单字词的学习年龄对小学生汉字识别的影响(I)

该研究以小学一、三、五年级的学生为被试 ,采用字词的真假判断任务 ,选取分别在语文课本中一、三、五年级出现的三组字 (分别记为A、B、C三组字 )为真字 ,考察了单字词的学习年龄 (LA)对小学生汉字识别时间的影响。结果表明 :无论纵向比较还是横向比较 ,单字词的学习年龄 (LA)对小学生的真假字判断反应时都有显著影响。     

开展活体器官移植的伦理学思考

活体器官移植起源于器官移植技术的最初阶段,目前已经成功开展了肾脏,肝脏,肺脏、小肠、脾脏等器官的活体移植手术,事实表明该技术不仅有其科学依据,而且有其伦理学依据,即以人类自身伟大的奉献精神来关爱他人。但开展这一技术时务必需要遵循知情自愿原则,生命价值原则,利益和风险并存原则。当然在积极肯定这一技术的同时,也应该看到这一技术也存在一些伦理学方面尚未解决的问题。     

中国中小学生综合幸福感量表的编制研究

幸福是人类社会的终极目标和共同追求。幸福社会基础在民生,关键靠教育,重心在培养学生的幸福感。本研究以中国特色世界视野的马克思主义幸福观为理论基础,在综合借鉴国内外相关研究成果基础上,通过对5029名中小学生的测量,编制了中国文化背景下的中小学生综合幸福感量表。量表由道德幸福感、心理幸福感、学业幸福感、健康幸福感和社会幸福感五大分量表构成,包括17个因子,共113个项目,力争科学、系统、全面反映中小学生的幸福感水平。研究结果表明,该量表具有良好的信效度,可用于测评中国中小学生的综合幸福感发展状况     

Supplementary Fit,Complementary Fit,and Work‐Related Outcomes: The Role of Self‐Construal

The current research investigated whether employees' self‐construals moderated the effects of supplementary fit and complementary fit on their work‐related outcomes (i.e. affective commitment and citizenship behavior). An organisational sample of 317 Chinese employees provided evidence that the relations between supplementary fit and these two work‐related outcomes were stronger among employees with a higher interdependent self‐construal. Conversely, the relations between complementary fit and work‐related outcomes were stronger among employees with a higher independent self‐construal. Theoretical and practical implications of these findings are discussed.     

Influence of Religion on Prosociality: A Priming Study of Buddhist Concepts among Nonbelievers in China

ABSTRACT

From a theoretical perspective, there is consensus that religion is positively associated with prosocial behaviors. However, rather little is known about whether religion can increase the accessibility of prosocial concepts among nonbelievers. In the current study, we explored the influence of religion on the accessibility of such concepts among nonbelievers of Buddhism using supraliminal and subliminal priming techniques. Specifically, we employed 20 each of Buddhist and neutral words as priming stimuli, along with 20 each of prosocial and antisocial words as target stimuli. Participants were asked to determine, as quickly and as accurately as possible, if a presented word had a prosocial or antisocial meaning. In Study 1, participants were supraliminally primed (200 ms) with Buddhist words. The results showed that participants recognized prosocial words more quickly than they did antisocial words when primed with Buddhist words than with neutral words. In Study 2, we used subliminal priming (38 ms), and obtained the same results as in Study 1. Taken together, the results suggest that Buddhist concepts, whether primed explicitly or implicitly, increased the mental accessibility of prosocial concepts.     

Evolving team cognition: The impact of team situation models on team effectiveness

The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention.     

Cross-Cultural Comparisons of Adults’ Childhood Recollections: How are Peak-Experiences Described in China and Portugal?

Peak experiences are joyous and fulfilling moments in life, and thought to be associated with happiness and well-being. However, whether peak experiences vary from culture to culture is still under-researched. The current study investigated the autobiographical memories of peak experiences in Portugal and China. College students from Portugal and Mainland China (N = 161) reported their memory of a peak-experience occurring before the age of 14 and provided a self-rating on its enduring impact. We found that participants from Portugal reported peak-experiences involving a developmental landmark more frequently than did Mainland Chinese. In contrast, Mainland Chinese reported peak-experiences involving serenity more frequently than did Portuguese participants. Although Mainland Chinese provided more details about their peak-experiences, their narratives were more generic and emotionally mild. In particular, memory specificity (specific vs. general) significantly mediated the association between culture and developmental landmark, whereas memory emotionality (low arousal emotions) significantly mediated the link between culture and serenity. This study extends previous research on youthful peak-experiences to a cross-cultural context by incorporating measures of autobiographical memory to analyze variations between these two cultural groups.     

Career adaptability,job search self-efficacy and outcomes: A three-wave investigation among Chinese university graduates

Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.     

青少年创造性人格和创造性的关系：来自中美比较的证据

通过对中美400名13-15岁青少年问卷调查,比较了中美青少年创造性人格及其与创造性之间的关系.结果发现：（1）和单个创造性人格变量相比,创造性人格的内部因素、外部因素和自我因素和创造性之间的相关均达到中等程度,且均非常显著,中国青少年创造性人格三个因素能解释创造性变异的11％,美国青少年创造性人格三个因素能解释创造性变异的15％.（2）在创造性上,美国青少年在所有维度上的得分均显著高于中国青少年,但在创造性人格上,只有在自我因素上,中国青少年创造性人格得分高于美国青少年,其他因素不存在差异,这说明创造性人格不是造成中美青少年创造性差异的主要原因.     

Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees

Based on the theories of career construction and of social exchange, the current research examined the joint and interactive effects of perceived organizational career management and career adaptability on indicators of career success (i.e., salary and career satisfaction) and work attitudes (i.e., turnover intention) among 654 Chinese employees. The results showed that career adaptability played a unique role in predicting salary after controlling for the effects of demographic variables and perceived organizational career management. It was also found that both perceived organizational career management and career adaptability correlated negatively with turnover intention, with these relationships mediated by career satisfaction. The results further showed that career adaptability moderated the relationship between perceived organizational career management and career satisfaction such that this positive relationship was stronger among employees with a higher level of career adaptability. In support of the hypothesized moderated mediation model, for employees with a higher level of career adaptability, the indirect effect of perceived career management on turnover intention through career satisfaction was stronger. These findings carry implications for research on career success and turnover intention.