首页 > 最新文献

Consulting Psychology Journal-Practice and Research最新文献

英文 中文
The wisdom of Warner Burke: An introduction to the rise and fall and future of organization development. 华纳·伯克的智慧:介绍组织发展的兴衰和未来。
IF 1.1 Q2 Psychology Pub Date : 2018-09-01 DOI: 10.1037/CPB0000119
R. Kaiser
{"title":"The wisdom of Warner Burke: An introduction to the rise and fall and future of organization development.","authors":"R. Kaiser","doi":"10.1037/CPB0000119","DOIUrl":"https://doi.org/10.1037/CPB0000119","url":null,"abstract":"","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83462906","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 2
The New Technologies in Personality Assessment: A Review 人格评估新技术综述
IF 1.1 Q2 Psychology Pub Date : 2018-06-01 DOI: 10.1037/cpb0000106
Zohra Ihsan, A. Furnham
This article reviews various new approaches to assessing personality. They are divided into five areas: big data, wearable technology, gamification, video-résumés, and automated personality testing. These are briefly described and the available evidence for their psychometric properties considered. At this stage there is more absence of evidence of the psychometric properties of these new approaches than evidence of absence of their validity. There is limited, but growing, research on each of these methods that may offer new and improved ways of assessing personality. Test publishers and consultants report that their clients, interested in assessment, are eager to exploit the new technologies irrespective of there being good evidence of their reliability and validity.
这篇文章回顾了各种评估人格的新方法。它们被分为五大领域:大数据、可穿戴技术、游戏化、视频和自动化人格测试。简要地描述了这些,并考虑了其心理测量特性的现有证据。在这个阶段,缺乏这些新方法的心理测量特性的证据比缺乏其有效性的证据更多。对每一种方法的研究都是有限的,但正在增长,这些研究可能会提供新的和改进的评估人格的方法。测试出版商和顾问报告说,他们的客户对评估感兴趣,渴望利用新技术,而不管是否有充分的证据证明这些技术的可靠性和有效性。
{"title":"The New Technologies in Personality Assessment: A Review","authors":"Zohra Ihsan, A. Furnham","doi":"10.1037/cpb0000106","DOIUrl":"https://doi.org/10.1037/cpb0000106","url":null,"abstract":"This article reviews various new approaches to assessing personality. They are divided into five areas: big data, wearable technology, gamification, video-résumés, and automated personality testing. These are briefly described and the available evidence for their psychometric properties considered. At this stage there is more absence of evidence of the psychometric properties of these new approaches than evidence of absence of their validity. There is limited, but growing, research on each of these methods that may offer new and improved ways of assessing personality. Test publishers and consultants report that their clients, interested in assessment, are eager to exploit the new technologies irrespective of there being good evidence of their reliability and validity.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82770185","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 21
The Bright and Dark Sides of Talent at Work: A Study of the Personalities of Talent-Development-Program Participants 工作中人才的光明与黑暗:对人才发展项目参与者个性的研究
IF 1.1 Q2 Psychology Pub Date : 2018-06-01 DOI: 10.1037/cpb0000105
Oluf Gøtzsche-Astrup
This study investigated bright- and dark-side personality traits of participants in talent-development programs in a range of private Danish organizations (N = 602). Previous research has looked at the personalities of leaders and high performers, but we do not know much about those who are selected for talent-development programs. They resemble high performers and leaders by being more planful and organized, self-confident, persuasive, and trusting—but also manipulative and grandiose. However, the results indicate that becoming a participant in leadership-development program is largely a question of the selecting in of desired behavior rather than the selecting out of undesired behavior. The results support the use of personality instruments before selection to talent-development programs, in addition to being used as a part of these programs.
