2027硕士研究生考研英语阅读素材:外刊《经济学人》The quality you should most wish for your children 你最希望儿女拥有的品质是什么?
- 2026-11-04 11:41:53
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The quality you should most wish for your children
The benefits of having an internal locus of control
Aug 27th 2026
If you could bestow any quality on your children, which one would you pick? Great intelligence? Empathy for humanity? Much greater respect for their parents? The ability to pass a fridge without opening it?
Deborah Cobb-Clark, an economist at the University of Sydney, has a different answer: an internal locus of control. The concept of a locus of control was developed in the 1960s by a psychologist with the tremendous name of Julian Rotter. It is closely linked to the idea of agency. People with an internal locus of control believe that they are able to shape the world around them; those with an external locus of control tend to think that luck, destiny or other people determine their fate.
It turns out that being an internal is pretty useful. It motivates effort: one study by Ms Cobb-Clark and her co-authors looked at a cohort of newly unemployed people in Germany, and found that people with a more external locus of control searched less intensively for work than internals. Why spend time hunting for jobs, after all, if outcomes are disconnected from actions? Externals also had lower reservation wages, the minimum pay they were prepared to accept for a job.
An internal locus is linked to self-control: another paper concluded that households with a greater sense of agency save more of their wealth. It helps turn intention into action, too, seeming to prompt people with entrepreneurial aspirations to actually take the leap and become a founder.
Being an internal also seems to help your descendants. A paper by Warn Lekfuangfu of Universidad Carlos III de Madrid and her co-authors found that, other things being equal, the locus of control of expectant mothers is correlated with the effort they put into active parenting. Internals are more likely to think that time spent developing the skills of their sprogs will pay off. Externals are more likely to think: “Little Rodney is just a helpless plaything of the gods.”
The locus of control exists on a spectrum. Ms Cobb-Clark worries most about the small minority of peoplewho never really develop a sense of their own agency at all. But many more routinely underestimate their power to exert control over their circumstances.
In her pointedly titled book, “You Can Just Do Things”, Cate Hall cites research by Francis Flynn and Vanessa Lake, then of Columbia University, showing that people misjudge how likely others are to respond to requests for help. In a series of experiments, the researchers asked participants how many strangers they would have to approach to complete a range of tasks, from filling out questionnaires to borrowing a mobile phone to make a call. The actual numbers were much lower than the estimates, not because people are unbelievably nice, but because it is awkward to reject a direct request for help.
In another experiment, Steven Levitt of the University of Chicago got people who were dithering over a big decision to toss a virtual coin to help them make their choice. A toss in favour of change made it much more likely that someone would go ahead and break with the status quo. Those who did reported being much happier than those who did not. That suggests many people who would benefit from change lack the sense of agency to seize control of their own destiny without a nudge.
If an external locus of control is holding back individuals, it could be hindering organisations, too. A new paper, co-written by Feng Xu of the Harbin Institute of Technology, looks at adoption of artificial intelligence by manufacturing firms in Shenzhen. The researchers find that internals, who are more likely to see AI as a skill to master, are happier to share knowledge about their experiences of it. Externals, who are more likely to see the technology as a threat to their job security, are more prone to hiding information.
What should managers do about this? They could test for locus of control in hiring processes: Andrej Karpathy, a quotable AI researcher, has said that as a trait, agency is both more powerful and scarcer than intelligence. Compensation and promotion systems should reward achievement as a matter ofcourse, but that link can be made more explicit. Cultural norms can also be set to prompt people towards taking action. “Ask forgiveness, not permission” is a mantra that can have some pretty ugly consequences if you have lots of high-agency people and no guardrails. But the idea behind it is sound.
逐段注解
The quality you should most wish for your children
The benefits of having an internal locus of control
Aug 27th 2026
If you could bestow any quality on your children, which one would you pick? Great intelligence? Empathy for humanity? Much greater respect for their parents? The ability to pass a fridge without opening it?
Notes
‑ internal locus of control：专有心理学术语，内部控制点；locus /ˈləʊkəs/n. 中心点、位置；control n. 掌控感
‑ bestow /bɪˈstəʊ/v. 赠予，赋予（品质、天赋）
Deborah Cobb‑Clark, an economist at the University of Sydney, has a different answer: an internal locus of control. The concept of a locus of control was developed in the 1960s by a psychologist with the tremendous name of Julian Rotter. It is closely linked to the idea of agency. People with an internal locus of control believe that they are able to shape the world around them; those with an external locus of control tend to think that luck, destiny or other people determine their fate.
Notes
‑ tremendous /trəˈmendəs/adj. 了不起的，引人注目的
‑ Julian Rotter：专有名词，朱利安・罗特，美国著名人格心理学家，控制点理论创始人
‑ agency /ˈeɪdʒənsi/n. 自我能动性，行动自主权（心理学概念：人可以主动改变自身处境）
‑ external locus of control：外部控制点；外控者，认为人生结果由外界力量决定
It turns out that being an internal is pretty useful. It motivates effort: one study by Ms Cobb‑Clark and her co‑authors looked at a cohort of newly unemployed people in Germany, and found that people with a more external locus of control searched less intensively for work than internals. Why spend time hunting for jobs, after all, if outcomes are disconnected from actions? Externals also had lower reservation wages, the minimum pay they were prepared to accept for a job.
