Beyond cognitive ability: Improving the prediction of performance

New measures of practical intelligence and personality traits were assessed for their ability to improve the prediction of performance beyond cognitive ability. Measures of practical intelligence from the newly developed Constructive Thinking Inventory and traits measuring emotional stability and expedience were used as independent variables in regression analyses predicting academic performance, training performance and leadership ratings of 86 student leaders. The constructive thinking scales added significantly to the prediction of academic performance, beyond measures of cognitive ability. Constructive thinking also accounted for unique variance predicting training performance and leadership ratings. Personality traits were unrelated to performance or leadership.     

略论《周易》对中国古代历法的影响--兼与李申先生商榷

在古代历法的发展过程中,<周易>起了积极的作用,而且这种作用在不同时期有着不同的特征.早期主要表现为用易数解释历数,这种作用在唐以后逐渐消失;"卦气说"曾在一段时期内被作为历法的内容;而<周易>的"治历明时"思想对于历法研究一直起着积极的作用,成为重要的治历原则之一.无论如何,<周易>对于古代历法发展的作用是不可低估的.     

民国时期白寿彝的朱熹易学研究

白寿彝以史学而著称,同时在民国时期对朱熹易学也有深入的研究。他对朱熹易学文献的考辨,对程、朱易学差异的论述,对朱熹《周易本义》与《河图》、《洛书》关系的分析,对朱熹《周易本义》基本观念的阐发,以及对朱熹易学贡献的概括,都具有相当的学术分量。而且从今天的朱熹易学研究来看,他所提出的学术问题以及对于问题的研究和所提出的观点,仍具有重要的学术价值。     

Personality trait inferences of Turkish immigrant and neutral targets: An experimental study

Sandal, G. M. Bye, H. H. & Pallesen, S. (2012). Personality trait inferences of Turkish immigrant and neutral targets: An experimental study. Scandinavian Journal of Psychology 53, 528–533. The study investigated whether personality traits attributed to immigrant targets differ from personality inferences made for a neutral target, and whether trait attributions differ for assimilated and integrated immigrant targets. Participants (n = 340) were randomized to one of three conditions in which they read the same story about a person, but where the person was described as either: (a) an assimilated Turkish immigrant; (b) an integrated Turkish immigrant; or (c) neutral (no nationality or religious practice indicated). Subsequently, they rated the personality of the described person on the NEO‐Five Factor Inventory (observer rating version) and completed the Balanced Inventory of Desirable Responding (Impression Management scale) with reference to themselves. Both immigrant targets were rated as significantly higher on extraversion and lower on neuroticism than the neutral target. The integrated target was rated as more open than the neutral target, and as higher than the assimilated target on neuroticism when controlling for impression management.     

The relative impact of workplace bullying as a social stressor at work

Hauge, L. J., Skogstad, A. & Einarsen, S. (2010). The relative impact of workplace bullying as a social stressor at work. Scandinavian Journal of Psychology, 51, 426–433. Exposure to workplace bullying has been argued to be a severe social stressor and a more crippling and devastating problem for affected individuals than the effects of all other work‐related stressors put together. However, few studies have explicitly investigated this assumption. In a representative sample of the Norwegian working population, the present study investigated the relative contribution of workplace bullying as a predictor of individual and organizational related outcomes after controlling for the well‐documented job stressors of job demands, decision authority, role ambiguity and role conflict. Bullying was found to be a significant predictor of all the outcomes included, showing a substantial relative contribution in relation to anxiety and depression, while for job satisfaction, turnover intention and absenteeism, more modest relative contributions were identified. Workplace bullying is indeed a potent social stressor with consequences similar to, or even more severe than, the effects of other stressors frequently encountered within organizations. Thus, the finding that bullying has a considerable effect on exposed individuals also when controlling for the effects of other job stressors demonstrates bullying as a serious problem at workplaces that needs to be actively prevented and managed in its own right.