ISSN 1671-3710
CN 11-4766/R
主办:中国科学院心理研究所
出版:科学出版社

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    “Rat Race” or “Lying Flat”? The effect of competition stress on psychological compensation
    WANG Wangshuai, YI Yanxi, LUO Zhiwei, LI Jie
    Advances in Psychological Science    2024, 32 (7): 1057-1072.   DOI: 10.3724/SP.J.1042.2024.01057
    Abstract5136)   HTML422)    PDF (710KB)(17584)      

    In the modern society with rapidly accelerating pace, competition has become ubiquitous and intense. No doubt that competition can lead to aversive psychological stress. Interestingly, in response to the competition stress, individuals choose two contradictory compensation strategies, as some go “Rat Race”, while others do “Lying Flat”. Why do individuals make contrasting choices? Does it result from different types of stress? What are the psychological mechanisms and boundary conditions of the “Rat Race” and “Lying Flat” effects, respectively? In the current literature, none of these questions has been answered. Therefore, the core concepts of this research are competition stress and psychological compensation; the central story is to reveal the relationship between different types of competition stress and psychological compensation. More specifically, this research distinguishes the multi-dimensional attributes of competition stress. Based on the theory of psychological compensation, we then explore individuals’ compensation strategies when faced with different types of competition stress. The paper is structured into three main sections: (1) competition stress is a multi-dimensional concept, encompassing both competition result stress and competition process stress; (2) competition result stress leads to the fluid compensation strategy, which is termed as the “Rat Race” effect. The psychological mechanism of this effect is self-esteem threat, and the boundary condition is self-affirmation; (3) competition process stress drives the escapism compensation strategy, which is termed as the “Lying Flat” effect. The psychological mechanism of this effect is well-being threat, and the boundary condition is social support. This study marks the first attempt to identify different types of competition stress and examines how they respectively affect individuals’ compensation strategies. The present paper significantly contributes to the existing literature on competition stress, psychological compensation, self-esteem, and well-being. Moreover, research findings can guide companies’ marketing activities, promote individual well-being, and assist public policy making.

    The research questions of this paper are rooted in practicality and real-world, and answering these questions in turn contributes to the extant literature in at least two ways. First, while existing research on competition stress has shed light on how it alters an individual’s physical and mental states, it portrayed competition stress as a unidimensional construct, overlooking its potential multidimensional nature. Moreover, prior studies have failed to explore individuals’ compensatory strategies under competition stress. Consequently, this research reveals the multidimensional attribute of competition stress, delineating it into competition result stress and competition process stress. Subsequently, how different types of competition stress lead to contrasting compensatory strategies are analyzed, including the “Rat Race” effect engendered by competition result stress and the “Lying Flat” effect prompted by competition process stress.

    Second, this paper contributes to the literature on self-esteem and well-being. Specifically, regarding self-esteem, while previous research has primarily examined its direct influence on individuals, this study uncovers that self-esteem serves as the underlying psychological mechanism driving the “Rat Race” effect. In terms of well-being, despite being frequently investigated in extant research, yet it received less attention in explaining psychological compensation. Therefore, findings from the present research enrich the literature on well-being, expanding our understanding of its connections with competition stress and compensatory behaviors.

    Aside from the theoretical contributions, the current research also provides practical implications in three ways. For enterprises, the psychological compensation behavior impelled by competition stress is shown to follow a traceable pattern, which can be leveraged for increasing market share and sales profits. For instance, product slogans aimed at individuals opting for “Rat Race” can aim to evoke their competitive mindset, while brands tailored to those embracing “Lying Flat” should emphasize concepts like escaping the “noise” and maintaining the inner peace. As for individuals, it is suggested that when faced with severe competition stress, individuals can restore psychological resources through recalling past successful experiences or seeking for the support from families and friends. Furthermore, for policymakers, given that over-competition may lead to negative outcomes, this research reminds policymakers to maintain a moderate competition level in the society and to make necessary interventions when necessary.

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    Social presence oriented toward new human-machine relationships
    WENG Zhigang, CHEN Xiaoxiao, ZHANG Xiaomei, ZHANG Ju
    Advances in Psychological Science    2025, 33 (1): 146-162.   DOI: 10.3724/SP.J.1042.2025.0146
    Abstract3351)   HTML158)    PDF (738KB)(16320)      

    As artificial intelligence (AI), emotional algorithm, and anthropomorphic features rapidly evolve, a new paradigm of human-machine interaction is emerging, characterized by AI ecosystem functioning increasingly as autonomous collaborators rather than mere tools. Central to this transformation is the concept of social presence, which mediates human cognition, emotions, and behaviors toward technology. Traditionally, social presence refers to the sense of being with another entity; within AI context, it extends to how machines are perceived as relational entities capable of engaging in social and emotional exchanges. This study defines the concept, scope, and boundaries of social presence within the evolving landscape of human-machine relationships, spanning Human-Computer Interaction (HCI) to Human-Robot Interaction (HRI) and, more recently, Human-AI Interaction (HAII). These shifts highlight the transition from viewing machines as passive assistants to engaging with them as active partners within social dynamics.

    The study aims to redefine social presence in this context by exploring its influence on cognitive, emotional, and behavioral responses to AI. It addresses three core questions: What drives humans to perceive machines as human-like? How do emotional connections with machines form? What behavioral patterns do humans exhibit towards these entities? By addressing these questions, the study uncovers the psychological mechanisms that enable humans to form quasi-social interactions with non-human agents, often blurring the lines between social and artificial actors. Understanding these dynamics is crucial as AI becomes increasingly integrated into everyday life, influencing not only how we interact with technology but also how we perceive its role in our social fabric.

    To address these questions, the study develops an integrative theoretical framework that positions anthropomorphism as a precursor, individual factors as moderators, and cognitive, emotional, and behavioral attitudes as outcomes, with social presence serving as a central mediator. Anthropomorphism, defined as attributing human-like qualities to non-human agents, initiates the experience of social presence by making AI systems appear more relatable and human-like. Individual factors further modulate how users perceive and interact with AI, highlighting the complex interplay of personal and contextual elements. This framework illustrates how these factors combine to shape cognitive trust, emotional attachment, and behavioral engagement, offering a comprehensive understanding of new human-machine relationships.

    The findings demonstrate that social presence significantly impacts cognition, emotion, and behavior in human-machine interactions. Cognitively, social presence enhances perceptions of AI’s trustworthiness and reliability, reducing perceived risks and uncertainties. Social presence provides a psychological foundation for users to rely on AI for decision-making, mitigating concerns about AI’s competence and reliability. Emotionally, social presence fosters warmth and empathy, deepening emotional bonds between humans and machines. This emotional engagement reflects a growing acceptance of AI as relational entities capable of fulfilling social and emotional roles traditionally reserved for humans, such as offering support. Behaviorally, AI systems that emulate social cues and emotional responses encourage greater acceptance, proactive adoption, and value co-creation.

    This research establishes a robust theoretical foundation for understanding the psychological dynamics of new human-machine relationships, emphasizing the transformative role of social presence. It calls for further exploration of anthropomorphism, individual differences, and social presence in immersive digital environments, including virtual spaces such as the metaverse. The study underscores the imperative to address ethical considerations associated with highly anthropomorphized AI, including risks of emotional manipulation, privacy erosion, and over-reliance on AI for social fulfillment. Moreover, the rise of superintelligent AI and advanced emotional algorithms may fundamentally reshape human-machine dynamics, shifting power balances and raising complex questions about control, agency, and social norms. As machines develop their own “machine social psychology,” existing theories of social presence may be challenged, necessitating new research into these evolving dynamics. The study also emphasizes the evolving concept of social presence in the metaverse, where real-time, multimodal interactions with AI-generated avatars will expand the boundaries of human experience. Finally, increasing levels of anthropomorphism could blur the lines between humans and machines, fostering deep emotional attachments and challenging traditional theories like the uncanny valley. Future research should consider generational differences in attitudes towards AI, particularly how younger generations, referred to as the AI-Integrated Generation, may exhibit greater inclusivity, familiarity, and acceptance of human-AI interactions, thereby redefining social presence and reshaping the landscape of human-machine coexistence.

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    When AI learns to empathize: Topics, scenarios, and optimization of empathy computing from a psychological perspective
    HOU Hanchao, NI Shiguang, LIN Shuya, WANG Pusheng
    Advances in Psychological Science    2024, 32 (5): 845-858.   DOI: 10.3724/SP.J.1042.2024.00845
    Abstract4304)   HTML273)    PDF (729KB)(16081)      

    Empathy computing is an emerging research field that integrates artificial intelligence (AI) and big data technology to predict, identify, simulate, and generate human empathy. This field builds upon psychological studies in terms of concepts, measurements, neural foundations, and applications of empathy, and employs innovative computing approaches for analyzing and simulating empathy. This article critically reviews current research on empathy computing and discusses its future directions from a psychological perspective, with the aim of facilitating foundational research and practical applications in this field.

    The current research on empathy computing can be categorized into four themes based on different purposes and methods. On one hand, empathy computing primarily aims to analyze and comprehend empathy using computers. This endeavor can be further divided into two categories: (1) individual empathy assessment, which focuses on analyzing individual empathetic traits, and (2) empathetic content classification, which focuses on analyzing empathetic features in texts rather than individuals. On the other hand, research also focuses on simulating and expressing empathy through computing, which includes (3) the design of empathetic response systems and (4) the development of generative empathetic dialogue systems. The former provides users with a limited number of predefined rule-based responses and feedback to express empathy, while the latter utilizes AI to automatically generate a wide range of empathetic dialogues without relying on predefined rules. These four research streams are relatively independent yet complementary. Moreover, as research progresses, new directions will continue to emerge, such as improving the empathic capabilities of computers through brain-computer interface technology.

    Although research on empathy computing is still in its early stages, it has shown potential for innovative applications in scenarios such as mental health, education, business services, and public management. With the increasing prevalence of artificial intelligence, these fields, which involve substantial interpersonal interactions, are positioned to become the primary domains for human-computer interaction. As a result, they emerge as the key application scenarios for empathy computing. In the realm of mental health, empathy computing can assist in automatically evaluating and enhancing therapists' empathetic abilities. Additionally, it can provide personalized empathetic support and guidance through AI-driven chatbots. In the field of education, empathy computing can facilitate the learning process by employing empathetic AI tutors. Within the business sector, it enables organizations to deliver tailored customer experiences, thereby enhancing satisfaction and fostering loyalty through the generation of empathic dialogues. In public management, empathy computing can be used to generate empathetic discourse to counteract negative speech. Additionally, it facilitates policymakers to respond empathetically to citizens' needs and inquiries, thereby fostering trust between the government and the public. These four scenarios illustrate the vast potential applications of empathy computing. However, due to concerns related to safety and ethics, complete reliance on computers to perform empathetic tasks is currently not feasible. Instead, a collaboration between humans and computers is necessary.

    Empathy computing represents a transformative frontier, not only providing methods to measure and analyze empathy automatically on a larger scale but also enriching the theoretical landscape of empathy research. It extends traditional studies on empathy in interpersonal relationships to explore its emerging manifestations in human-AI relationships. This expansion raises novel questions about the universality of empathy and its potential evolution in human-computer interaction. Empathy computing holds the promise of serving as a cornerstone for a unified theory of empathy that encompasses diverse relationship dynamics, ranging from human-human to human-machine interactions and beyond. It is beneficial for comprehensively understanding empathy and effectively promoting it in the context of an intelligent society.

    Future research should focus on developing integrated theoretical models of empathy computing, establishing reliable psychological and behavioral datasets of empathy-related characteristics, and validating and refining empathy computing research through a human-centered approach. Psychologists play indispensable roles in leading, evaluating, and optimizing research and practice in this field. The collaboration of scholars in psychology and computer science is imperative to ensure that AI learns empathy effectively and ethically, thereby fostering people’s wellbeing in the forthcoming intelligent society.

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    Longitudinal changes in students’ learning engagement in China’s mainland (2006~2024)
    ZHANG Zijian, CHEN Jiwen, PENG Shun, WU Jiahui, WANG Siqian
    Advances in Psychological Science    2025, 33 (12): 2069-2082.   DOI: 10.3724/SP.J.1042.2025.2069
    Abstract698)   HTML40)    PDF (1436KB)(14150)      

    Grounded in a sociocultural perspective on learning engagement, combining human capital theory, this study investigated the longitudinal development of student learning engagement in China’s mainland. By incorporating two complementary sub-studies, the research systematically analyzed how three broad categories of societal factors—economic (GDP, Gini coefficient, urban unemployment rate), educational (government spending on education), and internet (internet penetration rate)—influence student engagement levels over time.

    Sub-study 1 employed a cross-temporal meta-analysis of 406 empirical studies, encompassing a cumulative sample of 393,117 participants. The results revealed a significant and sustained upward trend in Chinese students’ learning engagement over the past 19 years (β=0.46, 95% CI [0.21, 0.71], p<0.001). Although engagement levels temporarily dipped in 2020—likely due to the unprecedented disruptions caused by the COVID-19 pandemic—this decline was short-lived, with engagement rebounding and continuing its upward trajectory. Effect size analysis supported this trend, showing medium to large increases in overall engagement (Cohen’s d=0.45), and its core dimensions: vigor (d=0.62), dedication (d=0.57), and absorption (d=0.55). Regression analyses indicated that GDP growth, increasing education funding, and greater internet access were significant positive predictors of learning engagement. Conversely, income inequality (as measured by the Gini coefficient) and urban unemployment rates were not statistically significant predictors in this context.

    Sub-study 2 drawed on longitudinal data from the China Family Panel Studies (CFPS), comprising 14,623 participants. Using multilevel linear regression models, the sub-study 2 validated the meta-analytic findings, confirming a steady increase in student learning engagement over time (β=0.023, 95% CI [0.022, 0.024], p<0.001), with a noticeable inflection point around 2012. While the influence of urban unemployment appeared inconsistent, the remaining societal variables—GDP, education investment, internet penetration rate, and income inequality—showed stable, statistically significant associations with engagement.

    Together, these two sub-studies offered robust, triangulated evidence for a long-term increase in student learning engagement across China’s mainland. By employing different methodologies and data sources to enhance both the internal and external validity of the findings, they jointly highlighted the pivotal roles of economic development, educational investment, and internet connectivity in shaping students’ academic motivation and behavior.

    The study also introduced a novel theoretical contribution: the proposal of “belief-benefit resonance” mechanism. This concept suggested that during periods of rapid economic growth, prevailing cultural values—such as the belief that “knowledge changes destiny”—reinforce the material benefits of education, thereby motivating and sustaining higher levels of student engagement. However, in times of intensified social tensions or inequality, this synergy may break down, potentially leading to disengagement or motivational decline among learners.

    To further achieve a comprehensive understanding of the mechanisms driving shifts in learning engagement, future research could prioritize the following directions. First, this study only selected one kind of measurement tool from diverse tools of engagement for meta-analysis, which might have missed some researches. Future research might incorporate data from other measurement tools to validate the stability and generalizability of the findings. Second, it is imperative to systematically integrate sociocultural and psychological constructs, such as shifting societal values, perceived educational equity, and collective emotional dynamics, alongside conventional macro-level indicators, including GDP, educational expenditure, and internet penetration. This broader analytical lens is essential for capturing the complex, multilevel interactions between contextual forces and student engagement. Finally, researchers are encouraged to adopt advanced methodological strategies, such as Multiverse Analysis (MA) and Specification Curve Analysis (SCA), to rigorously identify the key determinants of academic engagement and to evaluate the stability and robustness of their predictive pathways across alternative model specifications.

    In sum, this study provided a nuanced and comprehensive account of how macro-level societal transformations—including economic growth, educational reforms, and technological diffusion—shape the psychological processes underlying student learning engagement in contemporary China. The findings not only advanced educational psychology theory but also offered timely, evidence-based guidance for educators and policymakers seeking to enhance learning outcomes in rapidly changing social contexts.

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    Trust dampening and trust promoting: A dual-pathway of trust calibration in human-robot interaction
    HUANG Xinyu, LI Ye
    Advances in Psychological Science    2024, 32 (3): 527-542.   DOI: 10.3724/SP.J.1042.2024.00527
    Abstract2896)   HTML166)    PDF (592KB)(12794)      

    Trust is the foundation of human-robot cooperation. Due to the dynamic nature of trust, over-trust and under-trust may occur during human-robot interaction, eventually jeopardize human-robot trust (HRT). Maintaining an appropriate level of trust requires accurate calibration between individual perceived reliability and actual reliability. Previous research have investigated the causes of over-trust and under-trust in HRT, and provided corresponding trust calibration strategies. However, these studies are relatively scattered and the effectiveness of trust calibration strategies is still controversial. Besides most previous studies only focus on over-trust or under-trust, ignoring the necessity and importance of integrating over-trust, under-trust and trust calibration from the overall perspective. In this paper, we use the term “trust bias” to define the inappropriate trust level during human-robot interaction, which means the individual’ s trust towards the robot deviates from the calibration value due to the false estimation of the robot reliability. Trust bias contains both over-trust and under-trust. Second, we name the strategy to improve the low trust level as “trust promote” instead of “trust repair”. Because we believe that “trust repair” focuses more on improving the low trust level of individuals after the trust violation rather than improve the initial low trust level of individuals.

    Based on this, we starts with the causes of over-trust and under-trust in HRT, points out how robot-related, human-related and environmental factors affect HRT. Specifically, we conclude two main robot-related factors of trust bias: reliability and embodiment. So we suggest designers can improve the transparency of robot to calibrate people’s trust, by the way robot itself can also use some trust repair strategies such as apology, denial, commitment, blame and so on after trust level dropped down. For human-related trust bias factors, we think motivation, self-confidence, algorithm attitude (algorithm appreciation and algorithm aversion), mental models are main contributors. Corresponding, calibration requires human reach more contacts to robots in order to improve algorithm literacy, as well as lowing their expectation. Also, we claim people may fall into trust bias in some special situations while risky or time-pressure, so cognitive forcing training may be critical.

    We discuss the boundary conditions of the trust calibration strategy in HRT and set up a research agenda. Regarding of the measurement, we suggest researchers should not only focus on the people’s external trust attitude, but also focus on the people’s implicit trust attitude to better test the effectiveness and practicability of the calibration strategy. Taking trust inhibition as an example, in the future, we can not only test whether the dampening strategy is effective through the trust scale, but also explore whether the implicit trust level of people decreases after the trust dampening. In addition, future studies suggest further optimize the measurement of methods, develop high reliable scales to detect HRT.

    Secondly, since full trust calibration cycle often experiences three phases: trust building-trust growth / impaired-trust calibration. Previous HRT cognitive neural research focus on the first two stages. In the future, researchers can use physiological indicators to monitor the change process of individual trust neural activity from the beginning of trust establishment to the beginning of trust calibration in real time, and further reveal the dynamic development of individual trust from the physiological level.

    Third, the research of HRT focuses on humanoid robots and mechanized robots, while less attention is paid to the role of animal robots in the trust calibration, especially the “cute” animal robots. Cute robots may be able to change human’s biases to increase initial trust levels; After a trust violation, cute animal robots may also reduce trust levels more slowly and easier to repair. Future studies can examine the relationship between animal robots and trust.

    Fourth, some researchers have begun to pay attention to the changing development of the trust level of individuals in the group, rather than interacting with the robot alone. The human-robot trust level difference between Chinese and Western participants can be compared through cross-cultural methods and further investigate how to conduct trust calibration within the group. In addition, the difference and commonness between individual trust bias and group trust bias can be compared, and appropriate strategies for group trust bias calibration can be explored.

