从“有()”式表达看何物存在——兼论西方哲学的汉语研究

"有()"式表达意谓的存在概念,回到中国思想的历史语境来看,不是性质概念,而是关系概念,即存在某物或有某物在中国心灵中是被表象为某物被……所具有,包括(1)某物被某一事物整体所具有,进而是(2)某物作为对象,被某种事物语言的对象域(论域)所具有,以及(3)某种事物语言被特定的说话人所具有。这种关系性理解反映在语言层面,就是中文谈论何物存在的习惯表达是"有()"或"存在()",而非某些西方哲学译文中看到的表达式"()存在"或"()在",后者意谓的正是作为性质概念的x存在,前者则是关系概念y具有x的缩略表达。因此从"有()"式表达入手探讨何物存在的中国理解,不仅是面向中国思想的知识性探索,更能使相关知识成果服务于为西方哲学的汉语研究奠定语义基础的目标。     

公共行政伦理价值定位与规范体系

加强公共行政伦理建设,是加强政风建设、建设廉洁勤政务实高故政府、建设高素质公务员队伍的基本途径。因此,必须对公共行政伦理进行价值定位,借鉴国外公共行政伦理建设的经验,建构中国当代公共行政伦理的规范体系。     

复杂性科学研究中的两个哲学问题思考

复杂性科学研究,在科学方法和应用研究方面已取得不容置疑的进展。然而,科学研究并未因此而进入“澄明”之境。科学界倒是出现了“从复杂性到困惑”这样的情绪。[1]如果说“超越还原论”的革命口号曾让我们激动,科学社会的荣誉动机和批判意向已被牵发,那么我们就应该尝试走出“困惑”。本文拟就复杂性科学研究中的两个哲学问题进行初步思考,以期能抛砖引玉。一整体与部分关系问题作为一对基本哲学范畴,整体与部分的关系是近代以来科学分析方法和现代系统科学方法共同的、最重要的本体论基础。“整体等于部分和”是分析方法的哲学基石。[2]然…     

晚祷的钟声与罔两待影——海德格尔与庄子关于词语的诠释

In Heidegger’s thinking, a language is neither words nor expressions. The discussion of a language brings not the language itself but rather us into its essence, and makes us gather unto “the genesis of the very language itself.” With snows and vesper bells, Heidegger summoned both heaven and earth and gods and men, making them merge into a single world. Likewise, Zhuangzi used the words of Qixie to summon the fleeting clouds in an endless sky and a dusky earth populated by living beings and dust.     

Reading proficiency modulates parafoveal processing efficiency: Evidence from reading Chinese as a second language

In the present study, we manipulated different types of information available in the parafovea during the reading of Chinese sentences and examined how native Korean readers who learned Chinese as a second language make use of the parafoveal information. Results clearly indicate that, only identical and orthographically similar previews facilitated processing of the target words when they were subsequently fixated. More critically, more parafoveal information was obtained by subjects with higher reading proficiency. These results suggest that, mainly low-level features of the parafoveal words are obtained by the non-native Chinese readers and less attentional resources are available for the readers with lower reading proficiency, thereby causing a reduction of the perceptual span.     

Lexical and sublexical semantic preview benefits in Chinese reading

Semantic processing from parafoveal words is an elusive phenomenon in alphabetic languages, but it has been demonstrated only for a restricted set of noncompound Chinese characters. Using the gaze-contingent boundary paradigm, this experiment examined whether parafoveal lexical and sublexical semantic information was extracted from compound preview characters. Results generalized parafoveal semantic processing to this representative set of Chinese characters and extended the parafoveal processing to radical (sublexical) level semantic information extraction. Implications for notions of parafoveal information extraction during Chinese reading are discussed.     

体外循环所致炎性肺损伤机制及保护进展

肺损伤是体外循环心内直视手术的主要并发症之一。肺损伤的机制十分复杂,主要是全身炎性反应和缺血/再灌注损伤所致。肺保护的方法多种多样,其目的是降低全身炎性反应,减轻或避免缺血/再灌注损伤。本文探讨体外循环肺损伤的机制和保护进展。     

循环肿瘤细胞的研究进展

循环肿瘤细胞（circulating tumor cells,CTCs）指自发或因诊疗操作由实体瘤或转移灶释放进入外周血循环的肿瘤细胞。CTCs能被看作液体活检,具有实时监测功能,是一种非侵入性的新型诊断工具,有助于早期发现肿瘤的微转移,可评估预后,在治疗的监测及个体化治疗上具有重要的临床意义。     

The Effects of Applicant Résumé Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions

The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations.