三人问题解决中的惯例:测量及合作水平的影响

基于互联网技术,以加10游戏为实验任务探讨了三人合作问题解决中的惯例现象。实验1探讨了加10游戏中惯例现象的描述方法和测量指标。结果表明,加10游戏中的惯例现象既可从行为、认知和情感3大类、7方面指标进行描述和测量;也可以从个体与群体两个层面进行快速判断并进行惯例化程度的描述。实验2探讨了不同合作水平下惯例化程度的差异。结果表明,完全不合作情境下惯例化程度最高,有条件合作情境下次之,完全合作情况下惯例化程度最低。研究构建了惯例及惯例化程度的描述指标体系并发现惯例是合作不良情境下的最优选择,这为未来合作问题解决中的惯例研究提供了思路。     

两人问题解决中惯例的测量及其微观发生过程

惯例是一种群体的程序化行为，类似于思维定势，其实验测量最早源于 Cohen 与 Bacdayan (1994)发明的TTT扑克牌游戏。研究选取35对两人组被试，在问题解决的框架下采用微观发生法的思路重新设计实验任务，探讨了两人问题解决中惯例的表现，并在此基础上探讨了惯例从无到有的产生过程。结果表明：(1)修改后的40局TTT扑克牌游戏中存在明显的惯例现象，这可以从可靠性、速度、重复的行动序列、基于特定策略的行为模式和偶尔的次优性5个指标进行验证和描述。(2)惯例的产生是在行为掌握基础上，不断进行表征重述的结果。这一过程体现了惯例的产生是程序性知识转向陈述性知识、无意识转向有意识、稳定性与可变性的统一。     

集体问题解决中的认知表征、行为惯例和动态能力

以王建安和张钢(2008)开发的三人TTT纸牌游戏(原游戏)及其变式(变式游戏)为实验任务, 研究了集体问解决中认知表征和行为惯例对提高动态能力的作用。共有240名被试, 分成80个三人小组, 参加了前后两场各20盘游戏。80个小组按照是否被告知游戏的问题表征(即有无认知表征), 以及是玩原游戏还是玩变式游戏, 均分成4个区组来玩第一场游戏。在第二场游戏中, 4个区组都玩变式游戏。以玩每盘游戏的平均步时和在问题表征中走过的路径为指标测量惯例, 以玩第一场原游戏习得的能力向玩第二场变式游戏的迁移率来衡量动态能力。结果发现：一方面, 适当的认知表征有助于提高集体问题解决的动态能力; 另一方面, 没有适当认知表征支持的行为惯例反而会阻碍动态能力的发展。概括地说, 动态能力的决定因素是认知表征而不是行为惯例。     

图式化程度对解决代数文字题的影响

本研究探讨了图式化程度即例子的概括化程度对解决代数文字题的影响。结果表明 :(1 )例子的表层类似性与目标问题具有一种格式塔的同型效应 ,容易解决“属性”一一对应的问题。 (2 )由例子表层类似性构成的图式化程度低 ,迁移的范围比较窄 ;由例子结构类似性构成的图式化程度高 ,适用的范围比较宽。 (3 )尽管增加了例子与目标问题的难度 ,由结构类似性形成的代数图式仍然可以比较容易地解决目标问题     

团队作业与团队互动两类共享心智模型的发展特征

共享心智模型指团队成员关于团队作业、策略、团队情境、团队互动等的共同的知识结构,根据内容不同可以分为团队作业模型和团队互动模型两类。该研究通过实验室实验探讨两类共享心智模型的发展特征。132名大学生组成44个3人团队,随机分为团队绩效反馈组和无团队绩效反馈组。采用相似性评定法在团队执行作业前、中、后三次测量两类共享心智模型。结果发现：（1）共享心智模型随团队运作时间增加而发展;（2）团队互动模型形成和发展的难度高于团队作业模型;（3）团队绩效反馈对两类心智模型发展的作用不同,反馈加速了团队作业模型的发展速度,但却是团队互动模型能否得以发展的决定性因素。两类共享心智模型的不同发展特征应归因于两者特异性高低的不同     

不同概化的问题原型对问题归类和解决的影响

探讨原理学习过程中形成不同概化程度／问题原型对解决不同适宜程度问题的影响。实验1探讨个体形成不同概化程度问题原型对解决表面内容不同适宜程度的问题的效果;实验2探讨形成不同概化程度问题原型的被试解决问题的信息加工方式与机制;实验3进一步探讨形成不同概化程度问题原型的个体解决复杂问题的效果与机制。结果表明：(1)形成概化程度较高的问题原型有利于个体对表面内容不适宜题目的解答;(2)形成概化程度较高问题原型的被试在解答适宜或不适宜问题时均能迅速激活问题原型而通达原理图式,因此,更多地采用图式的方法解决问题;(3)形成概化程度较高的问题原型会有助于被试排除题目的无关信息,正确进行解答。     

