Frontiers in Psychology最新文献

While gender equality and attitudes towards gender roles have become a topic of increased public interest, little attention has been drawn to the phenomenon of antifeminism as a distinct form of opposition against women's emancipation. Although some approaches to measuring antifeminism exist, no instrument has yet been tested and validated on a large scale. The present study examines the psychometric properties of the four-item Leipzig Antifeminism Short Scale (LAF-S) in a representative German sample (N = 2,459). Results suggest good internal consistency and external validity. Unidimensionality was confirmed, and measurement invariance may be assumed across various sociodemographic groups. Differences in latent means were analyzed and discussed. The LAF-S thus proved to be a valuable and highly efficient instrument for measuring antifeminism on a large scale. Future studies should aim to validate the scale in different cultural settings, using the translation provided here.

The rise in life expectancy, along with other factors, leads to an increase in neurodegenerative diseases and stroke. Research in neuropsychological fields is working toward developing innovative methods to address and treat the cognitive disorders that can result from these conditions, such as non-pharmacological interventions (e.g., cognitive stimulation training). As an emerging field, neuroaesthetics explores the cognitive processes and neural foundations associated with aesthetic experiences. As demonstrated by the "Michelangelo Effect," observing artworks stimulates brain regions and emotional responses that could positively impact the effectiveness of neurorehabilitation protocols. This article aims to present an overview of existing theories and models that provide a framework for understanding the possible role of aesthetic appreciation in neurological and cognitive rehabilitation.

Organizational Network Analyses (ONAs) are tools used to explore the strengths and challenges in the human relationships that occur within organizations. ONAs consist of matrices of informal and formal connections that help to identify potential patterns of inclusion and exclusion across organizational systems. Understanding the directions of workplace relationships is critical for advancing workforce inclusion and belonging. To better understand the efficacy of organizational networks for inclusion and belonging, this scoping literature review included fifteen studies that met inclusion criteria and were placed into five categories including: Studies With Gender-Related Outcomes; Studies With Race, Ethnicity, and Culture-Related Outcomes; Studies With Cross Gender-Related and Race, Ethnicity, and Culture-Related Outcomes; Studies With Academic Medical Setting-Related Outcomes; and Studies With Miscellaneous Outcomes. Results demonstrated ONAs are a useful tool for organizations to better understand barriers to inclusion and belonging, including for employee gender and race. Additionally, ONAs help provide information to organizations on network differences and connectivity within groups. The findings of this review warrant future research to further assess how ONAs interact with dimensions of difference and workplace inclusion and belonging.

Background: Nurse academicians interact face-to-face with nursing students during the teaching process and with individuals, families, and other healthcare professionals in their practice. This study examined the relationship between emotional labor levels, job satisfaction, and burnout among nurse academicians.

Methods: This descriptive correlational study was conducted with 474 participants selected using a stratified sampling method among nursing academics working at public universities in seven geographical regions of Türkiye. Data were collected through the "Descriptive Characteristics Form," the "Emotional Labor Scale," the "Copenhagen Burnout Inventory," and the "Minnesota Satisfaction Questionnaire." Data were analyzed using descriptive statistics, the Kolmogorov-Smirnov test, skewness and kurtosis, t-tests, one-way ANOVA, the hierarchical regression model, and path analysis (a structural equation model).

Results: Nurse academicians generally demonstrated genuine acting and experienced work-related burnout; however, they had high intrinsic job satisfaction. Surface acting and deep acting differed by gender, and we observed a significant relationship between deep acting, marital status, and duration of work. Emotional labor subscales were significant predictors of burnout subscales and job satisfaction. Specifically, surface acting showed a positive association with personal, work-related, and student-related burnout (β = 0.159, p < 0.001; β = 0.192, p < 0.001; β = 0.187, p < 0.001), while genuine acting was negatively associated with the same burnout subscales (β = -0.107, p = 0.026; β = -0.123, p = 0.010; β = -0.167, p < 0.001). Deep acting (β = 0.099, p = 0.010) and genuine acting (β = 0.103, p = 0.009) positively predicted job satisfaction.

Conclusion: Deep acting and genuine acting had positive effects on nurse academicians' job satisfaction, while surface acting increased burnout, genuine acting decreased burnout. Scientific activities are recommended for professional development to enhance the understanding of authentic and deep acting among nursing academics.

Generative artificial intelligence (GenAI) is becoming a part of our lives, personally and professionally. Much of the current discourse focuses on its capabilities and ethical risk, while some important questions remain under explored. For example, how should we collaborate with GenAI? Or what kind of psychological assumptions about humans and knowledge are needed to guide interaction between people and GenAI? This conceptual paper proposes that constructivist psychology, with its focus on meaning making, complexity, anticipation, and agency, offers a promising framework for human-AI collaboration. Rather than treating GenAI as only a tool for increasing efficiency, whose products we passively consume, the paper invites for rethinking the collaboration as co-construction between human and artificial meaning making. First, the paper traces the historical convergence of metaphors between computer science and psychology. What follows is an articulation of core constructivist principles for human-AI collaboration. The paper also outlines a conceptual foundation for designing AI agents that are based on the principles of constructivist psychology. Finally, implications, limitations and future studies are outlined. The general genre of the paper is not deconstructive in terms of unravelling biases or positioning that GenAI may perform, but an exploration of how we can redirect existing biases and positioning with principles of constructivist psychology.