    Finally, the success of trust calibration also depends on individual factors, and there may be individual differences in the effectiveness of calibration strategies. In line with the popular approach, researchers are encouraged to model trust-related behaviors to calibrate trust in a personalized way.

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    The relationship between anxiety, depression and social comparison in an era of digital media
    ZHAO Li, BAI Sha
    Advances in Psychological Science    2025, 33 (1): 92-106.   DOI: 10.3724/SP.J.1042.2025.0092
    Abstract4881)   HTML477)    PDF (3140KB)(9241)      

    The prevalence of anxiety and depression has escalated, prompting the current study to investigate the antecedents and coping strategies for these conditions in an era of digital media. A theoretical framework grounded in affective events theory and social comparison theory is built to elucidate the relationships between social comparison and anxiety and depression, acknowledging that such relationships are contingent upon the influences of the social media environment. This review unveils that negative social comparison (upward comparison and downward assimilation comparison) exerts a deleterious impact on anxiety and depression, with social networking applications catalyzing these adverse effects. Conversely, emotional comparison (i.e., social comparison of emotions) and downward contrast comparison are positively associated with alleviated anxiety and depression, as online health communities fostered a supportive milieu for emotional comparison, thereby helping to mitigate these conditions. This study extends social comparison theory in the realm of emotion and identifies the affordance of online health communities for coping with anxiety and depression. The implications for the principles of design, management, and operation of such communities are further discussed.

    Previous research on the relationship between social comparison and anxiety/depression has yielded divergent findings. Some studies have identified social comparison as a paramount factor in initiating, perpetuating, and exacerbating anxiety and depression. Conversely, others have demonstrated that emotional comparison may alleviate stress and anxiety. Unfavorable comparisons with others across various dimensions, such as interpersonal relationships, social status, abilities, accomplishments, careers, income, and appearance, can precipitate psychological disorders like anxiety and depression. However, emotional comparison contributes cognitive clarity, empathic comfort, prevention, and learning, proving to be a coping mechanism for individuals experiencing negative emotions like anxiety in threatening situations. By delineating the distinct subtypes of social comparison, this review elucidates, to some extent, the seemingly complex and contradictory findings in the extant literature on the relationship between social comparison and anxiety and depression, as well as the internal logic behind the dual impact of social comparison on anxiety and depression.

    Previous studies have underscored the markedly distinct role of online media environments in shaping the relationship between social comparison and anxiety/depression. On one hand, social networking platforms have expanded the scope of comparisons, diversified the targets of comparison, and increased the accessibility of social comparison information; consequently, the frequency of social comparisons has substantially escalated. Moreover, the editability of information on social networking platforms, the selective presentation of users, and the positive bias of self-presentation (i.e., individuals showcasing their best selves, exaggerating their self-importance, overstating their accomplishments and enjoyment of life, blatantly exhibiting, and even selectively displaying or altering photographs to enhance their appearance) exacerbate the deleterious impact of upward social comparisons, which can provoke anxiety and depression. On the other hand, the characteristics of online health communities (i.e., anonymity, homogeneity, normative, social, and on-demand availability) provide a conducive environment for emotional communication and social comparison, thereby facilitating the amelioration of anxiety and depression.

    The review delves into the intricate mechanisms of anxiety and depression within the within the digital media era. It elucidates the intrinsic link between anxiety/depression and social comparison as well as the affordances of online health communities. Furthermore, it conducts a comprehensive exploration of emotional comparison, which has the potential to advance social comparison theory within the emotional realm and broaden the scope of emotional comparison theory in the context of internet-based healthcare. The discussion of the bi-directional effects of social comparison on anxiety and depression underscores the self-reinforcing spiral of individual negative emotions, a notable consideration when addressing the emotional experiences of anxious and depressed groups.

    Given the pervasive, disseminated, and developmental affective states, coupled with the distinctive social comparison proclivity exhibited by anxiety-depression cohorts, it is imperative to investigate the emotional adversities (emanating from social interactions) of stigmatized groups through the theoretical lens of intergroup emotions. The ubiquity of self-disclosure, extensive accessibility, and traceability of information facilitated by online communities present opportunities to ameliorate mental health outcomes or manage emotional preoccupations. Subsequent empirical inquiries should delve into the efficacy of online communities in the identification, diagnostic processes, and therapeutic modalities for anxiety and depressive disorders, with particular emphasis on the delineation of online and offline domains, as well as the trade-off between the dichotomous effects of social comparison in digital spheres.

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    A meta-analysis of the relationship between achievement goal orientation and academic achievement: The mediating role of self-efficacy and student engagement
    WU Jiahui, FU Hailun
    Advances in Psychological Science    2024, 32 (7): 1104-1125.   DOI: 10.3724/SP.J.1042.2024.01104
    Abstract2941)   HTML217)    PDF (963KB)(8962)      

    Achievement goal orientation is an important source of motivation for individuals, and it affects academic performance by influencing cognitive, emotional, and motivational processes related to academics. Examining the relationship between achievement goal orientation and academic performance can reveal the intrinsic reasons for differentiation in students’ grades, thereby deepening the understanding of the inherent mechanisms of students’ learning processes at a micro level. Consequently, there is growing interest in the relationship between achievement goal orientation and academic performance. With continuing advances in developmental psychology, current research is increasingly focusing on the mediating mechanisms between achievement goal orientation and academic performance. A review the literature reveals that current research mainly focuses on exploring the independent and chained effects of self-efficacy and student engagement on academic performance at the non-intellectual factor level. Self-efficacy refers to an individual’s belief in their perceived ability to achieve predetermined goals, which is a key factor influencing students’ learning engagement and academic performance. Student engagement refers to the time and effort individuals invest in purposeful educational activities and is an important proximal factor in predicting students’ academic performance. However, there are no uniform findings on the strength of the correlation between achievement goal orientation and academic performance. There is also no clear conclusion on which moderating factors influence both, as well as the extent to which mediating factors affect them. Furthermore, current meta-analyses have a relatively scattered explanatory perspective on achievement goal orientation; so far, only the relationship between the sub-dimensions of achievement goal orientation and academic performance has been explored. In addition, some studies have placed achievement goal orientation within the intermediate structure of motivation and behavior, focusing on the association between achievement goal orientation and its antecedents and consequences. Moreover, current meta-analyses have not fully explored the potential moderating factors in the relationship between the four-factor structure of achievement goal orientation and academic performance. Due to the limited number of studies on the relationship between mastery-avoidance goals and academic performance, previous research has mostly focused on overall tracking by incorporating mastery-avoidance goals into mastery goals. Finally, current meta-analyses have not yet thoroughly investigate the mediating of non-intellectual factors between achievement goal orientation and academic performance, with most studies focusing on integrating effect sizes and exploring possible moderating variables, using samples that do not involve mediating variables. Specifically, the meta-analysis of the four-factor structural model of achievement goal orientation, dating back approximately ten years, may suffer from time lag bias. Therefore, the present study, based on achievement goal orientation theory, expectancy-value theory, and self-efficacy theory, conducted a meta-analysis to explore the consistencies and differences in existing international studies. It provides a comprehensive report on the relevance of the relationship between achievement goal orientation and academic performance, with a particular focus on exploring the mediating effects of self-efficacy and student engagement as well as a range of moderating effects. A total of 67 empirical research and 206 effect sizes were included through literature retrieval. Results of our analysis were as follows: (1) Mastery-approach and performance-approach goals were significantly and positively correlated with academic achievement, while mastery-avoidance and performance-avoidance goals were significantly and negatively correlated with academic achievement; each indicator was robustly and weakly dependent on academic achievement. (2) The relationship between achievement goal orientation and academic achievement was influenced by age stage and measurement tools, but not by gender ratio or achievement type. (3) Self-efficacy and student engagement played significant mediating roles in the relationship between achievement goal orientation and academic performance; however, the mediating effect of student engagement was only significant for students in the middle school group and not the university school group.

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    A meta-analysis of the impact of AI application on employees in the workplace
    JIANG Jianwu, LONG Hanhuan, HU Jieyu
    Advances in Psychological Science    2024, 32 (10): 1621-1639.   DOI: 10.3724/SP.J.1042.2024.01621
    Abstract4410)   HTML206)    PDF (743KB)(8654)      

    Given the widespread application of artificial intelligence (AI) technologies in workplaces, there has been a rapid increase in literature exploring AI-related themes. Scholars are increasingly focused on understanding how these applications influence employee behaviors and psychology. However, consensus on the direction, boundaries, and extent of these effects remains elusive. To address this issue, this paper conducts a meticulous review and selection of literature published from January 2017 to July 2023. A meta-analysis is performed on the 64 literatures (N = 150) to advance knowledge in three main areas: (1) Explore the strength and direction of the relationship between AI application and employees’ positive behaviors and psychological effects, as well as their negative behaviors and psychological effects. This aims to clarify the inconsistent conclusions and fill gaps in quantitative integration. (2) Based on the Job Demands-Resources model, this paper delineates the theoretical rationale underlying the impact of AI on employees’ behavior and psychology within an organizational context, upon its integration as a new technology, and elucidate specific pathways of its effects. (3) Investigate whether the effects of AI application on employee behavior and psychology are potentially influenced by the type of AI application, industry context, and measurement methods. Endeavor to furnish a clearer and more comprehensive overview of the correlation between AI and employee outcomes, thereby providing a theoretical foundation for tailored AI advantages in practical settings and methodological designs for subsequent empirical research in academia.