本研究调查了丹麦私人组织人才发展项目参与者的光明面和黑暗面人格特征(N = 602)。之前的研究关注的是领导者和高绩效者的个性,但我们对那些被选中参加人才发展项目的人了解不多。他们更有计划、更有条理、更自信、更有说服力、更值得信任,但也更善于操纵和浮夸。然而,结果表明,成为领导力发展项目的参与者在很大程度上是一个选择期望行为的问题,而不是选择不希望的行为。研究结果支持在选择人才发展项目之前使用人格工具,并将其作为这些项目的一部分。
{"title":"The Bright and Dark Sides of Talent at Work: A Study of the Personalities of Talent-Development-Program Participants","authors":"Oluf Gøtzsche-Astrup","doi":"10.1037/cpb0000105","DOIUrl":"https://doi.org/10.1037/cpb0000105","url":null,"abstract":"This study investigated bright- and dark-side personality traits of participants in talent-development programs in a range of private Danish organizations (N = 602). Previous research has looked at the personalities of leaders and high performers, but we do not know much about those who are selected for talent-development programs. They resemble high performers and leaders by being more planful and organized, self-confident, persuasive, and trusting—but also manipulative and grandiose. However, the results indicate that becoming a participant in leadership-development program is largely a question of the selecting in of desired behavior rather than the selecting out of undesired behavior. The results support the use of personality instruments before selection to talent-development programs, in addition to being used as a part of these programs.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77347372","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 5
A View of the Role of Expert in Corporate Consulting 论专家在企业咨询中的作用
IF 1.1 Q2 Psychology Pub Date : 2018-06-01 DOI: 10.1037/cpb0000113
R. Sahir, S. Brutus
One of the many activities that psychologists take part in is corporate consulting—which can be defined as the provision of counsel and advice on the human resources of organizations. Consulting psychology constitutes only a small part of this effort, perhaps less than 4% to 5% of the management-consulting market, but the psychologists who do this work, if they are to share the valuable knowledge that psychology has to offer to the business world in general and management in particular, must understand the context in which they practice—how corporate consulting started, how it evolved, and how the consultant’s role as expert fits into the business environment. This paper provides such an overview, drawing on research we conducted about corporate consulting that featured a content analysis of articles published in the The New York Times between 1978 and 2011. After describing the historical background of corporate consulting in the United States, we report on this study, summarizing its method and findings. We then discuss what our findings suggest for consultancies of all sizes that are competing in the corporate market, including consulting psychologists.
心理学家参与的众多活动之一是企业咨询,它可以被定义为对组织的人力资源提供咨询和建议。咨询心理学只占这一努力的一小部分,可能不到管理咨询市场的4%到5%,但是从事这项工作的心理学家,如果他们想要分享心理学为整个商业世界,特别是管理世界提供的有价值的知识,就必须了解他们从事这一工作的背景——企业咨询是如何开始的,它是如何发展的,以及咨询师作为专家的角色如何适应商业环境。本文提供了这样一个概述,借鉴了我们对企业咨询进行的研究,该研究对1978年至2011年间发表在《纽约时报》上的文章进行了内容分析。在描述了美国企业咨询的历史背景之后,我们对这项研究进行了报道,总结了研究的方法和结果。然后,我们讨论了我们的研究结果对在企业市场上竞争的各种规模的咨询公司(包括咨询心理学家)的建议。
{"title":"A View of the Role of Expert in Corporate Consulting","authors":"R. Sahir, S. Brutus","doi":"10.1037/cpb0000113","DOIUrl":"https://doi.org/10.1037/cpb0000113","url":null,"abstract":"One of the many activities that psychologists take part in is corporate consulting—which can be defined as the provision of counsel and advice on the human resources of organizations. Consulting psychology constitutes only a small part of this effort, perhaps less than 4% to 5% of the management-consulting market, but the psychologists who do this work, if they are to share the valuable knowledge that psychology has to offer to the business world in general and management in particular, must understand the context in which they practice—how corporate consulting started, how it evolved, and how the consultant’s role as expert fits into the business environment. This paper provides such an overview, drawing on research we conducted about corporate consulting that featured a content analysis of articles published in the The New York Times between 1978 and 2011. After describing the historical background of corporate consulting in the United States, we report on this study, summarizing its method and findings. We then discuss what our findings suggest for consultancies of all sizes that are competing in the corporate market, including consulting psychologists.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75941366","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 3
An Investigation into the Validity of Asynchronous Web-Based Video Employment-Interview Ratings 异步网络视频求职面试评分的有效性研究
IF 1.1 Q2 Psychology Pub Date : 2018-06-01 DOI: 10.1037/cpb0000102
C. Allen Gorman, Jim Robinson, Jason S. Gamble
Drawing from Huffcutt, Conway, Roth, and Stone’s (2001) taxonomy of employment-interview constructs, we hypothesized that asynchronous web-based video employment interviews would be associated with job performance and organizational tenure using a crowd-sourced sample of 75 employed professionals. We found that composite interview ratings and construct ratings of mental capability, knowledge and skills, applied social skills, and conscientiousness were significantly related to self-rated job performance. We also found that construct ratings of knowledge and skills and applied social skills were significantly associated with self-reported organizational tenure. Implications for web-based video employment-interview research and practice are discussed.
