高职高专学生英语学习成败的归因法分析

回顾了归因理论的发展,着重根据归因理论的基本原理设计了针对高职高专学生英语学习成败的归因调查,并对调查结果进行统计分析和讨论,以此对提高高职高专英语教学提出了一些的思考。     

Development and validation of a Citizenship Attributional Style Questionnaire

Attribution theory remains popular in the social sciences and often informs education studies. However, attributional style questionnaires tend to reflect the context-dependent character of the theory and existing measures have been found to have poor psychometric properties. Clearly, both issues need to be carefully considered by researchers prior to them applying any scales that incorporate attributional dimensions. Here we report on the development of a reliable and valid measure that applies an attributional style within the context of citizenship. Two separate studies were conducted to inform the development of the Citizenship Attributional Style Questionnaire (CASQ). The factor loadings of eight positive and eight negative events for the internality and stability dimensions were found to range between .41 and .75. The Cronbach’s alpha reliability of positive and negative events were found to be .79 and .74, respectively. While CASQ is seen to be a reliable and valid measure, the results also indicate broader psychometric properties than many of the instruments currently used in studies with an attributional approach.     

Towards an assessment for organizational participatory research health partnerships: A systematic mixed studies review with framework synthesis

Within the health sciences, organizational participatory research (OPR) is defined as a blend of research and action, in which academic researchers partner with health organization members. OPR is based on a sound partnership between all stakeholders to improve organizational practices. However, little research on the evaluation of OPR health partnership exists. This systematic mixed studies review sought to produce a new theoretical model that structures the evaluation of the OPR processes and related outcomes of OPR health partnerships. Six bibliographic databases were searched together with grey literature sources for OPR health partnership evaluation questionnaires. Six questionnaires were included, from which a pool of 95 OPR health partnership evaluation items were derived. The included questionnaires were appraised for the quality of their origin, development and measurement properties. A framework synthesis was performed using an existing OPR framework by organizing questionnaire items in a matrix using a hybrid thematic analysis. This led to our proposed Organizational Participatory Research Evaluation Model (OPREM) that includes three axes, Trust, Collective Learning and Sustainability (with specific dimensions) and 95 items. This model provides information to help stakeholders comprehensively structure the evaluation of their partnerships and subsequent improvement; thus, potentially helping to improve health organization practices.     

The Career Decision‐Making Difficulties Questionnaire: A Case for Item‐Level Interpretation

The Career Decision‐Making Difficulties Questionnaire (CDDQ; Gati, Krausz, & Osipow, 1996) has long been demonstrated as a useful instrument for career counseling practice. Several case studies have demonstrated how and why using the CDDQ facilitates the career counseling process (e.g., Amir, Gati, & Kleiman, 2008; Gati & Levin, 2014; Levin & Gati, 2014). This study explores how an in‐depth analysis of a case study conducted at the item level can provide career counselors with a richer understanding of their clients’ needs. The case study also emphasizes how administering and providing feedback on the CDDQ in career counseling sessions is likely to foster working alliances. The study concludes by presenting an intervention map based on the CDDQ taxonomy.     

The Career Advancement Prospects of Managers and Professionals: Are MIS Employees Unique?

The present study examined the career advancement prospects of MIS and non-MIS employees, as well as the relationships of career advancement prospects with job performance evaluations, job satisfaction, career satisfaction, and organizational commitment for MIS and non-MIS professionals and managers. Participants included 134 MIS professionals and managers and 397 non-MIS professionals and managers of a large communications company. The results provided no evidence that MIS employees experience more restricted career advancement prospects than non-MIS employees. In addition, job performance evaluations generally had positive effects on career advancement prospects; career advancement prospects had a number of positive effects on job satisfaction, career satisfaction, and organizational commitment; and job satisfaction and career satisfaction had positive effects on organizational commitment. These findings are related to prior research, suggestions for future research are offered, and implications for the management of MIS employees are identified.     

Interactive Effects of Major Response Facilitators

Practitioners and researchers have long been interested in achieving the highest response rate within resource constraints on their mailed surveys. Achieving this high response rate typically has required the selection of the right mix of response-facilitating techniques. The selection decisions were generally made under the assumption that the response-facilitating techniques act independently of one another. The authors have examined the validity of this independence assumption by identifying the major response facilitators in use and then analyzing the results of 531 independent mail survey studies. The authors conclude that major facilitators do not function independently. In fact, it was found that significant joint action interactive effects on response rates do exist. Practitioners and researchers who are faced with the survey design decisions of choosing response facilitators can receive assistance by reviewing the results of this diverse collection of reported experiences.     