    The result finds that: (1) The application of AI in the workplace exhibits a “double-edged sword” effect, which can enrich employees' psychological resources as technical support and stimulate positive behaviors, may also threaten employees to consume psychological resources and cause negative behaviors. (2) The relationships between AI application and employee behaviors/psychological effects vary under different AI types. Assisted and augmented AI enhance employee job satisfaction by reducing task costs, thereby increasing work engagement, creativity, and productivity. Such abundance in work resources contributes to an uplift in employees' job satisfaction and happiness. Consequently, when employees experience greater job involvement, there is a notable increase in creativity and productivity. However, managerial and autonomous AI types, despite improving efficiency and autonomy to some extent, introduce stress due to their supervisory and controlling attributes, suppressing positive work experiences and fostering negative psychological states. (3) Variations in AI application effects on employee behaviors and psychological effects across different industry types are evident. Employees in labor-intensive industries, with structured work environments and lower occupational skills, perceive more negative effects from AI. Conversely, employees in knowledge-intensive industries benefit from more flexible and autonomous work environments enhanced by AI, demonstrating stronger abilities in receiving, learning, and adapting to new information and technologies. (4) The relationship between AI application and employee behavior, as well as psychological impacts, varies depending on diverse measurement of AI application. Studies using subjective evaluations tend to reveal more negative impacts of AI on employee behaviors and psychological effects compared to those using objective measurement methods.

    This study has made several theoretical contributions: (1) Systematically integrate and evaluate the fragmented research conclusions on the effects of AI application on employee behaviors and psychology, synthesizing empirical findings and responding to calls in the literature for understanding the personal impacts of automation technologies. (2) Within the framework of Job Demands-Resources model, this paper elucidates the diverse impacts of different types of AI application on employee behavior and psychology, expands the influencing factors that could augment the positive results of AI application, and further validates the concerns regarding potential adverse consequences. (3) Enrich the boundary conditions in the relationship between workplace AI application and employee behavior and psychology. This paper explores the moderating effects of the type of AI application, industry context, and measurement methods, responding to the scholarly calls for further examination of moderating variables of AI application affecting employee experience, thereby offering new insights for inconsistent research conclusions in the academic literature. Beyond theoretical advancements, the results of this study provide guidance for organizations to scientifically adjust the management strategies of AI, accurately direct employees perceptions, and effectively maximize its value.

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    Effects of employee mindfulness on job performance and the mediating mechanisms: A meta-analysis
    ZHANG Jing, MENG Yu, ZHANG Meng, CHEN Huiya
    Advances in Psychological Science    2025, 33 (4): 647-672.   DOI: 10.3724/SP.J.1042.2025.0647
    Abstract1708)   HTML155)    PDF (1243KB)(8218)      

    The rapid advancement of digital technology has heightened the complexity and competitiveness of the social environment, profoundly affecting employees' work patterns. While effectively helping enterprise employees improve work efficiency, it also brings more psychological anxiety, lack of concentration and other problems to employees, further reducing work performance. In this context, employee mindfulness—characterized by attention, awareness, and non-judgmental acceptance —has garnered significant attention. Numerous studies have examined the relationship between employee mindfulness and job performance. However, there remain notable inconsistencies and divergences in the research findings that merit further exploration. This meta-analysis examined the relationship between employee mindfulness and job performance based on self-regulation theory, and investigated the mediating mechanisms and moderating factors that influence this relationship.

    This paper meta-analyzed both Chinese and English primary studies on the topic of employee mindfulness and job performance. Based on the reference to existing research to clarify the search keywords for job performance, work engagement, and job burnout, mindfulness was combined with the keywords for job performance, work engagement, and job burnout respectively, and searches were conducted in domestic and international databases to search and screen relevant studies. Finally, 220 independent samples from 188 empirical studies (with a total sample N = 73899) were included. Based on these studies, we conducted heterogeneity and publication bias analysis, main effects analysis, meta-analytic structural equation modeling (MASEM) and moderating effect analysis. Specifically, this study first employed a comprehensive approach by using funnel plots, fail-safe numbers, Egger's regression coefficients, and Begg's intercept to assess publication bias. Secondly, Hunter and Schmidt’s method were used to analyze the main effect between employee mindfulness and job performance. Thirdly, the meta-analytic structural equation modeling was used to test the mediating effect of work engagement and job burnout. Finally, the moderating effect of cultural differences (individualism-collectivism) on the relationship between employee mindfulness, work engagement, and job burnout were tested through Hunter and Schmidt’s subgroup analysis method.

    The results of heterogeneity analysis show a high level of heterogeneity among the variables and the publication bias test revealed that there was no substantial publication bias in the studies. The main effects analysis revealed that employee mindfulness is positively associated with job performance, task performance, contextual performance, and work engagement, while it is negatively associated with job burnout. The result of MASEM showed that: Work engagement and job burnout play a significant mediating role in the relationship between employee mindfulness and both task performance and contextual performance. Furthermore, the mediating effect of work engagement is more pronounced between mindfulness and task performance compared to its role in the relationship between mindfulness and contextual performance. The results of subgroup analysis show that: The relationship between employee mindfulness and work engagement is moderated by individualism-collectivism culture. In the context of collectivism, the relationship between employee mindfulness and work engagement is stronger.

    The research findings based on meta-analysis offer comprehensive and reliable conclusions that clarify the relationship between employee mindfulness and job performance, addressing the discrepancies in existing research regarding the outcomes of employee mindfulness and work performance. These insights not only have certain reference significance for future theoretical explorations in the field of employee mindfulness and job performance, but also provide valuable references for cultivating a mindful workforce in the process of organizational practice, thereby improving employees' work status and performance levels. This ensures that enterprises can maintain long-term, stable development in the current increasingly complex and rapidly changing environment. Moreover, this study also explored whether individualism-collectivism plays a moderating role in the relationship between employee mindfulness and work engagement, as well as between employee mindfulness and job burnout. It not only provides a reference for a deeper understanding of the boundary conditions under which employee mindfulness affects individual work engagement and job burnout, but also offers a reasonable explanation for the differences in the effects of mindfulness across various cultural contexts.

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    When artificial intelligence faces human emotions: The impact mechanism of emotion expression in AI-empowered service robots on user experience
    LUO Lijuan, WANG Kang, HU Jinmiao, XU Sihua
    Advances in Psychological Science    2025, 33 (6): 1006-1026.   DOI: 10.3724/SP.J.1042.2025.1006
    Abstract3298)   HTML163)    PDF (1631KB)(8079)      

    The rapid advancement of next-generation AI technologies has fundamentally reshaped interaction patterns between users and service providers. Nowadays, users not only expect AI to effectively solve problems but also aspire to gain positive emotional experiences during the interaction process. However, current AI services still face challenges such as user resistance, low acceptance, and poor service experiences. Addressing how service robots can establish effective emotional communication with users to deliver personalized, intelligent, and empathetic service experiences has become a critical research frontier.

    This study investigates the holistic process of user-service robot interaction through the lens of AI-empowered emotion connection, establishing an integrated framework of "Emotion recognition, Emotion understanding, Emotional connection." We propose the following research framework and systematically investigates three principal research dimensions:

    (1) User emotion recognition and emotion matrix construction based on a multidimensional emotion computing model. A user emotion recognition computing model is developed using machine learning algorithms and decision-level weighted fusion to resolve inconsistencies in cross-dimensional emotional expressions. Building upon the established multidimensional emotion recognition model, the valence-arousal-dominance (VAD) model is adopted as the analytical framework. Through combined machine learning and qualitative analysis methods, we systematically characterize users' emotional responses across different service stages and contexts. This research concept helps build a bridge between emotion recognition and service interaction, laying the foundation for real-time emotional responses with service interactions.

    (2) The impact mechanisms of AI-empowered emotional expression content on user experience from the perspective of service journey. Human-robot interaction processes can be categorized into three sequential stages: initial service encounter, service usage, and service feedback. The initial encounter stage prioritizes AI emotional expression to stimulate user interest and establish trust, while the usage stage focuses on delivering affective experiences to enhance satisfaction. The feedback stage aims to mitigate user dissatisfaction and attain forgiveness. Aligning with stage-specific objectives, we propose differentiated emotional expression strategies. Drawing on Trust Theory, Cognitive Appraisal Theory, and Basic Psychological Needs Theory, we hypothesize that service robots' implementation of stage-specific emotional expressions (positive emotion in initial encounters, empathy during service usage, and gratitude in service feedback) can systematically enhance user experience. This study delves into the underlying mechanisms of AI-empowered emotional expression content on user experience at each service stage. Moreover, we also propose three moderating factors—the anthropomorphic features of AI, time pressure, and the types of explanatory information provided—as boundary conditions in different stages. This hypothesis framework enables the systematic investigation of when and why differentiated emotional content across service journey stages impacts user experience. This research concept fosters a holistic and dynamic understanding of service journey stages, highlighting the significance of leveraging AI emotional intelligence to activate user experience throughout the journey.

    (3) The impact mechanisms of AI-empowered emotional expression modalities on user experience from the perspective of service contexts. Service contexts are classified into hedonic-oriented and utilitarian-oriented scenarios, where user preferences diverge significantly. Hedonic contexts center on experiential values like enjoyment, pleasure, and emotional engagement, while utilitarian contexts emphasize functional benefits including practicality, efficiency, and utility. Through the theoretical lenses of Social Presence Theory, Psychological Distance Theory, and Emotions-as-Social-Information Theory, we hypothesize that service robots' implementation of embodied emotional expression modalities (mono-sensory vs. multisensory) in hedonic-oriented and utilitarian-oriented service contexts can significantly enhance user service experience. This study further examines the underlying mechanisms of AI-empowered embodied emotional expression modalities on user experience at each service context. Moreover, we also propose two moderating factors—relationship norm orientation and task complexity—as boundary conditions in different contexts. This hypothesis framework enables the systematic investigation of when and why emotional expression modalities across distinct service contexts impact user experience. This research concept fosters differentiated thinking on the modalities of AI's emotional expression in service contexts, shedding light on the importance of emotional modalities in both hedonic-oriented and utilitarian-oriented service contexts.

