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Wissensanalysen besitzen arbeitspsychologische Relevanz, da kompetentes Arbeitshandeln das Beherrschen eines gesicherten Basiswissens voraussetzt. In der arbeitspsychologischen Praxis werden Wissensdiagnosen beispielsweise eingesetzt in Wissensmanagementprozessen, zur Evaluation von Weiterbildungsmaßnahmen oder zur Entwicklung wissensbasierter Systeme. Der Wortassoziationsversuch als ein Verfahren zur Verbalisation fachspezifischen Wissens kann dazu einen Beitrag leisten. Dabei werden Probanden Stimuli aus einer umschriebenen Domäne des Fachwissenbereichs vorgegeben, auf welche diese stichwortartig alle Assoziationen benennen sollen, welche ihnen einfallen. Je mehr jemand assoziiert, desto größer ist – gemäß der Annahme einer netzwerkanalogen Repräsentation – dessen Wissensbesitz. Da die Verfahrensgüte des Wortassoziationsversuchs bisher ungeklärt war, sollten anhand von insgesamt 17 Feldstudien die Haupt- und Nebengütekriterien bestimmt werden. Es zeigte sich, daß der Wortassoziationsversuch in der Lage ist, explizites, deklaratives Fachwissen von Probanden zu erheben, und somit ein brauchbares wissensdiagnostisches Instrument darstellt. Die Reliabilität des Wortassoziationsversuchs konnte belegt werden, somit ist eine wichtige Voraussetzung zur Beurteilung der Validität sowie der Veränderungssensitivität gegeben. Auch die Prüfung der Validität anhand der Außenkriterien Geschäftsführerbeurteilung sowie Klausurleistung erbrachte zufriedenstellende Koeffizienten und kann daher ebenfalls als belegt angesehen werden. Ebenso konnte i.S. der diskriminanten Validierung gezeigt werden, daß mittels der Assoziationstechnik tatsächlich das Konstrukt des Fachwissens und nicht der generellen Fähigkeit zur Wortflüssigkeit erfaßt wird. Insgesamt zeigt sich der Wortassoziationsversuch damit als ein valides, reliables, m.E. Objektives, veränderungssensitves, von den Probanden akzeptiertes, ökonomisches und damit für die arbeitspsychologische Praxis nützliches Verfahren.
People engage in a multitude of different relationships. Relatives, spouses, and friends are modestly to moderately similar in various characteristics, e.g., personality characteristics, interests, appearance. The role of psychological (e.g., skills, global appraisal) and social (e.g., gender, familial status) similarities in personal relationships and the association with relationship quality (emotional closeness and reciprocity of support) were examined in four independent studies. Young adults (N = 456; M = 27 years) and middle-aged couples from four different family types (N = 171 couples, M = 38 years) gave answer to a computer-aided questionnaire regarding their ego-centered networks. A subsample of 175 middle-aged adults (77 couples and 21 individuals) participated in a one-year follow-up questioning. Two experimental studies (N = 470; N = 802), both including two assessments with an interval of five weeks, were conducted to examine causal relationships among similarity, closeness, and reciprocity expectations. Results underline the role of psychological and social similarities as covariates of emotional closeness and reciprocity of support on the between-relationship level, but indicate a relatively weak effect within established relationships. In specific relationships, such as parent-child relationships and friendships, psychological similarity partly alleviates the effects of missing genetic relatedness. Individual differences moderate these between-relationship effects. In all, results combine evolutionary and social psychological perspectives on similarity in personal relationships and extend previous findings by means of a network approach and an experimental manipulation of existing relationships. The findings further show that psychological and social similarity have different implications for the study of personal relationships depending on the phase in the developmental process of relationships.
Workplace-related anxieties and workplace phobia : a concept of domain-specific mental disorders
(2008)
Background: Anxiety in the workplace is a special problem as workplaces are especially prone to provoke anxiety: There are social hierarchies, rivalries between colleagues, sanctioning through superiors, danger of accidents, failure, and worries of job security. Workplace phobia is a phobic anxiety reaction with symptoms of panic occurring when thinking of or approaching the workplace, and with clear tendency of avoidance. Objectives: What characterizes workplace-related anxieties and workplace phobia as domain-specific mental disorders in contrast to conventional anxiety disorders? Method: 230 patients from an inpatient psychosomatic rehabilitation center were interviewed with the (semi-)structured Mini-Work-Anxiety-Interview and the Mini International Neuropsychiatric Interview, concerning workplace-related anxieties and conventional mental disorders. Additionally, the patients filled in the self-rating questionnaires Job-Anxiety-Scale (JAS) and the Symptom Checklist (SCL-90-R)measuring job-related and general psychosomatic symptom load. Results: Workplace-related anxieties occurred together with conventional anxiety disorders in 35% of the patients, but also alone in others (23%). Workplace phobia could be found in 17% of the interviewed, any diagnosis of workplace-related anxiety was stated in 58%. Workplace phobic patients had significantly higher scores in job-anxiety than patients without workplace phobia. Patients with workplace phobia were significantly longer on sick leave in the past 12 months (23,5 weeks) than patients without workplace phobia (13,4 weeks). Different qualities of workplace-related anxieties lead with different frequencies to work participation disorders. Conclusion: Workplace phobia cannot be described by only assessing the general level of psychosomatic symptom load and conventional mental disorders. Workplace-related anxieties and workplace phobia have an own clinical value which is mainly defined by specific workplace-related symptom load and work-participation disorders. They require special therapeutic attention and treatment instead of a “sick leave” certification by the general health physician. Workplace phobia should be named with a proper diagnosis according to ICD-10 chapter V, F 40.8: “workplace phobia”.