Notes
‑ internal /ɪnˈtɜːnl/n.（文中简写）内控型人格者
‑ cohort /ˈkəʊhɔːt/n.（统计）一批受试人群，队列
‑ intensively /ɪnˈtensɪvli/adv. 投入地、高强度地
‑ reservation wage：专有经济学术语，保留工资；求职者愿意接受的最低薪资水平
An internal locus is linked to self‑control: another paper concluded that households with a greater sense of agency save more of their wealth. It helps turn intention into action, too, seeming to prompt people with entrepreneurial aspirations to actually take the leap and become a founder.
Notes
‑ household /ˈhaʊshəʊld/n. 家庭住户
‑ prompt /prɒmpt/v. 促使，推动
‑ entrepreneurial /ˌɒntrəprəˈnɜːriəl/adj. 创业的，企业家的
‑ aspiration /ˌæspəˈreɪʃn/n. 抱负，志向
‑ take the leap：下定决心放手一搏
Being an internal also seems to help your descendants. A paper by Warn Lekfuangfu of Universidad Carlos III de Madrid and her co‑authors found that, other things being equal, the locus of control of expectant mothers is correlated with the effort they put into active parenting. Internals are more likely to think that time spent developing the skills of their sprogs will pay off. Externals are more likely to think: “Little Rodney is just a helpless plaything of the gods.”
Notes
‑ descendant /dɪˈsendənt/n. 后代，子女
‑ other things being equal：固定短语，在其他条件相同的前提下
‑ expectant mother：孕妇，待产母亲
‑ sprog /sprɒɡ/n.（英式口语，略带戏谑）小孩，孩童
‑ plaything /ˈpleɪθɪŋ/n. 玩物，任人摆布的对象
The locus of control exists on a spectrum. Ms Cobb‑Clark worries most about the small minority of people who never really develop a sense of their own agency at all. But many more routinely underestimate their power to exert control over their circumstances.
Notes
‑ spectrum /ˈspektrəm/n. 光谱；连续变化区间（控制点不是非黑即白，而是一条渐变区间）
‑ exert control over：对……施加掌控力
In her pointedly titled book, “You Can Just Do Things”, Cate Hall cites research by Francis Flynn and Vanessa Lake, then of Columbia University, showing that people misjudge how likely others are to respond to requests for help. In a series of experiments, the researchers asked participants how many strangers they would have to approach to complete a range of tasks, from filling out questionnaires to borrowing a mobile phone to make a call. The actual numbers were much lower than the estimates, not because people are unbelievably nice, but because it is awkward to reject a direct request for help.
Notes
‑ pointedly /ˈpɔɪntɪdli/adv. 一针见血地；标题直截了当地表明主旨
‑ cite /saɪt/v. 引用，援引（研究）
In another experiment, Steven Levitt of the University of Chicago got people who were dithering over a big decision to toss a virtual coin to help them make their choice. A toss in favour of change made it much more likely that someone would go ahead and break with the status quo. Those who did reported being much happier than those who did not. That suggests many people who would benefit from change lack the sense of agency to seize control of their own destiny without a nudge.
Notes
‑ dither /ˈdɪðə(r)/v. 犹豫不决，反复纠结
‑ toss a virtual coin：抛掷虚拟硬币
‑ in favour of change：硬币结果指向做出改变
‑ break with the status quo：打破现状；status quo /ˌsteɪtəs ˈkwəʊ/n. 现状
‑ nudge /nʌdʒ/n. 轻微推动，外力提示
If an external locus of control is holding back individuals, it could be hindering organisations, too. A new paper, co‑written by Feng Xu of the Harbin Institute of Technology, looks at adoption of artificial intelligence by manufacturing firms in Shenzhen. The researchers find that internals, who are more likely to see AI as a skill to master, are happier to share knowledge about their experiences of it. Externals, who are more likely to see the technology as a threat to their job security, are more prone to hiding information.
Notes
‑ hold back：拖后腿，阻碍发展
‑ hinder /ˈhɪndə(r)/v. 妨碍，制约
‑ be prone to：易于，倾向于（做出某事）
What should managers do about this? They could test for locus of control in hiring processes: Andrej Karpathy, a quotable AI researcher, has said that as a trait, agency is both more powerful and scarcer than intelligence. Compensation and promotion systems should reward achievement as a matter of course, but that link can be made more explicit. Cultural norms can also be set to prompt people towards taking action. “Ask forgiveness, not permission” is a mantra that can have some pretty ugly consequences if you have lots of high‑agency people and no guardrails. But the idea behind it is sound.