    This study advances the understanding of emotional expression mechanisms in service robots and user experience enhancement strategies within intelligent services. It offers significant theoretical contributions and practical insights. In terms of theoretical significance, this research enriches human-AI interaction theory by proposing a comprehensive framework for service robots' emotional expression mechanisms. It empirically demonstrates how AI-driven affective expressions activate and influence user experience while clarifying underlying mechanisms, thereby advancing the theoretical foundation for emotionally intelligent interaction design. In terms of practical significance, this research provides a new direction for the integrated development of AI and service industry, enabling service providers to optimize touchpoints across the service journey. More importantly, it underscores the value of affective intelligence, providing robust support for the high-quality and sustainable development of the service robotics industry.

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    The influence of AI awareness on employee’s psychological and behavioral outcomes and its theoretical explanation
    WANG Tao, ZHAN Xiaojun, YU Wei
    Advances in Psychological Science    2024, 32 (7): 1195-1208.   DOI: 10.3724/SP.J.1042.2024.01195
    Abstract4417)   HTML253)    PDF (609KB)(7235)      

    AI awareness refers to an employee's perception that the use of AI affects their work attitude, behavior, well-being, and work environment. The fourth Industrial Revolution has arrived, and while AI improves employee performance, it also brings risks and uncertainties that have a huge impact on employees. Although many studies have explored the impact of AI awareness on employees' psychological and behavioral outcomes, due to scholars' academic background, current studies are more focused on the field of relative segmentation. At the same time, because the concept of AI awareness is relatively new, its name is not unified, and the ambiguity of the concept limits the public's in-depth insight into AI awareness. In addition, the action path and boundary conditions of AI awareness on employees' psychological and behavioral outcomes have not yet been clarified, and the lack of AI awareness research framework has hindered the understanding of how AI application affects employees' psychological and behavioral outcomes. In order to explore the specific impact of AI application on employees and its function explanation mechanism, firstly, the research on AI awareness was systematically reviewed, the concept connotation of AI awareness was clarified, and AI awareness was re-defined as employees' perception of the impact of AI application on their work attitude, behavior, well-being and working environment. This definition highlights the two-sided nature of AI awareness, that is, AI awareness has both positive and negative effects on employees, rather than just negative effects. Second, it reveals the effects of AI awareness, advancing the understanding of how AI awareness affects employee psychology and behavior. The positive and negative effects of AI awareness on employees' psychological state are explained from the three aspects of emotion, stress and cognition, and the positive and negative effects of AI awareness on employees' behaviors are explained from the two aspects of active and negative behaviors, so that organizations and academia can more clearly, comprehensively and systematically recognize the important effects of AI application on employees' psychological and behavioral outcomes. Promote research in related fields. Thirdly, the theoretical explanation mechanism of AI awareness is explained based on resource perspective (conservation of resources theory, JD-R model), pressure perspective (cognitive evaluation theory), psychological needs perspective (self-determination theory), and environment perspective (person-environment fit theory). Finally, the paper elaborates on five aspects: exploring the multi-level driving mechanism of AI awareness, enriching the action mechanism of AI awareness, mining the spillover effect of AI awareness and strengthening the interaction impact between AI and employees, and builds an integrated model diagram for future research on AI awareness, which will help promote local relevant research. By answering the above questions, it is expected to provide theoretical reference for the subsequent research of scholars, enhance the academic community's cognition and understanding of how the application of AI affects employees, and provide new ideas for promoting the development of AI research. At the same time, it is revealed that managers in the era of Industry 4.0 should re-examine themselves, understand, learn and trust AI technology, use AI technology to develop new skills to improve their management ability, help organizations adopt AI technology more effectively, prevent risks and promote the healthy development of organizations. Managers must clarify the use of AI technology, allow employees to participate in the process of developing and implementing AI systems, eliminate misunderstandings and mistrust, and conduct AI technology training for employees, so that employees have more understanding of AI, reduce the sense of rejection of AI, and recognize that coexistence with AI is an inevitable development of the times. At the same time, it also informs employees that the purpose of applying AI is to help rather than replace them, relieve employees' anxiety and sense of threat, reduce their fear of unemployment, enhance employees' positive cognition of the application of AI, and then reduce their negative evaluation of the application of AI, and help organizations maximize the positive side of AI and reduce the dark side brought by AI.

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    The predictors of employee green creativity: Individual factors, contextual factors and their interactions
    YU Guangyu, NIE Qi, PENG Jian
    Advances in Psychological Science    2024, 32 (10): 1709-1725.   DOI: 10.3724/SP.J.1042.2024.01709
    Abstract928)   HTML30)    PDF (751KB)(7211)      

    Currently, environmental issues, such as air pollution, the depletion of natural resources, climate change, and the use of hazardous materials, have become increasingly severe. In response to these challenges, the Chinese government has established ambitious goals, aiming to achieve a carbon peak by 2030 and carbon neutrality by 2060. This initiative urges enterprises to actively take on the social responsibility of green development, prioritizing environmental protection alongside economic pursuits. However, many enterprises encounter obstacles in the process of green development. One key to overcoming these obstacles is enhancing employee green creativity, the antecedent variables of which have been extensively explored by scholars. Yet, current research on employee green creativity remains fragmented, and a systematic understanding of the inducing factors and models of green creativity in academics is lacking. Therefore, we comprehensively review the concept definition and measurement of green creativity using the literature methodology recommended by PRISMA. We aim to investigate how to stimulate employee green creativity and contribute to enriching the literature on green creativity.

    Employee green creativity refers to the development of new ideas about green products, green services, green processes, or green practices that are judged to be original, novel, and useful. This is not only a form of creativity but also a kind of creativity that is focused on addressing stakeholders' environmental concerns. Specifically, both green creativity and traditional creativity commonly emphasize the originality, novelty, and practicality of ideas. However, significant differences exist between these concepts in their manifestation, objectives, antecedent variables, and requirements for employees’ qualities. Some studies regard employee green creativity as the output of their green efforts, while others view it as their ability. We adopt the former perspective, defining employee green creativity more objectively and reasonably. Additionally, we distinguish between green innovation and green creativity. While green innovation involves implementing new ideas, green creativity is primarily concerned with generating these ideas. In other words, green creativity serves as the foundation for green innovation.

    Then, we identify that individual factors (motivation, cognition, emotion, attitude, ability, and behavior) and contextual factors (leadership, vision and strategy, management practice, and comprehensive strength) constitute the inducers of employee green creativity. The joint effects of these two factors can be characterized by two models: the “situation → individual” driving path model and the person-situation interaction model. Currently, research primarily focuses on the driving path model while paying little attention to the interaction model. The former emphasizes how contextual factors shape employee green creativity by continually stimulating intrinsic green motivation, influencing green cognition, generating green-related emotions, and altering previous attitudes and behaviors, thereby positively or negatively influencing green creativity. Drawing upon self-determination theory, social cognition theory, affective events theory and attitude change theory, existing studies explain how contextual factors act on individual factors to stimulate employee green creativity. Future studies can further compare the explanatory power of different theories, explore additional theoretical perspectives (such as situational intensity theory), and investigate new driving paths between individual and contextual factors (such as green leadership and workplace status). The latter mode focuses on the interaction between individual and contextual factors, exploring the process of fostering employee green creativity. Due to the lack of research on this interaction model, we introduce the competence activation model and motivated information processing theory as a foundational explanatory framework for inducing employee green creativity. Additionally, it is crucial to recognize the substitution effect of this interaction. When certain factors cannot be satisfied, other alternative factors can also enhance green creativity.

    Finally, future research on green creativity should first aim to redefine green creativity and develop a psychological measure to systematically explain how employees generate green ideas through cognitive processes ignored by scholars. Second, traditional workplace culture may prove more effective in fostering green creativity among Chinese employees. Third, the stimulating mechanisms of team green creativity play a pivotal role in addressing environmental protection issues and can effectively guide enterprise green development. Finally, both academia and industry need to not only explore the dynamic attributes of green creativity but also be aware of the moral licensing effect of green creativity that may accompany it. Attention to maintaining this competitive advantage is crucial for ensuring the effectiveness of green creativity goals.

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    Have gender stereotypes changed or not changed? Evidence from contents, methods, and consequences
    WANG Zhen, GUAN Jian
    Advances in Psychological Science    2024, 32 (6): 939-950.   DOI: 10.3724/SP.J.1042.2024.00939
    Abstract3384)   HTML169)    PDF (559KB)(7140)      

