基于中央执行功能的儿童工作记忆可塑性机制

近期的研究发现儿童的工作记忆能力具有一定的可塑性。研究者采用双盲对照实验设计, 通过改编的工作记忆广度、N-back、活动记忆和GO-NOGO等任务对15岁以下的正常儿童和特殊儿童(多动症、智力低下等)的工作记忆能力进行训练, 训练的周期一般为15~30天不等, 每天训练时长约15~25分钟。研究结果发现, 工作记忆训练不仅可以提高儿童的工作记忆能力, 而且还可以迁移至其它高级认知功能(流体智力、数学能力等), 甚至可以改善多动症儿童的临床症状。研究者还发现这种训练效应可以保持3~6个月。通过工作记忆中央执行功能的训练, 是否可以促进儿童认知功能的发展？儿童认知功能的可塑性表现为短暂的提高还是促进认知发展？中央执行功能的训练如何影响儿童认知加工过程的发展？这些问题的回答对于近一步探索认知活动和认知神经的可塑性具有一定的理论意义。可以为工作记忆缺陷儿童的临床干预和治疗提供有效的工具, 具有实践意义。     

青少年创造性倾向的结构与发展特征研究

采用问卷调查的方法,选取小学五、六年级、初中一、二年级及高中一、二年级的学生共476人为被试,对青少年创造性倾向的结构和发展特征进行了研究.结果表明:(1)青少年创造性倾向由自信心、好奇心、探索性、挑战性和意志力五个维度组成;(2)青少年创造性倾向的发展趋势总体上呈现倒V型,初中一年级是创造性倾向发展的关键期.     

全国外国哲学学术研讨会综述

2008年4月26～28日,由中国社会科学院哲学研究所、中华全国外国哲学史学会、中国现代外国哲学学会、安徽师范大学共同主办的“全国外国哲学学术研讨会”在安徽芜湖召开。两学会理事及全国各地的专家学者120余人参加了本次会议。会议围绕以下几个主题展开了深入的讨论。一、外国     

自控速度的平滑滚动引导式和RSVP的文本阅读

考察了在自控速度条件下 ,显示窗口、起始速度和文本显示方式等因素对视频显示终端 (videodisplayter minals,VDT)汉语文本阅读工效的影响。结果发现 :(1)在阅读正确率上 ,VDT文本的平滑滚动引导式优于快速系列视觉呈现 (rapidserialvisualpresentation ,RSVP)方式 ;(2 )阅读速度和阅读理解成绩相互代偿 ,若注重理解正确率 ,宜采用 15 0字 /分的起始速度 ;若兼顾阅读速度 ,宜采用 75 0字 /分的起始速度 ;(3)起始速度、显示窗口和文本显示方式三者共同影响了阅读绩效 ;(4 )机控速度方式的阅读效率优于自控速度方式。     

关于甲型H1N1流感未来流行趋势的几点分析

2009年3月以来出现的甲型H1N1流感是一种全新的流感病毒,目前已在全球大流行.从半年的疫情监测结果判断,轻症患者居多,病毒似乎还没有产生明显的变异。但随着北半球冬季的到来,患者数目必然急剧增多。由于现有的疫苗不能充分满足需要,医疗和防疫部门仍需承担相当艰巨的任务。     

Dispositional optimism,self‐framing and medical decision‐making

Self‐framing is an important but underinvestigated area in risk communication and behavioural decision‐making, especially in medical settings. The present study aimed to investigate the relationship among dispositional optimism, self‐frame and decision‐making. Participants (N = 500) responded to the Life Orientation Test‐Revised and self‐framing test of medical decision‐making problem. The participants whose scores were higher than the middle value were regarded as highly optimistic individuals. The rest were regarded as low optimistic individuals. The results showed that compared to the high dispositional optimism group, participants from the low dispositional optimism group showed a greater tendency to use negative vocabulary to construct their self‐frame, and tended to choose the radiation therapy with high treatment survival rate, but low 5‐year survival rate. Based on the current findings, it can be concluded that self‐framing effect still exists in medical situation and individual differences in dispositional optimism can influence the processing of information in a framed decision task, as well as risky decision‐making.     

Getting What's New from Newcomers: Empowering Leadership,Creativity, and Adjustment in the Socialization Context

Researchers consistently argue that organizations need to generate creative ideas to ensure long‐term success and survival. One possible solution for increasing creativity is to inject “fresh blood” into the organization by hiring new employees. However, past work suggests there may be a number of impediments that stifle newcomer creativity and, further, that encouraging newcomer creativity may compromise other adjustment outcomes. Accordingly, the present research examines how empowering leaders, in conjunction with contextual and relational factors (i.e., organizational support for creativity and newcomers' trust in leaders), facilitate newcomer creativity. Study 1 indicates that empowering leadership positively predicts newcomer creativity and that this relationship is contingent on the organizational context. Study 2 reveals that a more specific and proximal contextual socialization factor–newcomers' trust in leaders–is a more potent moderator than organizational support for creativity. Further, these predictors operate through creative process engagement to influence creativity. Finally, results indicate positive links between empowering leadership and role clarity, attachment, and task performance, suggesting that empowering leadership may serve as an important, albeit overlooked, socialization tactic.     

“激将法”会激发还是打击员工?感知能力不被领导信任的“双刃剑”效应

感知能力不被领导信任是信任研究的重要内容。已有研究普遍认为感知不被领导信任会对员工的自我产生不利影响。相反, 传统领导方式“激将法”则认为领导的不信任可以刺激员工展现更好的自我。为了解释上述矛盾, 本研究基于自我评价理论和心理逆反理论, 采用实验研究和多源多时间点问卷调查研究方法, 探讨了感知能力不被领导信任对员工自我的“双刃剑”效应及边界条件。研究结果表明, 当员工感知领导能力较强时, 感知能力不被领导信任会通过降低员工的工作效能感削弱员工的工作努力和绩效表现; 当员工感知领导能力较弱时, 感知能力不被领导信任会通过增强员工证明自我能力动机提升员工的工作努力和绩效表现。