Hinkley K, Andersen S M
Department of Psychology, New York University, New York 10003, USA.
J Pers Soc Psychol. 1996 Dec;71(6):1279-95. doi: 10.1037//0022-3514.71.6.1279.
This research tested the hypothesis that changes in the working self-concept emerge in transference, defined as the activation and application of a significant-other representation to a new person and indexed by relevant inferences and memory (e.g., S. M. Andersen & A. Baum, 1994; S. M. Andersen, N. S. Glassman, S. Chen, & S. Cole, 1995). In an idiographic-nomothetic design, participants learned of a target person who resembled their own or a yoked participant's positively or negatively toned significant other. Results replicated the basic memory effect verifying transference. As predicted, the working self-concept changed in the transference condition. After learning about the new person, participants' freely listed self features shifted; the working self-concept became more infused with aspects of the self reflecting the self when with this significant other. Relevant changes in self evaluation were observed. Hence, changes in the working self-concept occurred in transference.
工作自我概念的变化出现在移情过程中，移情被定义为将重要他人表征激活并应用于一个新人，并通过相关推断和记忆来衡量（例如，S.M. 安德森和A. 鲍姆，1994；S.M. 安德森、N.S. 格拉斯曼、S. 陈和S. 科尔，1995）。在一种个案 - 通则设计中，参与者了解到一个目标人物，该人物类似于他们自己或与之匹配的参与者的积极或消极的重要他人。结果重复了验证移情的基本记忆效应。正如预测的那样，工作自我概念在移情条件下发生了变化。在了解了这个新人之后，参与者自由列出的自我特征发生了变化；工作自我概念变得更多地融入了与这个重要他人在一起时反映自我的自我方面。观察到了自我评估的相关变化。因此，工作自我概念的变化发生在移情过程中。