    Stereotypes have been defined as beliefs about the characteristics, attributes, and behaviors of people classified into social categories. Stereotypes are traditionally perceived as resistant to change. However, they may be changed under contexts of the impacts of societal changes on human culture and psychology. Given that gender stereotypes are expected to be more unshakable than other stereotypes (e.g., race stereotypes), it implies that there is a potential for changing other stereotypes, provided that gender stereotypes can be changed. Therefore, this article reviewed changes in gender stereotypes from their contents, methods, and consequences.
    According to the social role theory, gender stereotypes are built on social roles. Therefore, gender stereotypes are expected to change with the changes in the roles of men and women. Considerable studies have found that gender stereotypes have changed. Specifically, some studies have shown that women are perceived to increase their masculine characteristics (e.g., agency) over time, while men are not perceived to increase feminine characteristics (e.g., communion). Differently, others have indicated that both women and men are perceived to increase in counterstereotypical traits over time. However, in contrast to these findings depicting changes in gender stereotypes, several studies did not find significant changes, and they believed that gender stereotypes persist over time. One of the possible reasons for these conflicting findings is that different methods have been used in previous studies.
    The research methods of gender stereotype changes can be divided into traditional methods and new techniques. The traditional methods usually involve the past-present-future rating paradigm, cross-sequential design, and cross-temporal meta-analysis. Word embedding, as a new technique, has become increasingly important in recent years. All research methods have their relative advantages and disadvantages.
    The consequences of gender stereotype changes can be categorized into positive and negative outcomes. In terms of positive outcomes, gender stereotype changes increase the possibility of men being involved in more household labor, which may result in better relationship quality for the couple. Besides, the new male role in parental care for children generates many benefits, such as better academic performance, higher levels of self-esteem, and fewer behavioral problems in children. Additionally, gender stereotype changes can promote women’s economic independence and reduce the gender gap. However, there are also negative outcomes with the changes in gender stereotypes. Specifically, these changes intensify low fertility rates and birth rates. Notably, even if gender stereotypes towards targets become more and more positive over time, targets may not treat the stereotypes as compliments. On the contrary, they may perceive the stereotypes as a form of gender prejudice, eventually impairing interpersonal and intergroup relationships.
    Further research on gender stereotype changes can be discussed from the following aspects: first, it is important for researchers to conduct studies with diverse research methods in the future. Second, future research should pay attention to not treating gender stereotypes as a single construct. Instead, they should be investigated through the perspective of classification (e.g., descriptive and prescriptive gender stereotypes). Third, given that stereotypical gender characteristics seem to interact with each other to build gender stereotypes, future research should examine gender stereotype changes by treating gender stereotypes as a complex system from a network approach. Last, we should not ignore cultural impacts on gender stereotype changes. Given that China has undergone more unprecedented societal transformations than Western countries over the past decades, the social roles in China have undergone tremendous changes. Therefore, it is indispensable to investigate gender stereotype changes in China. Furthermore, not only the gender stereotype changes, future studies need to explore changes in stereotypes about other categories, such as race, ethnicity, age, sexual orientation, classes, and religion.

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    The application of ecological momentary assessment in suicide research
    WU Caizhi, YUN Yun, XIAO Zhihua, ZHOU Zhongying, TONG Ting, REN Zhihong
    Advances in Psychological Science    2024, 32 (12): 2067-2090.   DOI: 10.3724/SP.J.1042.2024.02067
    Abstract1585)   HTML48)    PDF (706KB)(7122)      

    Over the past 20 years, the application of ecological momentary assessment (EMA) in suicide research has grown exponentially, attracting significant interest from mental health professionals and clinical psychologists. EMA serves as a valuable data collection method in suicide research, utilizing technologies such as smartphones to monitor participants' real-time suicidal ideation, emotional states, and behaviors. This allows for a more fine-grained measurement in suicide risk (within hours) and effectively predicts short-term changes in suicidal ideation and behavior, playing a crucial role in the field of suicide research.

    The research design influences researchers' ability to effectively observe variables and accurately capture changes in suicide risk and related factors. Generally, In terms of study design, EMA employs event-contingent, time-contingent, or hybrid designs for data collection. To thoroughly understand the trends in suicidal ideation at different times, researchers may prioritize time-contingent designs to capture the dynamic characteristics of suicide risk. To examine temporal trends along with the specific contexts and influencing factors at the time of events, a hybrid design that combines time-contingent and event-contingent approaches can effectively reveal the mechanisms underlying suicidal behavior.

    EMA is suitable for both clinical and community populations, primarily focusing on adults, with limited research on adolescents and the elderly. Future EMA studies on suicide should emphasize demographic diversity while also considering mental health diagnoses and suicide-related features to identify daily risk factors for specific populations. By examining the trajectories of suicidal ideation and their links to future suicide tendencies among clinical patients with various mental disorders, researchers can identify key predictive factors for suicidal behavior.(77)In EMA suicide research among adolescents, daily diaries can reveal the trajectories of suicidal thoughts and behaviors during acute risk periods, capturing daily fluctuations in suicide risk. To explore the triggers of adolescent suicide-related events and variations in suicidal thoughts, it is crucial to enhance communication with schools and parents, coordinate adolescents' access to electronic devices, and address concerns about EMA participation. Additionally, to reduce technological challenges for older adults, wearable technology can unobtrusively collect continuous data on physiological, sleep, and activity levels, enabling real-time monitoring of suicide risk in this population.

    The application of EMA in suicide research requires careful consideration of feasibility. Compliance range from 44 to 90%, influenced by factors such as questionnaire length, assessment frequency, incentives, and the severity of suicidal ideation, which does not significantly affect compliance. Researchers can enhance feasibility by prioritizing frequent, brief assessments or using single-item indicators, adjusting the wording of questions, setting assessment prompts, and shortening prompt intervals. Developing a sampling schedule that balances time coverage with participant burden and using personalized feedback as alternative incentives can improve compliance and ensure the feasibility of EMA in suicide research.

    Safety is another critical consideration in EMA suicide research. While studies show no significant negative effects of EMA on individuals in short-term or long-term assessments, rigorous review by institutional review boards (IRBs) is still necessary. This review should address safety, privacy issues, and assess the crisis management and referral capabilities of the research team to ensure proper responses to potential crises. For safety management, researchers should conduct real-time reviews of participant data, especially regarding "high-risk" responses, and promptly contact participants for suicide risk assessment and intervention. To maximize benefits, researchers can implement a combination of preventive, staff-led, and supportive strategies as part of their safety management measures.

    To enhance short-term predictions of suicide risk, EMA should adopt innovative methods and technologies, utilizing digital technology and artificial intelligence for improved predictive capabilities. Additionally, it is crucial to address the legal and ethical issues related to EMA data in suicide research and to conduct localized studies within the context of Chinese culture.

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    The outcome of workplace cyberloafing and its feedback effects
    CUI Zhisong, JIA Jianfeng, ZOU Chunlong, LI Ruiqin
    Advances in Psychological Science    2024, 32 (5): 738-753.   DOI: 10.3724/SP.J.1042.2024.00738
    Abstract1977)   HTML104)    PDF (814KB)(7013)      

    This research paper aims to discuss the outcome of workplace cyberloafing and its feedback effects through four studies. In Study 1, we propose that workplace cyberloafing varies along two dimensions (norm deviation & subjective intention) and can be classified into four categories (recreative cyberloafing, responsive cyberloafing, addictive cyberloafing and consumptive cyberloafing). Recreative cyberloafing refers to employees’ non-work-related behaviors on the Internet for instrumental purposes, which conform to norms of the reference group. Responsive cyberloafing pertains to employees’ non-work-related behaviors on the Internet in response to external demands that conform to norms of the reference group. Addictive cyberloafing relates to employees’ non-work-related behaviors on the Internet for instrumental purposes, which deviate from norms of the reference group. Consumptive cyberloafing refers to employees’ non-work-related behaviors on the Internet in response to external demands, which deviate from norms of the reference group.

    In Study 2, we adopt an actor-centered perspective to discuss the pros and cons of workplace cyberloafing based on the conservation of resources theory. We argue that recreative cyberloafing will positively influence actors’ work outcomes (performance and well-being) by increasing their vitality at work. Conversely, responsive cyberloafing will negatively influence employees’ work outcomes by inducing their emotional exhaustion. In addition, we propose that job autonomy will moderate the mediation effect of vitality at work such that the mediation effect is stronger for employees perceiving higher job autonomy (vs. lower), and will moderate the mediation effect of emotional exhaustion such that the mediation effect is weaker for employees perceiving higher job autonomy (vs. lower).

    In Study 3, we adopt an observer-centered perspective to discuss the interpersonal effects of actors’ workplace cyberloafing on their leader and coworkers. Specifically, from the perspective of the leader, we base on attribution theory to propose that actors’ cyberloafing will lead to leadership ostracism by inducing leader’s perceived production deviance. Moreover, we propose that actors’ work performance will moderate the mediation effect of perceived production deviance such that the mediation effect is weaker for actors with higher work performance (vs. lower), and leader’s power distance will moderate the mediation effect of perceived production deviance such that the mediation effect is stronger for leaders who have higher power distance (vs. lower). From the perspective of coworkers, we draw on social learning theory to suggest that actors’ cyberloafing will lead to coworkers’ cyberloafing by inducing coworkers’ perceived norm of workplace cyberloafing. In addition, we propose that actors’ status will moderate the mediation effect of perceived norm of workplace cyberloafing such that the mediation effect is stronger for actors with higher status (vs. lower), and coworkers’ moral attentiveness will moderate the mediation effect of perceived norm of workplace cyberloafing such that the mediation effect is weaker for coworkers who have higher moral attentiveness (vs. lower).

    In Study 4, we adopt the perspective of interaction between actor and observer to explore the change trajectory of workplace cyberloafing. First of all, we consider the outcomes of workplace cyberloafing under the actor perspective as internal feedback. We use the mood maintenance model to propose that actors’ work outcomes will moderate the relationship between actors’ recreative cyberloafing and their subsequent recreative cyberloafing such that the better the actors’ work outcomes are, the more likely they are to continue engaging in recreative cyberloafing. Secondly, we consider the outcomes under observer perspective as external feedback. We employ correspondent inference theory to propose that leadership ostracism (coworkers’ workplace cyberloafing) will moderate the relationship between actors’ recreative cyberloafing and their subsequent recreative cyberloafing such that the more leadership ostracism (coworkers’ workplace cyberloafing) actors perceive, the more likely actors’ recreative cyberloafing negatively (positively) relates to their subsequent recreative cyberloafing.

    The four studies connect with each other and progress gradually, constituting a complete closed-loop system to unveil the whole process of workplace cyberloafing from its functions to its adjustment in response to feedback. The results are expected to promote the development and innovation of the field of workplace cyberloafing research, and provide practical guidance for organizations to deal with workplace cyberloafing.