根据Huffcutt, Conway, Roth和Stone(2001)的就业面试结构分类,我们假设异步基于网络的视频面试与工作绩效和组织任期有关,并使用了75名就业专业人士的群体样本。我们发现,心理能力、知识技能、应用社交技能和责任心的综合面试评分和建构评分与自评工作绩效显著相关。我们还发现,知识技能和应用社会技能的结构评级与自我报告的组织任期显著相关。讨论了基于网络的视频求职面试研究和实践的意义。
{"title":"An Investigation into the Validity of Asynchronous Web-Based Video Employment-Interview Ratings","authors":"C. Allen Gorman, Jim Robinson, Jason S. Gamble","doi":"10.1037/cpb0000102","DOIUrl":"https://doi.org/10.1037/cpb0000102","url":null,"abstract":"Drawing from Huffcutt, Conway, Roth, and Stone’s (2001) taxonomy of employment-interview constructs, we hypothesized that asynchronous web-based video employment interviews would be associated with job performance and organizational tenure using a crowd-sourced sample of 75 employed professionals. We found that composite interview ratings and construct ratings of mental capability, knowledge and skills, applied social skills, and conscientiousness were significantly related to self-rated job performance. We also found that construct ratings of knowledge and skills and applied social skills were significantly associated with self-reported organizational tenure. Implications for web-based video employment-interview research and practice are discussed.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83213599","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 21
The Neuroscience of Goals and Behavior Change. 目标和行为改变的神经科学。
IF 1.1 Q2 Psychology Pub Date : 2018-03-01 DOI: 10.1037/cpb0000094
Elliot T Berkman

The ways that people set, pursue, and eventually succeed or fail in accomplishing their goals are central issues for consulting psychology. Goals and behavior change have long been the subject of empirical investigation in psychology, and have been adopted with enthusiasm by the cognitive and social neurosciences in the last few decades. Though relatively new, neuroscientific discoveries have substantially furthered the scientific understanding of goals and behavior change. This article reviews the emerging brain science on goals and behavior change, with particular emphasis on its relevance to consulting psychology. I begin by articulating a framework that parses behavior change into two dimensions, one motivational (the will) and the other cognitive (the way). A notable feature of complex behaviors is that they typically require both. Accordingly, I review neuroscience studies on cognitive factors, such as executive function, and motivational factors, such as reward learning and self-relevance, that contribute to goal attainment. Each section concludes with a summary of the practical lessons learned from neuroscience that are relevant to consulting psychology.

