城镇化进程中离乡农民心理健康特点调查及心理素质、相对剥夺感的影响机制

为探讨城镇化进程中离乡农民的心理健康特点以及心理素质、相对剥夺感对其的影响,通过量表对1339名城乡居民进行调查。结果发现:离乡与留乡农民在幸福感、拥有生命意义感、感知控制感、心理素质方面显著低于城镇居民,在状态焦虑方面显著高于城镇居民; 离乡农民在抑郁上显著高于城镇居民,在感知控制感上显著高于留乡农民,在心理素质上显著低于留乡农民; 留乡农民在相对剥夺感上显著高于城镇居民; 离乡农民的幸福感、拥有生命意义感、感知控制感态与相对剥夺感呈显著负相关,与心理素质呈显著正相关; 离乡农民的抑郁、状态焦虑与相对剥夺感呈显著正相关,与心理素质呈显著负相关; 离乡农民的相对剥夺感与心理素质之间呈显著负相关。心理素质除了可以直接预测心理健康各项指标,还可以通过相对剥夺感的中介作用,间接预测幸福感、抑郁及状态焦虑。提升心理素质和降低相对剥夺感是离乡农民心理健康服务的重要切入点。     

隆乳术的演变与进步

隆乳术不仅可以重塑女性的形体美,而且可以增强女性的自信心,在当前具有广阔的市场。纵观隆乳术的发展演变史,从最初的注射隆乳术到自体组织隆乳术,再到当前的假体隆乳术和自体脂肪移植隆乳术,经历了“实践、认识、再实践、再认识”的多次反复。各种隆乳方式各具特色,其间既有成功的经验,又有失败的教训。针对隆乳术安全性的改进推动了隆乳术的不断向前发展。寻找一种安全有效的隆乳方式和理想的隆乳材料成为当前隆乳术发展的关键和整形外科医师关注的重点。     

The learning benefits of teaching: A retrieval practice hypothesis

Teaching educational materials to others enhances the teacher's own learning of those to‐be‐taught materials, although the underlying mechanisms remain largely unknown. Here, we show that the learning‐by‐teaching benefit is possibly a retrieval benefit. Learners (a) solved arithmetic problems (i.e., they neither taught nor retrieved; control group), (b) taught without relying on teaching notes (i.e., they had to retrieve the materials while teaching; teaching group), (c) taught with teaching notes (i.e., they did not retrieve the materials while teaching; teaching without retrieval practice [TnRP] group), or (d) retrieved (i.e., they did not teach but only practised retrieving; retrieval practice group). In a final comprehension test 1 week later, learners in the teaching group, as did those in the retrieval practice group, outperformed learners in the TnRP and control groups. Retrieval practice possibly causes the learning benefits of teaching.     

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.     

海峡两岸大学生生命意义比较研究——以广州市与台中市为例

该研究以广州市与台中市大学生为被试,抽取500人为预测样本及800人为正式施测样本,通过探索性因素分析和验证性因素分析编制生命意义量表,并通过t检验和潜在剖面分析考察两岸大学生生命意义现况的差异.结果表明：（1）编制的生命意义量表由存在意义、追寻意义、存在盈实、苦难接纳、死亡接纳以及求意义的意志等6个维度组成,具有良好的信度和效度.（2）两岸大学生生命意义总体无显著差异;存在盈实、苦难接受与死亡接纳维度有显著或非常显著的差异.（3）潜在剖面分析结果显示,两岸大学生生命意义类型相似.Wald检验结果表明,对于“死亡接纳”维度,台湾与大陆学生在各潜在类别的均分上存在显著的差异.     

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.