组间竞争对小学生合作绩效及言语互动策略的影响*

以80名小学生为被试,采用拼图任务,对小组在竞争与非竞争情境下的合作绩效和言语互动策略进行比较。结果发现：（1）组间竞争提升了小学高年级儿童的合作效率,但对低年级儿童的合作绩效无明显影响。（2）组间竞争抑制了低年级儿童在小组合作过程中的言语沟通,而同样情境下高年级小组成员的言语沟通量显著增加。（3）组间竞争促进了高年级小组成员之间的积极言语互动。年级和情境在建议、询问、表扬、应答和指令等言语互动策略上的交互作用显著。由此可见,组间竞争对小学儿童的合作绩效和言语互动策略存在影响,但这种影响在不同年级存在差异。     

类比迁移的三种理论

类比迁移（ａｎａｌｏｇｏｃａｌ　ｔｒａｎｓｆｅｒ）是用熟悉问题的解决办法去解决新问题的一种问题解决策略。用来进行类比迁移的熟悉问题被称为源问题（ｂａｓｅｐｒｏｂｌｅｍ）,要解决的新问题被称为靶问题（ｔａｒｇｅｔｐｒｏｂｌｅｍ）。类比迁移是通过对源问题进行分析、概括和综合而获得一个图式规则（ｓｃｈｅｍａｔｉｃｐｒｉｎｃｉｐｌｅ）,并成功地把这一规则运用于靶问题而实现的。在类比迁移的加工过程中,图式规则的获得和提取是最关键的因素。关于人如何获得和提取图式规则的机制问题,目前主要有如下三种理论。１结构…     

小学生视觉-空间表征类型和数学问题解决的研究

本研究考察并比较了四至六年级儿童的视觉－空间表征策略、数学问题解决和空间视觉化能力。结果表明：五、六年级儿童的解题正确率、使用图式表征策略的程度显著高于四年级儿童;使用图像表征策略的程度各年级无显著差异。将数学问题分成三个难度等级,发现年级差异主要表现在难度等级1的题目上。另外,六年级儿童的空间视觉化能力显著高于四年级儿童。     

融于教学的游戏训练对农村大班幼儿执行功能的促进

本研究采用实验组对照组前测后测设计,对实验组（即干预组）幼儿进行为期3个月的多种形式融于教学的游戏训练（自控力养成、专注力练习、记忆棋游戏）。结果发现：(1) 两组幼儿在执行功能的三个维度（工作记忆、抑制控制和认知灵活性）上的前测成绩均无显著差异,但训练后干预组幼儿的工作记忆和认知灵活性上的增量显著高于对照组;(2) 将干预组幼儿依据执行功能水平进行高、低分组划分,发现低执行功能组幼儿在三个维度都得到了显著提升,而高执行功能组幼儿只在工作记忆上有显著提升。研究证明,短期游戏训练一定程度上可以促进农村幼儿执行功能的进步,尤其对执行功能偏低的幼儿效果更加明显,显示出补偿发展的特征。     

Professional handball coaches management of players' situated understanding during official games

ObjectivesThis study, based on the team cognition approach, investigated the information content expressed by coaches when helping players build or update their understanding of the unfolding game. The focus was on how this content fits into the usual task-work/teamwork and procedural/declarative taxonomies.DesignThe data were collected through the audio and video recording of the communications and behaviors of three professional head coaches throughout a total of 15 games. We used deductive content analysis, crossing information contents related to task-work or teamwork with information contents related to declarative or procedural knowledge across the five game periods (first and second half of the first and second half-time, break-time period), and the three score differentials between the teams (favorable, balanced, and unfavorable).MethodWe first performed a multivariate analysis of variance (MANOVA) using a 5 (Game Periods) × 3 (Score Difference) factorial design. Follow-up ANOVAs with repeated-measures were performed to identify the variables contributing to the multivariate effect. We then performed a repeated-measures analysis of variance for information contents related to declarative and procedural knowledge in occurrences of task-work and teamwork categories.ResultsThe results showed that the coaches expressed information related more often to players' procedural knowledge than to their declarative knowledge. We discovered two main effects (game periods and score differences) in coaches' information contents delivered to players. Information related to procedural knowledge was not addressed to the team as a whole, but to certain players.ConclusionsThis suggests that an information flow was more distributed than shared.     

Evaluating a blended-learning program on developing teamwork competence

The knowledge, skills and abilities that are required to work optimally in teams are critical for many types of work. Organizations can provide access to these skills by means of training programs. Diverse studies show how traditional in-site training methodologies can improve teamwork knowledge, skills and abilities. Nevertheless, in-site methods can be complemented with on-line strategies that result in blended-learning programs. The aim of this work is to analyze, following Kirkpatrick's assessment levels, the effectiveness of a blended-learning program of teamwork training in an organizational context. Carried out with 102 professionals, the results show participants' satisfaction with the program, high level of learning (of both declarative and procedural knowledge), and a moderate level of transfer of learning to the job.     