人们设定、追求以及最终成功或失败实现目标的方式是咨询心理学的核心问题。长期以来,目标和行为改变一直是心理学实证研究的主题,并在过去几十年里被认知和社会神经科学热情地采用。虽然相对较新,但神经科学的发现大大促进了对目标和行为改变的科学理解。这篇文章回顾了关于目标和行为改变的新兴脑科学,特别强调了它与咨询心理学的相关性。我首先阐述了一个框架,将行为改变解析为两个维度,一个是动机(意志),另一个是认知(方式)。复杂行为的一个显著特征是它们通常两者都需要。因此,我回顾了有关认知因素(如执行功能)和动机因素(如奖励学习和自我关联)的神经科学研究,这些因素有助于实现目标。每个部分都总结了与咨询心理学相关的神经科学实践经验。
{"title":"The Neuroscience of Goals and Behavior Change.","authors":"Elliot T Berkman","doi":"10.1037/cpb0000094","DOIUrl":"https://doi.org/10.1037/cpb0000094","url":null,"abstract":"<p><p>The ways that people set, pursue, and eventually succeed or fail in accomplishing their goals are central issues for consulting psychology. Goals and behavior change have long been the subject of empirical investigation in psychology, and have been adopted with enthusiasm by the cognitive and social neurosciences in the last few decades. Though relatively new, neuroscientific discoveries have substantially furthered the scientific understanding of goals and behavior change. This article reviews the emerging brain science on goals and behavior change, with particular emphasis on its relevance to consulting psychology. I begin by articulating a framework that parses behavior change into two dimensions, one motivational (the <i>will</i>) and the other cognitive (the <i>way</i>). A notable feature of complex behaviors is that they typically require both. Accordingly, I review neuroscience studies on cognitive factors, such as executive function, and motivational factors, such as reward learning and self-relevance, that contribute to goal attainment. Each section concludes with a summary of the practical lessons learned from neuroscience that are relevant to consulting psychology.</p>","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5854216/pdf/nihms901636.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"35924016","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 40
Introduction to the Special Issue: Neuro-Mythconceptions in Consulting Psychology—Between a Rock and a Hard Place 特刊导论:咨询心理学中的神经神话概念-在岩石和坚硬的地方之间
IF 1.1 Q2 Psychology Pub Date : 2018-03-01 DOI: 10.1037/cpb0000108
K. Nowack, D. Radecki
The growing popularity of neuroscience within consulting psychology is a blend of myth, hype, and grounded empirical research. This special issue of Consulting Psychology Journal: Practice and Research addresses recent advances, issues, and discoveries surrounding the neuroscience of coaching and consulting. To address these, the papers cover diverse topics from a variety of perspectives such as coaching, goal setting, interpersonal trust, and resilience. Each paper provides evidence-based research and practical implications for coaches, consultants, human-resources professionals, leaders, and organizations to enhance individual, team, and organizational effectiveness.
咨询心理学中日益流行的神经科学是神话、炒作和实证研究的混合体。本期《咨询心理学杂志:实践与研究》特刊介绍了围绕指导和咨询的神经科学的最新进展、问题和发现。为了解决这些问题,论文从不同的角度涵盖了不同的主题,如教练,目标设定,人际信任和弹性。每篇论文都为教练、顾问、人力资源专业人员、领导者和组织提供了基于证据的研究和实际意义,以提高个人、团队和组织的效率。
{"title":"Introduction to the Special Issue: Neuro-Mythconceptions in Consulting Psychology—Between a Rock and a Hard Place","authors":"K. Nowack, D. Radecki","doi":"10.1037/cpb0000108","DOIUrl":"https://doi.org/10.1037/cpb0000108","url":null,"abstract":"The growing popularity of neuroscience within consulting psychology is a blend of myth, hype, and grounded empirical research. This special issue of Consulting Psychology Journal: Practice and Research addresses recent advances, issues, and discoveries surrounding the neuroscience of coaching and consulting. To address these, the papers cover diverse topics from a variety of perspectives such as coaching, goal setting, interpersonal trust, and resilience. Each paper provides evidence-based research and practical implications for coaches, consultants, human-resources professionals, leaders, and organizations to enhance individual, team, and organizational effectiveness.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76633971","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 5
Should we get aboard the brain train 我们要不要登上人才列车
IF 1.1 Q2 Psychology Pub Date : 2018-03-01 DOI: 10.1037/CPB0000107
Robert W. Eichinger
{"title":"Should we get aboard the brain train","authors":"Robert W. Eichinger","doi":"10.1037/CPB0000107","DOIUrl":"https://doi.org/10.1037/CPB0000107","url":null,"abstract":"","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78367360","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 7
RESILIENCE TRAINING THAT CAN CHANGE THE BRAIN 弹性训练可以改变大脑
IF 1.1 Q2 Psychology Pub Date : 2018-03-01 DOI: 10.1037/cpb0000110
G. Tabibnia, D. Radecki
In this article, we provide a review of the latest research on behavioral and cognitive strategies that cultivate resilience and change the brain. We begin with a primer on the neuroscience of emotions and stress and how the brain regulates them. Then we focus on two major pathways to building a resilient brain: (a) behavioral pathways (learnable behaviors and habits) and (b) cognitive pathways (learnable cognitive/linguistic strategies). For the former, we review behaviors that can directly down-regulate fear and stress, including facing fears and controlling stressors. We also review behaviors that can boost physical health and therefore resilience; these strategies include sleeping, exercising, and dietary restriction. In addition, we review social behaviors that can boost resilience, such as connecting socially and expressing gratitude. For the latter, we review cognitive pathways to resilience. These include emotion-regulation strategies such as verbal expression of emotion, affect labeling, and cognitive reappraisal. We also discuss cognitive-training approaches, including cognitive-bias modification, mindfulness training, and cognitive therapy. Finally, we discuss issues related to coaching resilience, including the neural bases of expectation, growth mind-set, and self-affirmation, three factors that can influence learning and effectiveness of the various strategies discussed in the article, and we close with a summary of the current understanding of resilience and the human brain.