In today's fast-paced world, where efficiency and immediacy are highly valued, one central question remains largely overlooked: When and why does early and swift action become a burden? This study focuses on the phenomenon of precrastination-the urge to complete tasks as early as possible-and sheds light on its "dark side." Building on a recently proposed three-dimensional model of precrastination, we empirically examined the associations between anxiety- and compulsion-driven precrastination, chronic stress, and compulsive personality characteristics. In an online sample of adults (N = 200), anxiety-based precrastination was significantly associated with chronic stress, while compulsion-based precrastination correlated significantly with compulsive personality traits. Both subscales predicted their respective psychological correlates. These findings offer the first differentiated evidence that precrastination is not merely a sign of productivity but may also reflect maladaptive coping mechanisms. This opens a new perspective on a widely overlooked everyday behavior-and on the psychological costs that may come with acting too soon.

Objective: The main objective of this study was to analyze the effects of an intermittent normobaric hypoxia session on executive functions assessed with different cognitive tests given to healthy young subjects.

Methods: In this randomized trial with a between-subject design, 27 healthy volunteers were divided into an experimental group (EG; n = 13) and a control group (CG; n = 14). Participants completed tasks assessing deductive reasoning, response inhibition, and visuospatial working memory. The experimental group performed these tasks before and after an intermittent hypoxia session (12%, 4,400 m) with the iAltitude simulator, while the control group completed them before and after normoxic conditions without hypoxia exposure.

Results: Both groups showed an increase in the score obtained in the Double Trouble test (p = 0.001-0.002; 95%CI = -19.11, -4.23; η ² = 0.552-0.660), the CG showed also improvement in the level in the Odd One Out test (p = 0.034; 95%CI = 3.69, -0.17; η ² = 0.301). However, the Group (IH vs. Control) × Time (Pre vs. Post) interaction was not significant for any of the executive function variables, indicating similar patterns of change across groups both in the overall sample and when analyses were conducted separately by sex. Significant differences were found in SaO₂ (p = 0.001; 95%CI = 2.89, 10.18) and HR (p = 0.012; 95%CI = -15.55, -1.37) after hypoxia in the EG.

Conclusion: A single session of intermittent hypoxia did not produce clear changes in executive function against control group, which suggests that it may not alter cognitive function at the acute level.

In the context of the rapid growth of the sharing and platform economy, flexible recruitment has become an important way for organizations to access critical knowledge and technical support, enhancing agility and innovation. The adaptive performance of flexibly recruited professionals reflects their ability to adapt to and perform in part-time service organizations, directly affecting the value they create. However, research on its mechanisms remains limited. Drawing on Conservation of Resources (COR) theory, this study views expert identity as a key psychological resource. It can promote work engagement, triggering a resource gain spiral that enhances adaptive performance. Conversely, it may also induce role stress, leading to a resource loss spiral that hinders adaptive performance. Organizational support from the primary organization functions as an important moderating role, strengthening the positive pathway and buffering the negative one. A two-wave survey of high-skilled professionals with flexible recruitment experience yielded 244 valid responses. Regression and structural equation modeling (SEM) analyses supported the hypotheses. This study integrates COR theory into the flexible recruitment context, uncovering dual gain-loss mechanisms of expert identity and enriching the antecedent research on adaptive performance. Practically, it highlights the need for organizations to value such talent and foster positive relationships with their primary organizations to maximize the contributions that flexibly recruited professionals create.

Introduction: The issue of insufficient physical activity among adolescents is multifaceted and cannot be effectively addressed by a single organization or department. Therefore, cross-sectoral and inter-organizational collaboration offers a promising approach to meeting the complex needs of adolescents' early development and physical fitness promotion. Supported by Actor-Network Theory (ANT), this study systematically analyzes how urban China establishes a Family-School-Community (FSC)-centered network for promoting adolescent physical health.

Methods: Through case studies, semi-structured interviews, and participant observations, the study identifies and captures the relationships and categories among various actors (both human and non-human), barriers and interest factors, network entry thresholds and sustainability conditions, as well as the alignment among participants, resources, and institutional support.

Results: Qualitative analysis of the data reveals three core themes: (1) actor identification and determination, (2) network formation through translation, and (3) criteria for actor enrollment and mechanisms for resolving controversies. The findings indicate that cross-sectoral collaboration aimed at promoting adolescents' physical health is either largely absent or remains fragile, suggesting that local potential has not been fully leveraged. These results highlight the lack of effective actor recruitment within the network-building process.

Conclusion: Consequently, it is essential to mobilize actors, policies, resources, and information exchange platforms to foster adolescents' participation in physical activities and to strengthen cross-sectoral cooperation policies and practices that support their healthy development.