新的思维方式。文中还对相关研究法的局限进行了讨论。     

公交行业一线员工人格特质对工作绩效影响的实证分析--以工作态度作为调节变量

通过问卷调查法,探讨在工作态度调节下大五人格特质与工作绩效的关联。对1277名公交行业一线员工的研究结果表明：(1)人格特质与工作绩效有显著的相关,工作态度在这一关系中起到调节作用。在高工作态度中,人格特质与任务绩效联系较为紧密,工作绩效的良好预测指标是尽责性和外向性;在低工作态度中,人格特质与关系绩效联系较为紧密,工作绩效的良好预测指标是宜人性和外向性。(2)在高工作态度的环境中,人们更看重工作的完成;在低工作态度的环境中,人们更看重关系的协调。工作态度调节着人格特质对工作绩效的影响。     

Person‐Group Value Congruence and Subjective Well‐Being in Students from Argentina,Bulgaria and Finland: The Role of Interpersonal Relationships

The present study examined the relations between personal values, value congruence, interpersonal relationships and subjective well‐being in psychology/education and business students from Argentina (N = 275), Bulgaria (N = 182) and Finland (N = 148). Regression analyses showed, first, that there were no direct relations between higher order value priorities and life satisfaction (LS), positive affect (PA) or negative affect (NA). Second, objective value‐congruence (VC)—the similarity between individual and group values—was positively related to LS and PA, and negatively related to NA. Most importantly, the effects of VC on LS, NA and PA were partially mediated by good interpersonal relationships. Our results show that interpersonal relationships are facilitated by sharing values similar to those of one's fellow students. More generally, personal values per se appear not to be associated with subjective well‐being, more important is how these values fit into the social context. Copyright © 2014 John Wiley & Sons, Ltd.     

基于自我决定理论的工作动机研究脉络及未来走向

对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题：一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。     

Transformations of mathematical and stimulus functions

Following a pretest, 8 participants who were unfamiliar with algebraic and trigonometric functions received a brief presentation on the rectangular coordinate system. Next, they participated in a computer-interactive matching-to-sample procedure that trained formula-to-formula and formula-to-graph relations. Then, they were exposed to 40 novel formula-to-graph tests and 10 novel graph-to-formula tests. Seven of the 8 participants showed substantial improvement in identifying formula-to-graph relations; however, in the test of novel graph-to-formula relations, participants tended to select equations in their factored form. Next, we manipulated contextual cues in the form of rules regarding mathematical preferences. First, we informed participants that standard forms of equations were preferred over factored forms. In a subsequent test of 10 additional novel graph-to-formula relations, participants shifted their selections to favor equations in their standard form. This preference reversed during 10 more tests when financial reward was made contingent on correct identification of formulas in factored form. Formula preferences and transformation of novel mathematical and stimulus functions are discussed.     

Group process in Jungian analytic training and institute life

Group process experience for analytic candidates is a neglected dimension of training, and receives little attention in the analytic literature. Jung observed group dynamics, but he never studied them closely, attending instead to the psychology of the individual. Unconscious currents in small groups have been studied by others, most notably by Wilfred Bion, and there are similarities between his theories of the group unconscious and Jung's theories of complexes. Experiential and didactic seminars in group process were added to the analytic curriculum at the C.G. Jung Institute of San Francisco in the early 1990s, leading to changes in the group dynamic of trainees and analysts alike. A discussion of the theories of Bion and Jung are followed by a report on our experiences of facilitating group process for analytic candidates. We give quotes from candidates and analyst members to illustrate the group process and its effects. The need for further study to develop a uniquely Jungian perspective on the unconscious structure and dynamics of the group is suggested.