Notes
‑ hiring process：招聘流程
‑ quotable /ˈkwəʊtəbl/adj. 言论常被引用的
‑ trait /treɪt/n. 人格特质
‑ scarce /skeəs/adj. 稀缺的，少见的
‑ compensation /ˌkɒmpenˈseɪʃn/n. 薪酬待遇
‑ promotion /prəˈməʊʃn/n. 晋升
‑ as a matter of course：理所应当，惯例
‑ explicit /ɪkˈsplɪsɪt/adj. 清晰直白的
‑ cultural norm：企业文化准则，群体行为规范
‑ mantra /ˈmæntrə/n. 口号，信条；“先斩后奏，事后求得谅解，而非事前请求许可”，西方职场流行口号
‑ guardrail /ˈɡɑːdreɪl/n. 护栏；引申义：制度约束、风险管控规则
‑ sound /saʊnd/adj.（想法）合理可靠的
全文翻译
《你最应该期望子女拥有的品质》
拥有内部控制点的诸多益处
2026 年 8 月27 日
如果你能够赋予子女任何一种品质，你会选择哪一种？极高的智商？对他人的共情力？对父母更多的尊重？还是路过冰箱却能做到不打开它的自制力？
悉尼大学经济学家黛博拉・科布‑克拉克给出的答案不同：内部控制点。“控制点”这一概念于20 世纪60 年代由一位名字极其响亮的人格心理学家朱利安・罗特提出。它与 “自我能动性”的概念密切相关。拥有内部控制点的人相信，自己有能力塑造周围的世界；而拥有外部控制点的人往往认为，是运气、命运或他人决定了自身的际遇。
事实证明，成为内控型人格者相当有益。它能够激发个人努力：科布‑克拉克及其合著者的一项研究追踪了一批德国新近失业的人群，结果发现，外部控制点较强的人，在寻找工作上的投入程度低于内控型人格者。毕竟，如果结果与行动毫不相干，那何必浪费时间四处找工作呢？外控型人格者的保留工资也更低，也就是他们愿意接受一份工作的最低薪资水平。
内部控制点还与自制力相关：另一篇论文得出结论，自我能动性更强的家庭会存下更多的财富。它还能帮助人们将想法转化为行动，似乎能够促使怀有创业抱负的人真正放手一搏，成为公司创始人。
拥有内部控制点似乎还能惠及后代。马德里卡洛斯三世大学的瓦恩・莱库昂富及其合著者的一篇论文发现，在其他条件相同的前提下，待产母亲的控制点高低，与她投入主动育儿的精力存在相关性。内控型母亲更倾向于认为，花时间培养孩子的技能会带来回报。而外控型母亲则更可能这样想：“小罗德尼不过是神手里一只无能为力的玩物罢了。”
控制点存在于一条连续的区间之上。科布‑克拉克最担忧的，是那一小部分自始至终从未真正建立起自我能动性意识的人群。但更多人的问题是，他们常常低估了自己对周遭处境所能施加的掌控力。
在书名一针见血的《你只管去做》一书中，作者凯特・霍尔援引了当时任职于哥伦比亚大学的弗朗西斯・弗林与瓦内萨・莱克的研究。该研究表明，人们往往会误判他人响应求助请求的可能性。在一系列实验中，研究者询问受试者：要完成一系列任务—— 从填写问卷，到借手机打电话—— 需要主动接触多少位陌生人。实际数字远低于受试者的预估。原因并非人们好得出奇，而是因为当面拒绝一个直截了当的求助请求，实在令人难为情。
在另一项实验中，芝加哥大学的史蒂芬・莱维特让一群在大事上犹豫不决的人抛掷虚拟硬币，借助其结果做出选择。当硬币结果指向“做出改变”时，人们更有可能付诸行动，与现状决裂。而那些真的做出改变的人，比没有改变的人幸福得多。这表明，许多人明明能从改变中获益，却因为缺乏自我能动性，没有外力轻轻推一把，便无法主动掌控自己的命运。
如果外部控制点会拖累个人，那么它也可能制约整个组织。由哈尔滨工业大学的冯旭参与合著的一篇新论文，研究了深圳制造企业对人工智能的采用情况。研究者发现，内控型员工更倾向于把AI 看作一项有待掌握的技能，因而更乐于分享自己使用AI 的经验心得；而外控型员工更倾向于将这项技术视为对自身工作安全的威胁，因此更容易选择隐瞒相关信息。
管理者应当如何应对这一点？他们可以在招聘流程中测试应聘者的控制点倾向。言论常被引用的AI 研究者安德烈・卡尔帕西曾说，作为一种人格特质，自我能动性比智力更强大，也更加稀缺。薪酬与晋升制度理应奖励实绩成就，而这一点还可以被设计得更加清晰直白。企业还可以通过确立文化规范，促使员工主动采取行动。“先斩后奏、求得谅解，而非事前请示许可”这句口号，如果你的团队里到处都是高能动性、却又缺乏制度护栏约束的人，就可能酿成相当糟糕的后果。但这句话背后的理念本身是站得住脚的。
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