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    The influence of algorithmic human resource management on employee algorithmic coping behavior and job performance
    XI Meng, LIU Yue-Yue, LI Xin, LI Jia-Xin, SHI Jia-Zhen
    Advances in Psychological Science    2025, 33 (6): 948-964.   DOI: 10.3724/SP.J.1042.2025.0948
    Abstract1067)   HTML51)    PDF (690KB)(6813)      

    Algorithmic human resource management (HRM) is an emerging research field that combines artificial intelligence (AI) with HRM, representing a transformative shift in the field of strategic HRM and emphasizing the use of data-driven algorithms to enhance decision-making processes and optimize workforce management. While its operational benefits are widely recognized, its deeper implications for employee job performance remain underexplored, particularly in the context of employees' perceptions, trust, and behavioral adaptations to algorithmic systems. This study addresses these gaps by offering a nuanced theoretical framework that investigates the mechanisms through which algorithmic HRM influences employee job performance by examining the mediating role of employees' cognitive and emotional responses, as well as their algorithmic coping behaviors.

    This research builds on structuration theory to explore the duality of technology and human agency in algorithmic HRM. Specifically, it positions employees not merely as passive recipients of algorithm-driven decisions but as active agents who interpret, adapt, or resist these technologies. By integrating structuration theory's emphasis on the interplay between structural constraints and human agency, this study highlights how employees' perceptions of algorithmic transparency, fairness, and trust shape their cognitive, emotional, and behavioral responses. Furthermore, it underscores the importance of balancing algorithmic efficiency with ethical considerations to sustain employee engagement and organizational legitimacy.

    The innovative contributions of this study include a differentiation between the impacts of algorithmic HRM on in-role performance and extra-role performance. The study theorizes that while algorithmic precision and real-time feedback enhance task performance by providing clear metrics and actionable insights, perceptions of fairness and transparency are critical for fostering trust and encouraging extra-role behaviors. This dual focus on performance dimensions provides a more holistic understanding of algorithmic HRM's effects, addressing prior research limitations that predominantly focus on operational efficiency.

    The study proposes several mechanisms through which algorithmic HRM influences employee performance. First, employees' perceptions of fairness and trust in algorithmic decision-making processes act as critical mediators. Transparent algorithms enhance trust, reduce resistance, and encourage engagement, while opaque or biased algorithms can elicit skepticism and hinder performance. Second, algorithmic HRM directly improves in-role performance by providing precise, data-driven guidance and individualized feedback. In contrast, extra-role performance, such as helping behaviors, relies heavily on employees' perceptions of algorithmic fairness and the degree to which algorithms respect individual circumstances. Third, the study categorizes employees' behavioral adaptations into three types: adaptation, resistance, and manipulation. Employees who adapt to algorithmic systems are more likely to achieve high in-role performance, while those who resist may experience diminished productivity. Manipulative behaviors, such as exploiting algorithmic vulnerabilities, may yield short-term gains but often undermine long-term performance and organizational trust.

    The study identifies several avenues for future research to expand the understanding of algorithmic HRM. First, future research could explore the sustained impacts of algorithmic HRM on employee performance, examining how trust and engagement evolve over time and under varying organizational contexts. Second, comparative analyses of different algorithmic HRM systems (e.g., predictive vs. evaluative algorithms) could reveal their unique effects on employee cognition, emotions, and behaviors, offering insights into their strengths and limitations for in-role and extra-role performance. Investigating the moderating effects of individual characteristics (e.g., personality traits, openness to change) and cultural contexts could deepen our understanding of how employees from diverse backgrounds interact with algorithmic systems and how these differences influence the effectiveness of algorithmic HRM. Finally, future studies should examine strategies to enhance the ethical and transparent use of algorithmic HRM, including employee involvement in algorithm design and periodic reviews to mitigate bias. Such research could bridge the gap between operational efficiency and ethical governance, ensuring that algorithmic HRM aligns with organizational values and employee expectations.

    By linking algorithmic HRM to employee performance through the mediating effects of cognition, emotion, and behavior, this study advances theoretical and practical understandings of algorithmic HRM's role in the digital workplace. It provides a robust framework for examining the interplay between technology and human agency, highlighting the importance of fairness, trust, and adaptability in leveraging algorithmic systems for sustainable performance gains. The findings underscore the need for a balanced approach that integrates operational efficiency with ethical and human-centered practices, offering a comprehensive roadmap for organizations navigating the complexities of algorithmic HRM.

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    Model comparison in cognitive modeling
    GUO Mingqian, PAN Wanke, HU Chuanpeng
    Advances in Psychological Science    2024, 32 (10): 1736-1756.   DOI: 10.3724/SP.J.1042.2024.01736
    Abstract1784)   HTML67)    PDF (2249KB)(6797)      

    Cognitive modeling has gained widespread application in psychological research, providing a robust framework for understanding complex cognitive processes. These models are instrumental in elucidating how mental functions such as memory, attention, and decision-making work. A critical aspect of cognitive modeling is model comparison, which involves selecting the most appropriate model for describing the behavior data and latent variable inference. The choice of the best model is crucial as it directly influences the validity and reliability of the research findings.

    Selecting the best-fitting model often requires careful consideration. Researchers must balance the fit of the models to the data, ensuring that they avoid both overfitting and underfitting. Overfitting occurs when a model describes random error or noise instead of the underlying data structure, while underfitting happens when a model is too simplistic and fails to capture the data's complexity. Additionally, researchers must evaluate the complexity of the parameter data and the mathematical forms involved. This complexity can affect the model's interpretability and the ease with which it can be applied to new data sets.

    This article categorizes and introduces three major classes of model comparison metrics commonly used in cognitive modeling: goodness-of-fit metrics, cross-validation-based metrics, and marginal likelihood-based metrics. Each class of metrics offers distinct advantages and is suitable for different types of data and research questions.

    Goodness-of-fit metrics are straightforward and intuitive, providing a direct measure of how well a model fits the observed data. Examples include mean squared error (MSE), coefficient of determination (R2), and receiver operating characteristic (ROC) curves.

    Cross-validation-based metrics provide a robust means of assessing model performance by partitioning the data into training and testing sets. This approach helps mitigate the risk of overfitting, as the model's performance is evaluated on unseen data. Common cross-validation metrics include the Akaike Information Criterion (AIC) and the Deviance Information Criterion (DIC).

    Marginal likelihood-based metrics are grounded in Bayesian statistics and offer a probabilistic measure of model fit. These metrics evaluate the probability of the observed data given the model, integrating over all possible parameter values. This integration accounts for model uncertainty and complexity, providing a comprehensive measure of model performance. The marginal likelihood can be challenging to compute directly, but various approximations, such as the Bayesian Information Criterion (BIC) and Laplace approximation, are available.

    The article delves into the computation methods and the pros and cons of each metric, providing practical implementations in R using data from the orthogonal Go/No-Go paradigm. This paradigm is commonly used in cognitive research to study motivation and reinforcement learning, making it an ideal example for illustrating model comparison techniques. By applying these metrics to real-world data, the article offers valuable insights into their practical utility and limitations.

    Based on this foundation, the article identifies suitable contexts for each metric, helping researchers choose the most appropriate method for their specific needs. For instance, goodness-of-fit metrics are ideal for initial model evaluation and exploratory analysis, while cross-validation-based metrics are more suitable for model selection in predictive modeling. Marginal likelihood-based metrics, with their Bayesian underpinnings, are particularly useful in confirmatory analysis and complex hierarchical models.

    The article also discusses new approaches such as model averaging, which combines multiple models to account for model uncertainty. Model averaging provides a weighted average of the predictions from different models, offering a more robust and reliable estimate than any single model. This approach can be particularly beneficial in complex cognitive modeling scenarios where multiple models may capture different aspects of the data.

    In summary, this article provides a comprehensive overview of model comparison metrics in cognitive modeling, highlighting their computation methods, advantages, and practical applications. By offering detailed guidance on choosing and implementing these metrics, the article aims to enhance the rigor and robustness of cognitive modeling research.

    Model comparison involves considering not only the fit of the models to the data (balancing overfitting and underfitting) but also the complexity of the parameter data and mathematical forms. This article categorizes and introduces three major classes of model comparison metrics commonly used in cognitive modeling, including: goodness-of-fit metrics (such as mean squared error, coefficient of determination, and ROC curves), cross-validation-based metrics (such as AIC, DIC), and marginal likelihood-based metrics. The computation methods and pros and cons of each metric are discussed, along with practical implementations in R using data from the orthogonal Go/No-Go paradigm. Based on this foundation, the article identifies the suitable contexts for each metric and discusses new approaches such as model averaging in model comparison.

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    How virtual communication affects supervisor-subordinate power configuration? A perspective from self-construction and mutual construction of identity
    MAO Jiang-hua, CHEN Wen-wen, JIN Can
    Advances in Psychological Science    2024, 32 (9): 1430-1449.   DOI: 10.3724/SP.J.1042.2024.01430
    Abstract1192)   HTML64)    PDF (678KB)(6692)      

    With the increasing utilization of information communication technologies (ICT) in organizations, virtual communication has emerged as the predominant method of communication. In contrast to traditional face-to-face communication, the filtering of cues and the geographically distributed nature of virtual communication significantly diminish power cues and social norm constraints. More importantly, the inherent asynchronicity of virtual communication interrupts the process of power expression and acceptance. All these have a significant impact on the existing power configuration between supervisor and subordinate. However, there is limited research on whether and how virtual communication affects traditional hierarchical power configurations. Systematic and detailed empirical studies on the specific influencing factors, mechanisms, effects, and boundary conditions are lacking.

    This study examines the effects and mechanisms of virtual communication on supervisor-subordinate power allocation from an organizational communication perspective. Virtual communication mainly includes technical cues, message exchange behaviors, and communication patterns. The configuration of hierarchical power focuses on the arrangement of power distribution in organizations, both from the structural perspective (e.g., the persistence and re-establishment of hierarchical power relationships) and from the psychological perspective (e.g., dynamics of supervisors’ sense of power and subordinates’ obedience). Since the expression and acceptance of power are closely linked to membership identity, this study will explore how virtual communication ultimately affects hierarchical power configurations by influencing the self-construction and mutual construction of identity in supervisors and subordinates, based on the leadership and followership identity perspective.