AN EVALUATION OF GENERIC TEAMWORK SKILLS TRAINING WITH ACTION TEAMS: EFFECTS ON COGNITIVE AND SKILL-BASED OUTCOMES

This study evaluated the utility of generic teamwork skills training for enhancing the effectiveness of action teams. Results from 65 4-person action teams working on an interdependent command and control simulator revealed that generic teamwork skills training had a significant and positive impact on both cognitive and skill-based outcomes. Trained team members evidenced higher levels of declarative knowledge regarding teamwork competencies and demonstrated greater proficiency in the areas of planning and task coordination, collaborative problem-solving, and communication. Furthermore, results indicated that cognitive and skill based outcomes were interrelated. Team members' declarative knowledge regarding teamwork competencies positively affected planning and task coordination, collaborative problem solving, and communication skills. However, we found that the effects of declarative knowledge differed across team members depending on their roles and responsibilities. The team benefited the most from the knowledge held by the team member who occupied the most critical position in the workflow. Implications of these findings for future research and practice are discussed.     

The role of working memory in motor learning and performance

Three experiments explore the role of working memory in motor skill acquisition and performance. Traditional theories postulate that skill acquisition proceeds through stages of knowing, which are initially declarative but later procedural. The reported experiments challenge that view and support an independent, parallel processing model, which predicts that procedural and declarative knowledge can be acquired separately and that the former does not depend on the availability of working memory, whereas, the latter does. The behaviour of these two processes was manipulated by providing or withholding visual (and auditory) appraisal of outcome feedback. Withholding feedback was predicted to inhibit the use of working memory to appraise success and, thus, prevent the formation of declarative knowledge without affecting the accumulation of procedural knowledge. While the first experiment failed to support these predictions, the second and third experiments demonstrated that procedural and declarative knowledge can be acquired independently. It is suggested that the availability of working memory is crucial to motor performance only when the learner has come to rely on its use.     

Novice motor performance: Better not to verbalize

Offline verbalization about a new motor experience is often assumed to positively influence subsequent performance. Here, we evaluated this presumed positive influence and whether it originates from declarative or from procedural knowledge using the explicit/implicit motor-learning paradigm. To this end, 80 nongolfers learned to perform a golf-putting task with high error rates (i.e., explicit motor learning), and thus relied on declarative knowledge, or low error rates (i.e., implicit motor learning), and thus relied on procedural knowledge. Afterward, they either put their memories of the previous motor experience into words or completed an irrelevant verbal task. Finally, they performed the putting task again. Verbalization did not improve novice motor performance: Putting was impaired, overall, and especially so for high-error learners. We conclude that declarative knowledge is altered by verbalization, whereas procedural knowledge is not.     

工作团队领导心理资本对成员组织公民行为的影响机制：多层次模型

本研究采用问卷调查法, 以某国有企业在10个地市的66个工作团队369名企业员工为调查对象, 在控制被试的教育程度、工作经验及人口统计学变量之后, 运用多层线性模型技术分析团队领导心理资本与团队成员心理资本及其组织公民行为的关系。结果发现：(1)工作团队领导心理资本对团队成员组织公民行为存在积极影响, 团队成员心理资本是领导心理资本与团队成员组织公民行为之间跨层次的中介变量; (2)工作团队领导心理资本对团队成员心理资本与组织公民行为关系的调节效应不显著。     

小学三年级句群教学实验研究

探讨在小学三年级句群教学条件下,样例的不同呈现方式与练习方法对形成有关图式及其技能的影响。同时,考察陈述性知识、认知技能(一般程序性知识)和策略相互间的关系及对被试任务操作的影响效果。研究结果表明：(1)在实验班中,同时呈现两个以上样例并加以归纳,再循序渐进地进行变式练习,有利于图式与技能形成以及类比迁移,且中差生获益较大;(2)在被试的任务操作中,陈述性知识主效应非常显著,其次为认知技能,再次为策略,陈述性知识和认知技能之间存在显著交互作用。     

Effects of team and organizational commitment – A longitudinal study

Retention management, i.e., keeping qualified employees, is a top priority for contemporary organizations. Commitment, and especially team commitment, can be the key to mastering this challenge. There is a lack of longitudinal research concerning the development and the direction of the effects of team commitment over time. In a longitudinal field-study design with three points of measurement, a total of 360 employees in 52 semi-autonomous industrial teams were surveyed over a period of three years. On the one hand, organizational commitment showed stronger effects on organization-related criteria (job satisfaction and intention to leave). These effects were consistent over the three points of measurement. Team commitment, on the other hand, affected team-related criteria (team performance and altruism). Longitudinal analyses confirmed the effects of organizational commitment on job satisfaction and intention to leave, and of team commitment on team performance and altruism. Moreover, these effects increased over time. Theoretical and practical implications of these findings are discussed.