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A criminal act can be regarded as an irrational decision-making process. Therefore, understanding differences in the criminal decision-making process would shed light on criminal behavior. We utilized dual processing theory to propose that offenders' differences in decision-making may cause them to adopt non-adaptive behaviors, such as high reference point setting, abnormal reward-punishment sensitivity, delayed discounting rate, and decision-making style. Our study compares differences in these indicators between offenders ( n = 518) and non-offenders ( n = 636) in a diverse sample of Chinese adults. The results showed that compared with non-offenders, offenders had higher relative deprivation, reward sensitivity, and delayed discounting rates but lower punishment sensitivity and vigilance in decision-making. A logistic regression analysis also shows that the above factors were significant predictive indicators for the commission of crimes., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Peng, Zhang, Yuan, Zhou, Tian and Fang.)

Occupational self-efficacy, which refers to the belief that one is competent to fulfill work-related tasks or activities, has attracted increasing attention in recent years. The six-item version of the Occupational Self-Efficacy Scale (OSS-6) is an excellent tool for evaluating occupational self-efficacy; however, there is currently no report of the reliability and validity of the OSS-6 among Chinese people. This study aimed to translate the OSS-6 into Chinese and evaluate its reliability and validity in a sample of Chinese employees. A total of 433 junior staff at several firms completed the Chinese version of the OSS-6, the General Self-Efficacy Scale, the Rosenberg Self-Esteem Scale, the Minnesota Job Satisfaction Questionnaire, the in-role performance scale, and the career calling scale. Four weeks later, 94 participants were recalled and were retested using the OSS-6. Factor analysis results supported the one-factor model of the OSS-6. Excellent internal consistency was obtained with the OSS-6. Additionally, the OSS-6 results were significantly correlated with general self-efficacy, self-esteem, job satisfaction, in-role performance, and career calling. Furthermore, occupational self-efficacy was found to partially mediate the effects of career calling on job satisfaction and in-role performance. The results of this study supported the cross-cultural consistency of the structure of the OSS-6 and showed that the Chinese version of the OSS-6 demonstrated excellent validity and reliability. Therefore, the Chinese version of the OSS-6 can be used as an assessment tool for evaluating occupational self-efficacy in future studies., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2021 Peng, Zhang, Zhou, Wan, Yuan, Gui and Zhu.)