在这篇文章中,我们提供了行为和认知策略,培养弹性和改变大脑的最新研究综述。我们从情绪和压力的神经科学以及大脑如何调节它们开始。然后,我们将重点关注建立弹性大脑的两个主要途径:(a)行为途径(可学习的行为和习惯)和(b)认知途径(可学习的认知/语言策略)。对于前者,我们回顾了可以直接降低恐惧和压力的行为,包括面对恐惧和控制压力源。我们还审查了可以促进身体健康从而增强适应力的行为;这些策略包括睡眠、锻炼和饮食限制。此外,我们还回顾了可以增强复原力的社会行为,如社交联系和表达感激之情。对于后者,我们回顾了恢复力的认知途径。这些包括情绪调节策略,如情绪的言语表达、情感标签和认知重新评估。我们还讨论了认知训练方法,包括认知偏差修正、正念训练和认知治疗。最后,我们讨论了与教练弹性相关的问题,包括期望的神经基础、成长心态和自我肯定,这三个因素可以影响文章中讨论的各种策略的学习和有效性,最后我们总结了目前对弹性和人类大脑的理解。
{"title":"RESILIENCE TRAINING THAT CAN CHANGE THE BRAIN","authors":"G. Tabibnia, D. Radecki","doi":"10.1037/cpb0000110","DOIUrl":"https://doi.org/10.1037/cpb0000110","url":null,"abstract":"In this article, we provide a review of the latest research on behavioral and cognitive strategies that cultivate resilience and change the brain. We begin with a primer on the neuroscience of emotions and stress and how the brain regulates them. Then we focus on two major pathways to building a resilient brain: (a) behavioral pathways (learnable behaviors and habits) and (b) cognitive pathways (learnable cognitive/linguistic strategies). For the former, we review behaviors that can directly down-regulate fear and stress, including facing fears and controlling stressors. We also review behaviors that can boost physical health and therefore resilience; these strategies include sleeping, exercising, and dietary restriction. In addition, we review social behaviors that can boost resilience, such as connecting socially and expressing gratitude. For the latter, we review cognitive pathways to resilience. These include emotion-regulation strategies such as verbal expression of emotion, affect labeling, and cognitive reappraisal. We also discuss cognitive-training approaches, including cognitive-bias modification, mindfulness training, and cognitive therapy. Finally, we discuss issues related to coaching resilience, including the neural bases of expectation, growth mind-set, and self-affirmation, three factors that can influence learning and effectiveness of the various strategies discussed in the article, and we close with a summary of the current understanding of resilience and the human brain.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83648063","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 61
The Neuroscience of High-Trust Organizations 高信任组织的神经科学
IF 1.1 Q2 Psychology Pub Date : 2018-03-01 DOI: 10.1037/cpb0000076
P. Zak
Human beings are embedded in various organizations. Organizational cultures can promote prosocial behaviors such as trustworthiness or antisocial behaviors such as theft. Studies in social neuroscience have identified the neurochemical oxytocin as a key neurologic signal for trustworthiness. On the basis of the neuroscience research and field studies done in businesses, this article describes the key factors that can help to promote trust within organizations. A model is given for how to intervene in organizations to increase trust, and real organizational examples are used to show how various companies have done this. This approach to “neuromanagement” provides a scientific foundation to understand an important factor that affects performance in organizations.
