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1.
Amy N. Yates Jacqueline G. Cavazos Géraldine Jeckeln Ying Hu Eilidh Noyes Carina A. Hahn Alice J. O'Toole P. Jonathon Phillips 《Applied cognitive psychology》2024,38(6):e70002
Forensic facial professionals have been shown in previous studies to identify people from frontal face images more accurately than untrained participants when given 30 s per face pair. We tested whether this superiority holds in more challenging conditions. Two groups of forensic facial professionals (examiners, reviewers) and untrained participants were tested in three lab-based tasks: other-race face identification, disguised face identification, and face memory. For other-race face identification, on same-race faces, examiners were superior to controls; on different-race identification, examiners and controls performed comparably. Examiners were superior to controls for impersonation disguise, but not consistently superior for evasion disguise. Examiners' performance on the Cambridge Face Memory Test (CFMT+) was marginally better than reviewers and controls. We conclude that under laboratory-style conditions, professional examiners' identification superiority does not generalize completely to other-race and disguised faces. Future work should administer other-race and disguise face identification tests that allow forensic professionals to follow methods and procedures they typically use in casework. 相似文献
2.
Robert Grossmark Ph.D 《Psychoanalytic Dialogues》2013,23(4):479-499
The author outlines his approach to the theory and practice of group psychotherapy. The emphasis is on therapy by the group rather than therapy in the group. The therapist's task is to help the group itself become the agent of change. The group is conceived as being composed of many multiple selves. The process of group psychotherapy unfolds through enactments that involve the whole group and the group therapist entering into the grip of repetitive and unmentalized self-states. These enactments are resolved when the group members, with the therapist's help and containment, can access alternative self-states that allow for new and unformulated experience to emerge. This dialectical movement between the rigid “familiar chaos” of enactment and the reflective and related working through is compared to the dynamic systems theory articulation of the tension between rigidity and chaos captured by Kauffman's notion that “life exists at the edge of chaos.” A group session is described that involves a painful enactment. It illustrates how the therapist allows the enactment to unfold by holding and containing intense affect and how the group members are helped to find their own meaning and new experience in interaction with each other. 相似文献
3.
Carina Fourie 《Res Publica》2012,18(2):107-126
What kind of equality should we value and why? Current debate centres around whether distributive equality is valuable. However,
it is not the only (potentially) morally significant form of equality. David Miller and T. M. Scanlon have emphasised the
importance of social equality—a strongly egalitarian notion distinct from distributive equality, and which cannot be reduced
to a concern for overall welfare or the welfare of the worst-off. However, as debate tends to focus on distribution, social
equality has been neglected and we do not have a clear understanding of what it is and why it might be valuable. This paper
aims to address this gap. 相似文献
4.
Carina von Dreden Carmen Binnewies 《European Journal of Work and Organizational Psychology》2017,26(3):356-372
This diary study examines psychological detachment, companionship, and content of conversation during lunch break as predictors of daily vigour after lunch break and at the end of the working day. Drawing on resource regulation theory and the effort recovery model (ERM), we hypothesize that companionship of the supervisor during lunch break is negatively and companionship of colleagues positively related to employee’s daily vigour. The companionship of both, supervisors and colleagues, as well as work-related conversations are hypothesized to decrease psychological detachment during lunch breaks. In total, 71 persons in administrative jobs completed daily surveys over one working week. Results of hierarchical linear modelling showed that psychological detachment is positively related to vigour after lunch break, but unrelated to vigour at the end of the working day. Lunch breaks with the supervisor predicted a lower level of vigour at the end of the working day, but a higher level of vigour after lunch break. Lunch breaks with colleagues were unrelated to vigour after lunch break, but associated with higher vigour at the end of a working day. The companionship of both—colleagues and supervisors—as well as work-related conversation decreased psychological detachment during lunch break. 相似文献
5.
Isabel Dórdio Dimas Teresa Rebelo Paulo Renato Lourenço Carina Isabel Pereira Pessoa 《The Journal of psychology》2018,152(6):358-372
The purpose of this study was to clarify the role of team resilience on different facets of effectiveness (team viability and quality of the group experience). Moreover, given the importance of team resilience for the organizational context, it was also our aim to contribute to the study of the conditions that promote team resilience, analyzing the role of transformational leadership. Finally, we examined whether the relationship between transformational leadership and team resilience stimulates positive team outcomes. Ninety teams (445 employees from 40 companies) were surveyed and path analysis was used in the test of the hypotheses. The results showed a positive direct effect of team resilience on both team viability and the quality of the group experience. Moreover, a positive relationship was also identified between transformational leadership and team resilience. Finally, support was found for the mediated effect of team resilience on the relationship between transformational leadership and the dimensions of team effectiveness considered. The findings of this study highlight the role of team resilience as an intervening process between transformational leadership and team effectiveness. Supervisors should promote team resilience, adopting transformational leadership behaviors, in order to contribute to increase team viability and the quality of the group experience. 相似文献
6.