The comparison of the interpersonal action component of woman-centred care reported by healthy pregnant women in different sized practices in the Netherlands: A cross-sectional study

BackgroundThe number of interventions is lower, and the level of satisfaction is higher among women who receive midwife-led primary care from one or two midwives, compared to more midwives. This suggests that midwives in small-sized practices practice more women-centred. This has yet to be explored.ObjectiveTo examine pregnant women’s perceptions, of the interpersonal action component of woman-centred care by primary care midwives, working in different sized practices.MethodsA cross-sectional study using the Client Centred Care Questionnaire (CCCQ), administered during the third trimester of pregnancy among Dutch women receiving midwife-led primary care from midwives organised in small-sized practices (1−2 midwives), medium-sized (3−4 midwives) and large-sized practices (≥5 midwives). A Welch ANOVA with post hoc Bonferroni correction was performed to examine the differences.Results553 completed questionnaires were received from 91 small-sized practices/104 women, 98 medium-sized practices/258 women and 65 large-sized practices/191 women. The overall sum scores varied between 57–72 on a minimum/maximum scoring range of 15–75. Women reported significantly higher woman-centred care scores of midwives in small-sized practices (score 70.7) compared with midwives in medium-sized practices (score 63.6) (p < .001) and large-sized practices (score 57.9) (p < .001), showing a large effect (d .88; d 1.56). Women reported statistically significant higher woman-centred care scores of midwives in medium-sized practices compared with large-sized practices (p < .001), showing a medium effect (d .69).ConclusionThere is a significant variance in woman-centred care based on women’s perceptions of woman-midwife interactions in primary care midwifery, with highest scores reported by women receiving care from a maximum of two midwives. Although the CCCQ scores of all practices are relatively high, the significant differences in favour of small-sized practices may contribute to moving woman-centred care practice from ‘good’ to ‘excellent’ practice.     

零售业企业员工的积极应激因素探索——基于哥本哈根社会心理问卷的分析

积极心理学的兴起和哥本哈根社会心理问卷的出现,为积极应激这一较少得到实证研究的应激现象提供了理论视角和分析工具.通过对该问卷的重新分析,选取10家零售商业企业的383名员工为被试,验证了应激项目与健康状况因子、工作满意度因子之间的正相关关系,并归纳了积极应激的工作意义感、团队精神感、与领导关系、工作控制度、工作认可度、工作自由度这七个因子及其具体内容.这些积极应激条件的存在与甄别,为企业激发员工的积极应激状态、提高工作满意度提供了可操作化的途径.     

适应不良图式问卷在中国大学生中的应用

将适应不良图式简式问卷（Maladaptive Schemas Questionnaire,简称SQ-SF）的中文译卷试用于中国大学生人群,并就其信度和效度进行分析。应用SQ-SF和BDI、RSES和SCL对564名大学生实施测查。进行项目分析和因素分析,相关分析、回归分析。结果,项目分析表明SQ-SF题项对中国被试鉴别度好,信度分析提示SQ-SF在中国适用也有着较好的同质性信度和重测信度。因素分析发现存在十三个因素。与BDI、RSES和SCL作相关分析与回归分析,发现SQ-SF问卷具有一定的效标关联效度和预测效度。SQ-SF作为一个非常有价值的人格病理评估工具在中国应用具有一定的信度与效度。如引进应用,应结合中国的国情进行认真的规范修订。     

Some Cautions on the Measurement of User Information Satisfaction*

User information satisfaction (UIS) is important because of its potential effects on MIS department goals, quality of user work life, and extent of voluntary usage of systems. Reliable measurement of UIS is important for providing evaluative information for both researchers and practitioners. This study used 92 managers and executives as subjects to compare the test/retest reliability of a widely used, 13-scale UIS instrument together with four summary questions under experimental and control conditions. The summary questions behaved more reliably than the detailed questions for all groups, perhaps because of problems with scale units and origins and with item heterogeneity. This suggests that researchers need more reliable measures of UIS and that practitioners need to exercise caution when collecting and interpreting UIS scores.