人类被嵌入到各种各样的组织中。组织文化可以促进亲社会行为,如诚信,或反社会行为,如盗窃。社会神经科学的研究已经确定神经化学物质催产素是可信度的关键神经信号。本文以神经科学研究和企业实地调研为基础,阐述了促进组织内部信任的关键因素。本文给出了如何在组织中进行干预以增加信任的模型,并使用真实的组织实例来展示各种公司是如何做到这一点的。这种“神经管理”方法为理解影响组织绩效的重要因素提供了科学基础。
{"title":"The Neuroscience of High-Trust Organizations","authors":"P. Zak","doi":"10.1037/cpb0000076","DOIUrl":"https://doi.org/10.1037/cpb0000076","url":null,"abstract":"Human beings are embedded in various organizations. Organizational cultures can promote prosocial behaviors such as trustworthiness or antisocial behaviors such as theft. Studies in social neuroscience have identified the neurochemical oxytocin as a key neurologic signal for trustworthiness. On the basis of the neuroscience research and field studies done in businesses, this article describes the key factors that can help to promote trust within organizations. A model is given for how to intervene in organizations to increase trust, and real organizational examples are used to show how various companies have done this. This approach to “neuromanagement” provides a scientific foundation to understand an important factor that affects performance in organizations.","PeriodicalId":53219,"journal":{"name":"Consulting Psychology Journal-Practice and Research","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81667231","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 33
期刊
Consulting Psychology Journal-Practice and Research
全部 Acc. Chem. Res. ACS Applied Bio Materials ACS Appl. Electron. Mater. ACS Appl. Energy Mater. ACS Appl. Mater. Interfaces ACS Appl. Nano Mater. ACS Appl. Polym. Mater. ACS BIOMATER-SCI ENG ACS Catal. ACS Cent. Sci. ACS Chem. Biol. ACS Chemical Health & Safety ACS Chem. Neurosci. ACS Comb. Sci. ACS Earth Space Chem. ACS Energy Lett. ACS Infect. Dis. ACS Macro Lett. ACS Mater. Lett. ACS Med. Chem. Lett. ACS Nano ACS Omega ACS Photonics ACS Sens. ACS Sustainable Chem. Eng. ACS Synth. Biol. Anal. Chem. BIOCHEMISTRY-US Bioconjugate Chem. BIOMACROMOLECULES Chem. Res. Toxicol. Chem. Rev. Chem. Mater. CRYST GROWTH DES ENERG FUEL Environ. Sci. Technol. Environ. Sci. Technol. Lett. Eur. J. Inorg. Chem. IND ENG CHEM RES Inorg. Chem. J. Agric. Food. Chem. J. Chem. Eng. Data J. Chem. Educ. J. Chem. Inf. Model. J. Chem. Theory Comput. J. Med. Chem. J. Nat. Prod. J PROTEOME RES J. Am. Chem. Soc. LANGMUIR MACROMOLECULES Mol. Pharmaceutics Nano Lett. Org. Lett. ORG PROCESS RES DEV ORGANOMETALLICS J. Org. Chem. J. Phys. Chem. J. Phys. Chem. A J. Phys. Chem. B J. Phys. Chem. C J. Phys. Chem. Lett. Analyst Anal. Methods Biomater. Sci. Catal. Sci. Technol. Chem. Commun. Chem. Soc. Rev. CHEM EDUC RES PRACT CRYSTENGCOMM Dalton Trans. Energy Environ. Sci. ENVIRON SCI-NANO ENVIRON SCI-PROC IMP ENVIRON SCI-WAT RES Faraday Discuss. Food Funct. Green Chem. Inorg. Chem. Front. Integr. Biol. J. Anal. At. Spectrom. J. Mater. Chem. A J. Mater. Chem. B J. Mater. Chem. C Lab Chip Mater. Chem. Front. Mater. Horiz. MEDCHEMCOMM Metallomics Mol. Biosyst. Mol. Syst. Des. Eng. Nanoscale Nanoscale Horiz. Nat. Prod. Rep. New J. Chem. Org. Biomol. Chem. Org. Chem. Front. PHOTOCH PHOTOBIO SCI PCCP Polym. Chem.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1