Robert Grossmark 《Psychoanalytic Dialogues》2016,26(3):352-359
Thomas Burkhalter is complemented on so vividly bringing the reader into his personal struggles to find a true masculinity in the unforgiving context of contemporary South Africa where White masculinity is associated with apartheid. The struggle to be free of old identifications with the patriarchal order and gender binaries saturate the paper, and attention is drawn to the lingering presence of older conceptions of masculinity as a monolithic concept that leaves women as victims and nurturers and the male as dominant. Burkhalter’s clinical vignette is examined and found to illustrate well his struggle and to capture the vulnerability to genderized enactments and the enduring presence of the old order manifested by a reliance on defense analysis that constrains his construal of Mr. Jones’s statement that he is “after all the man in the house.” Potential alternative meanings of this phrase that foreground grief, hope, and a plea for companioning in pain are offered and a deeper engagement with Mr. and Mrs. Jones’s conscious and unconscious worlds is encouraged. 相似文献
7.
In this panel, we introduce two new conceptualizations of the analyst’s role and function designed for work with patients outside the reach of customary modes of engagement. Our approaches to the challenges of such patients draw on the insights of object relations theorists but rely on the relational school’s emphasis on the analyst’s subjectivity and differing forms of engagement. We believe that together our approaches contribute to a broadened bandwidth of relational practice. 相似文献
8.
Carina H. Dick Susan L. Renes Allan Morotti Anthony T. Strange 《The American journal of family therapy》2013,41(3):232-244
This article reviews the existing literature on heterosexual intimate relationships in which the female partner has an eating disorder. These couples often have trouble in a number of areas, including communication, sexual functioning, relational boundaries, and emotional health. Not only do these problems contribute to lower rates of relational satisfaction but they also affect a woman's chances for recovery. An understanding of this literature can inform family therapy practice. Recommendations are offered for those who provide counseling to these couples. 相似文献
9.
Robert Grossmark Ph.D. 《Psychoanalytic Dialogues》2013,23(6):657-661
I express my appreciation for Michal Rieck's thoughtful and fully felt reading of my paper. I underline her points that the regression that an unobtrusive yet fully engaged analyst can allow, is not solely a phenomenon in work with more disturbed patients, and that the essence of this position is to be without separateness. I outline a process of the “flow of enactive engagement,” which fosters a narrative unfolding of the field of the treatment. I suggest that the flow of enactive engagement is a contemporary mutual form of enacted free association and that Rieck is correct in saying that from my perspective psychoanalytic cure need not involve the analyst's interpretation. The mutual enactment itself can be the interpretation. 相似文献
10.
Carina Loeb Christiane Stempel Kerstin Isaksson 《Scandinavian journal of psychology》2016,57(2):152-161
Research has shown that self‐efficacy is often one of the most important personal resources in the work context. However, because this research has focused on cognitive and task‐oriented self‐efficacy, little is known about social and emotional dimensions of self‐efficacy at work. The main aim of the present study was to investigate social and emotional self‐efficacy dimensions at work and to compare them to a cognitive and task‐oriented dimension. Scales to measure social and emotional self‐efficacy at work were developed and validated and found to be well differentiated from the cognitive task‐oriented occupational self‐efficacy scale. Confirmatory factor analyses of data from 226 Swedish and 591 German employees resulted in four separate but correlated self‐efficacy dimensions: (1) occupational; (2) social; (3) self‐oriented emotional; and (4) other‐oriented emotional. Social self‐efficacy explained additional variance in team climate and emotional self‐efficacy in emotional irritation and emotional exhaustion, over and above effects of occupational self‐efficacy. Men reported higher occupational self‐efficacy, whereas social and emotional self‐efficacy revealed no clear gender differences. The scales have strong psychometric properties in both Swedish and German language versions. The positive association between social self‐efficacy and team climate, and the negative relationships between self‐oriented emotional self‐efficacy and emotional irritation and emotional exhaustion may provide promising tools for practical applications in work settings such as team‐building, staff development, recruitment or other training programs aiming for work place health promotion. The next step will be to study how social and emotional self‐efficacy relate to leadership, well‐being and health over time. 相似文献