The Process Mechanisms Linking Recruiter Positive Moods and Organizational Attraction

The main purpose of this study is to investigate the mechanisms through which recruiters' positive moods lead to organizational attraction. Participants consisted of 161 applicant–recruiter dyads from 55 companies in Taiwan. Results show that recruiters' felt positive moods were positively related to applicant's perceptions of informativeness and competence, which, in turn, influenced organizational attraction. In addition, recruiters felt that positive moods were positively related to their display of positive moods, which were positively related to applicant's positive moods, which, in turn, affected organizational attraction.     

重新认识心衰机制中的心脏舒张期耗能

长期以来,对心衰和心衰机制的认识一直存在争议,所以心衰的治疗一直是国内外心血管领域中的一个挑战.为了澄清心衰机制的内涵,本文用弗兰克-斯塔灵定律以及能量守恒定律作为重建心脏理论以及心衰机制的依据,论证了心脏的做功是从动能向势能,又从势能向动能的转换过程.并根据临床事实等来证实心脏舒张是在作功,与收缩期作功是等同的.没有心脏的舒张就没有心脏的收缩,心脏功能下降实际上是舒张与收缩功能同时的下降.不存在有收缩功能正常的舒张功能下降.心功能的判定标准不能采用射血分数,而应该采取能量消耗的定量方法来测定.     

Experimental manipulations to reduce the negative effects of money

People generally consider money a necessary evil because it invokes dual effects. On one hand, it increases people's productivity and performance, but it also decreases people's sensitivity to others. I conducted three experimental studies with an attempt to reduce the negative effects of money. Results indicated that when money was framed as a social incentive, its negative effect was attenuated and people exerted more helping behavior in both hypothetical and real‐life scenarios. However, when a social incentive was framed in monetary terms, the negative effect of money prevailed in hypothetical but not in real‐life scenarios. Results suggested that money itself is not the root of evil or good, but rather its effects are influenced by our perceptions of its role.     

A multilevel job demands–resources model of work engagement: Antecedents,consequences, and boundary conditions

ABSTRACT

Grounded on the Job Demands–Resources model, the present study conducted 2 studies to test a multilevel model of work engagement. Using data from 606 leader–employee pairs taken from 40 gas stations of a petroleum company, and a 3-wave data from 145 service teams and 542 leader–employee pairs from a variety of service organizations, convergent evidence suggested that (a) the unit leaders’ autonomy-support climate and psychological capital lead to service performance through work engagement and (b) psychological capital could attenuate the positive effect of unit leaders’autonomy-support climate on work engagement. In addition, the unit leaders’ autonomy-support climate acts as a job resource for boosting work engagement when both workloads and emotional demands or job insecurity are high.     

Role salience and support as moderators of demand/conflict relationships in China

This study examined the effects of role demand on both work–family conflict and family–work conflict, and the moderating effects of role salience and support on these relationships. Based on 391 dual-career (managerial and blue-collar employees) couples from a Taiwanese company in China, the results of this survey study showed clear gender differences in the patterns of relationships observed. For men, the most important demands that negatively impacted on work–family conflict were frequency of overtime and frequency of socializing for work purposes (yingchou), and supervisory support buffered the negative impact of frequent overtime. For women however, strong supervisory support and low work role salience were more important for reducing work–family conflict, and there was no significant main effect found for any of the role demand factors. Furthermore, women with high work role salience were more likely to feel the impact of yingchou on work–family conflict. In the family domain, the most influential demand for men was hours spent on household tasks, but for women, it was the frequency of family-related leave. Interestingly, males reported higher family role salience than females and spouse support intensified rather than buffered the positive impact of hours spent on household tasks on family–work conflict for males.     

意外考试悖论的博弈分析

本文从博弈的角度分析了意外考试悖论,指出了以往解决方案的不足,给出了一种新的方案。根据这个新方案,考试悖论的推理中使用了倒推法和弱下策反复剔除法。本文接着讨论了这些博弈推理方法的不足。然后把这个新的博弈方案用到卡片悖论和方格悖论这些考试悖论的变种里。最后指出,在考试悖论里,比起倒推法,弱下策剔除法是引起悖论的更根本的原因。     

汉字形码和音码的整体性对部件识别的影响

本实验从分析汉字整体知觉的具体表现形式入手,通过三个实验探讨字的整体知觉对部件知觉的影响。实验一以分解方式为变量,考查字形整体知觉对部件识别的影响,发现识别不同结构的字的部件之活动受知觉分解路线(如顺读或逆读)的影响。作者认为这种分解方式效应很可能跟部位有关。实验二证实了这一分析,并进而认为部位效应又跟部位与字形整体知觉的紧密程度有关。实验三以语音码为变量,发现成字部件的字音与整体字语音一致者(形声字),其分解知觉成绩比不一致者(非形声字)有明显的优势。这意味着,整体字音知觉的单一性对部件知觉的作用。最后,本研究还考查了部件识别法的有效性,并认为在研究知觉的整体与部分关系问题时,该法不失为一种新的实验范型。     

两例先天性无痛症患者的心理生理特点研究 Ⅱ.对致痛性强刺激的知觉和反应

本工作对两例先天性无痛症患者对于致痛性强刺激的知觉和反应进行了研究(例1女,10岁,例2男,13岁)。对照组为20例正常儿童,性别和年龄均与患儿相匹配。 结果:1),生活中痛:两例患儿均无(包括痛感觉和痛反应)。2)实验性痛:①痛感觉:两例患儿均无;②“痛”反应:例1有“痛”反应(脉搏和呼吸的变化以及行为反应明显,大致与正常儿童相似)。例2无“痛”反应(脉搏和呼吸的变化轻微,无行为反应,与正常儿童不同)。 由结果看来,先天性无痛症患者似乎可分为两种类型:不完全型(如同例1)和完全型(如同例2)。存在有“痛”反应而无痛感觉的无痛症患者。 本工作结果从另一侧面为痛的两成分学说提供了依据。