    Specifically, this study will examine the impact of technical cues, message exchange behaviors, and virtual communication patterns on supervisor power expression and subordinate power acceptance, considering individual-, episodic-, and interpersonal-level. Firstly, from the perspective of supervisor-subordinate identity self-construction, this study will explore the effects of technical power cues, both verbal and non-verbal, on supervisors' sense of power (Study 1a) and subordinates' obedience (Study 1b). At the individual level, it will combine leadership research with the information systems field to reveal the effects and mechanisms of ICT on the configuration of power between supervisors and subordinates. Second, from the perspective of supervisor-subordinate identity mutual construction, this study will explore the effects of message sending and replying behaviors on supervisors’ sense of power (Study 2a) and subordinates’ obedience (Study 2b). At the episodic level, it will combine leadership communication with communication research to reveal the effects and mechanisms of message exchange behaviors on hierarchical power configurations. Thirdly, from the perspective of supervisor-subordinate relationship identity, this study will explore the effect of virtual communication patterns on the persistence of power relationships (Study 3). At the interpersonal level, it will reveal the effects and mechanisms of supervisor-subordinate virtual communication patterns on the configuration of supervisor-subordinate power and will broaden the scope of research on the termination and reconstruction of these power relationships.

    By integrating the perspectives and theories of organizational behavior, information systems, and communication disciplines, this study aims to contribute to the theoretical advancement of research on the utilization of ICT and hierarchical power configurations, as well as to provide guidance for the design of communication software and the implementation of hierarchical virtual communication. This study will explore the interaction process between supervisors and subordinates based on the communication process from a microscopic perspective, to reveal the effect of supervisor-subordinate virtual communication and the essential dynamics of power and leadership impact, thus expanding the theory of the Communicative Constitution of Organization. Simultaneously, this study focuses on the static and dynamic characteristics of information technology as the research content rather than just the context, which will facilitate interdisciplinary integration between the fields of organizational behavior and information systems. It adopts the research paradigm of social formation theory, addressing the debate between technological determinism (i.e., information technology diminishes leaders’ power) and social formation theory (i.e., leaders maintain their power with the aid of technology) from the perspective of identity construction. Moreover, this study aims to offer systematic guidance on the design of communication software within organizations, the rational and efficient use of ICT, and the effectiveness of remote communication by managers, thereby offering crucial insights into organizational virtual communication practices.

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    The relationship between parenting styles and positive development of Chinese adolescents : A series of meta-analytic studies
    TANG Tian, WANG Yu, GONG Fangying, SHI Ke, LI Xi, LIU Wei, CHEN Ning
    Advances in Psychological Science    2024, 32 (8): 1302-1314.   DOI: 10.3724/SP.J.1042.2024.01302
    Abstract3900)   HTML297)    PDF (725KB)(6642)      

    Objective: Positive Youth Development (PYD) is one of the most influential concepts in adolescent development research, which focuses on the potential advantages and plasticity of adolescent development trajectory, and emphasizes the important role of the interaction between individuals and the environment on adolescent development. Previous meta-analytic studies have mostly examined the effects of family parenting styles on single variables in the structure of positive adolescent development, and no study has examined the effects of family parenting styles on the holistic conceptualization of positive adolescent development.

    Methods: Based on the perspective of positive adolescent development, this study took Chinese adolescents as samples and included three variables: academic achievement, self-esteem and resilience to conduct a series of meta-analyses (206 articles, 1822 independent effect sizes, and the total number of subjects reached 109,968). Three databases including CNKI, Wanfang and VIP were selected for Chinese, and Web of Science Core Set, Wiley, Proquest, EBSCO and Elsevier databases were selected for foreign languages to search relevant studies on Chinese adolescents. For joint retrieval by keyword, such as "parenting/rearing styles" and "academiac achievemant/success/performance" or "self-esteem" or "resilience", At the same time, a large number of documents are included through subject search and full-text search. Retrieved on 22 December 2022. In the end, 206 articles met the above criteria, including 57 articles on academic achievement, 97 articles on self-esteem (including 3 articles in English), and 52 articles on resilience (including 1 article in English). The zero-order correlation coefficient r was used as the index of effect quantity. Comprehensive Meta-Analysis(CMA 2.0) was used to test the main effect and the moderating effect of the series of meta-analyses; meta-regression analysis was used to analyze the moderating effect of female ratio and publication year, etc.; subgroup analysis was used to analyze the moderating effect of education stage, publication type and measurement tools, etc.

    Results: Result: Different types of family rearing styles were significantly correlated with the three core indices of adolescents' positive development. Positive family parenting styles were moderately correlated with adolescents' positive development (r = 0.32), while negative family rearing styles were moderately correlated with adolescents' positive development (r = -0.13). The results confirm the relationship between family parenting style and the positive development of adolescents from a holistic perspective. Specifically, among the concrete constructs of adolescents' positive development, positive parenting style had the highest correlation with resilience (r = 0.43), followed by self-esteem (r = 0.318) and academic achievement (r= 0.18). Negative parenting styles were associated with higher levels of resilience (r = -0.17) and self-esteem (r = -0.16), and lower levels of academic achievement (r= -0.10). These results indicate that the effect of family rearing style on adolescent development is both holographic and different. In addition, meta-regression analysis and subgroup analysis found that the ratio of females in the continuous variable and the stage of education in the group variable had a significant moderating effect on the relationship between family parenting style and the indicators of adolescent positive development.

    Conclusion: In this study, three representative variables such as academic achievement, resilience and self-esteem were included in the core indices of adolescents' positive development. Based on the first-order and second-order meta-analysis, the relationship between the development resource of family parenting style and adolescents' positive development was investigated. In order to comprehensively and deeply understand the development resource value of family parenting style. It provides a theoretical perspective and new evidence for the holistic and differentiated effects on the positive development of adolescents. There is a close correlation between family parenting style and adolescent development variables, which confirms the important role of "family style parenting" in promoting the overall positive development of adolescents, and the holographic function of positive family parenting style in shaping adolescents' ability, self-worth and positive psychological character. It highlights the theoretical contribution and practical significance of this study under the background of Chinese excellent traditional family culture.

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    Values conflicts from a psychological perspective: Impact and theoretical explanation
    YUE Tong, WANG Hong, LI Qinggong, REN Xiaoxiao, ZHANG Xinyi
    Advances in Psychological Science    2025, 33 (2): 351-361.   DOI: 10.3724/SP.J.1042.2025.0351
    Abstract2750)   HTML234)    PDF (528KB)(6411)      

    This paper provides an in-depth analysis of value conflicts from a psychological perspective, focusing on their background, manifestations, and impact on individual mental health. In today’s society, where globalization and cultural exchange are increasingly prevalent, conflicts between different value systems have become more pronounced. The clash between traditional and modern values, Eastern and Western philosophies, and collectivism versus individualism forms the complex landscape of contemporary value conflicts. This study introduces a novel framework to understand these conflicts by categorizing them into two types: long-term conflicts and immediate conflicts, and by exploring the psychological mechanisms that drive them.
    Long-term conflicts arise when individuals hold two conflicting values that are difficult to reconcile, such as collectivist versus individualist values. These conflicts occur when individuals cannot find a balance between these values, leading to sustained psychological stress, anxiety, and eventually a decrease in overall well-being. For instance, research has shown that individuals who highly value family obligations often face emotional distress when trying to pursue personal freedom. This type of conflict has a profound impact on mental health, as the inability to reconcile competing value systems generates ongoing internal tension. Moreover, conflicts between social roles—such as work responsibilities and family commitments—further exacerbate the psychological strain, making it difficult for individuals to manage these competing priorities.
    In contrast, immediate conflicts are short-lived but intense, arising when individuals are forced to make decisions between opposing values within a short timeframe. Although the duration of these conflicts is brief, they can generate significant psychological pressure. Experimental studies in controlled settings have demonstrated that tasks requiring individuals to choose between values such as “honesty” and “altruism” often result in increased activation in brain regions related to conflict detection and emotion regulation, such as the prefrontal cortex and cingulate cortex. These neural responses suggest that value conflicts not only involve cognitive decision-making but also provoke strong emotional reactions, which can contribute to the psychological burden during moments of intense decision-making.
    The theoretical contribution of this paper is grounded in two major psychological explanations for value conflicts. The first is the motivational opposition hypothesis, which posits that value conflicts arise because different values represent opposing motivational goals. Drawing from Schwartz’s value theory, this paper explains how self-enhancement values (such as power and achievement) frequently conflict with self-transcendence values (such as benevolence and universalism). These conflicts generate internal motivational tension, as individuals are often forced to choose between their personal success and the welfare of others or society. For example, an individual who values both material success and social harmony may experience prolonged stress as these goals often pull them in different directions.
    Secondly, the paper introduces the self-concept consistency theory, which argues that value conflicts threaten individuals’ sense of identity. When people hold incompatible values, their self-concept—how they define and perceive themselves—becomes fragmented, leading to inner tension. For example, individuals who place a high value on both environmental sustainability and materialism face a significant identity conflict, as these values are often seen as contradictory. Psychological discomfort arises when individuals attempt to reconcile these incompatible values. Research suggests that maintaining a consistent self-concept is essential for mental health, and disruptions caused by value conflicts can lead to negative emotions such as guilt, stress, and anxiety.
    In conclusion, this paper offers a comprehensive theoretical framework for understanding value conflicts and their psychological impact. By distinguishing between long-term and immediate conflicts, and by delving into their underlying mechanisms, this study sheds light on how these conflicts shape individual well-being. The integration of the motivational opposition hypothesis and self-concept consistency theory provides a nuanced understanding of why value conflicts are so impactful on mental health. Furthermore, this framework offers insights into potential avenues for future research, particularly in exploring cultural differences in how value conflicts manifest and their subsequent effects on mental health. The paper suggests that further investigation into therapeutic interventions and conflict resolution strategies could mitigate the negative psychological effects of value conflicts, helping individuals navigate these challenges more effectively.

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