Interpersonal perceptions of personality traits in elite coach-athlete dyads

IntroductionThe extent to which coaches and athletes can effectively work together is an essential consideration in the pursuit of athletic success. This is particularly important at the elite level due to the high pressures on tangible outcomes, such as reaching the podium of a major competition. This study sought to explore and explain how both coaches and athletes identify personality traits in themselves and their partners to manage and maintain a positive relationship.MethodsUsing a mixed methodological design underpinned by critical realism, four elite coach-athlete dyads (four male coaches, one male athlete, three female athletes) were purposefully recruited from a single sport. Each participant completed the 44-item Big Five Inventory (John & Srivastava, 1999) on their own and their partner’s perceived personality traits. The data generated were used to inform the discussions in follow-up, individual semi-structured interviews with all participants.ResultsThe interview data were analysed using thematic analysis, which generated three higher themes and seven lower order themes. The three higher order themes were perceived compatibility, relationship persona and collective personality.ConclusionThe present investigation has identified what coaches and athletes perceive to be the key personality characteristics to manage and maintain a successful working relationship.     

新时期医学生整体素质培养的几点思考

随着知识经济时代的到来,在我国传统医学教育模式下培养的大多数临床医学生,越来越难以适应现代医学发展和新时期群众对医疗服务的需求。因此,必须加强医学生整体素质培养,主要是职业道德素质、全面技能、人文文化、创新攻关精神、实事求是态度这几个方面的重点培养,以适应医学人才发展需要。     

论医学人文精神的历史走向

医学人文精神和医学科学精神的整合交融,是医学走向成熟的标志,对生命的终极关怀,是医学人文精神的基本内涵;对医患关系的理解和介入方式,是医学人文精神切入实践的关键;医学人文品格是医学人文精神的良性载体和职业表征。是医生理想的职业人格。这四个问题从不同角度,不同层面凸现了医学人文精神的实质,反映了在新医学模式背景下医学人文精神的历史走向。     

Examining the Reliability of Various Interpersonal Acceptance-Rejection Theory (IPARTheory) Measures in Vietnamese Adolescents

Abstract

Perceiving one’s self as accepted by important others, such as parents, is fundamental and crucial for the well-being of each individual. One major aspect of interpersonal acceptance-rejection theory (IPARTheory) is examining how parental acceptance-rejection affects people’s psychological adjustment. This theory has been validated in many countries and cultural groups around the world, but has not been utilized in the Vietnamese context. This research aims to assess the reliability of IPARTheory measures in Vietnam and applicability of the theory itself among a Vietnamese sample. Participants included 162 students from a high school in Hanoi (M_age = 15.58 years; 69.8% female). Materials consisted of Vietnamese versions of various IPARTheory measures: Parental Acceptance-Rejection Questionnaire, Personality Assessment Questionnaire, Interpersonal Relationship Anxiety Questionnaire, and a demographics form designed specifically for this research. Analyses show that psychological maladjustment significantly correlated with perceived paternal rejection, maternal rejection, and their subscales. Cronbach’s alphas were strong, ranging from .73 to .97, except for the dependency subscale and hostility subscale of the Personality Assessment Questionnaire. Thus, the results provide evidence for the reliability of various IPARTheory measures in Vietnam. The relationships found in this study have implications for parents, teachers, and psychologists to employ in order to provide adolescents with appropriate guidance and intervention based on the importance of perceived parental acceptance-rejection.     

同伴侵害与青少年抑郁:社会退缩的中介作用与师生关系的调节作用

研究表明同伴侵害是青少年抑郁的重要风险因素,然而其中介机制和调节机制仍有待进一步探究。本研究采用问卷法对834名青少年进行调查,考察了社会退缩在同伴侵害与青少年抑郁关系中的中介作用,以及师生关系在这一关系中的调节作用。结果发现：（1）社会退缩显著中介同伴侵害与青少年抑郁的关系;（2）师生关系显著调节中介路径“同伴侵害→社会退缩→青少年抑郁”,具体而言,相较于高水平师生关系的青少年群体而言,同伴侵害通过社会退缩影响抑郁的中介效应在低水平师生关系的青少年群体中更高。     

Religion and self-efficacy: a multilevel approach

Can the religious values of an entire geographic area affect the self-efficacy of emerging adults living in that area? Although prior research has demonstrated that individual religious characteristics are associated with self-efficacy, less is known about how the overall religious context influences self-efficacy. Using multilevel analyses on two waves of the National Study of Youth and Religion (NSYR) merged with county-level variables, this study finds that a county’s higher conservative Protestant population share is associated with lower self-efficacy even after controlling for various variables. Surprisingly, this conservative Protestant contextual effect also applies to residents who are not conservative Protestants but live in a conservative Protestant county. In contrast, county-level Catholic population share is linked with higher self-efficacy. However, this Catholic contextual effect is explained when controlling for county-level variables.     

父母成人依恋、怜悯与亲子关系质量:主客体互倚分析

本研究考察了父母的成人依恋对亲子关系的影响以及怜悯的中介作用。采用方便取样法调查广东省某市小学2~5年级学生的父母。534对父母自我报告了各自的成人依恋、怜悯和亲子关系质量。主客体互倚模型分析发现：（1）父母各自的依恋焦虑和依恋回避显著负向预测自己与孩子的关系质量（主体效应）,但无法显著预测伴侣与孩子的关系质量（客体效应）;（2）父母各自的怜悯在上述主体效应中起到中介作用;（3）母亲的怜悯在自身依恋回避对父子关系的客体效应中起到“遮掩效应”;（4）母亲的怜悯在自身依恋焦虑对父子关系的客体效应中起到中介作用。研究结果有利于从成对关系视角理解父母成人依恋如何影响亲子关系,实际干预中可以通过提高父母的怜悯能力来改善亲子关系。     

关系流动性、拒绝敏感性与主观幸福感的关系

为了从社会生态学的视角探讨预测主观幸福感的相关因素、考察拒绝敏感性在其中的中介作用、揭示高关系流动的社会环境对心理健康可能的积极作用,以生活满意度和心理幸福感等为测量工具,对成人进行了研究。研究结果显示:关系流动性可显著正向预测主观幸福感; 拒绝敏感性在关系流动性与主观幸福感之间起中介作用。研究结果表明,高关系流动性能预测个体的低拒绝敏感性,进而预测更高的主观幸福感。     

Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees’ Personal Resources

This study considers how employees’ POC—defined as their beliefs that the organizational climate stifles change and values compliance with the status quo—reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by “yea-saying” can counter the difficulty of improving their job situation by drawing from adequate personal resources.