冠状动脉CT血管成像应用中的思考

随着科学技术的发展及医疗水平的提高,冠状动脉CT血管成像（CTCA）已成为诊断冠心病的金标准,该项技术微创、安全、简单、快捷,深受患者青睐。本文讨论该项技术应用中所贯穿的哲学思考与应有的人文关怀。     

Unconscious structural knowledge of form-meaning connections

We investigated the implicit learning of a linguistically relevant variable (animacy) in a natural language context (namely, the relation of forms of determiners to semantics). Trial by trial subjective measures indicated that exposure to a form–animacy regularity led to unconscious knowledge of that regularity. Under the same conditions, people did not learn about another form–meaning regularity when a linguistically arbitrary variable was used instead of animacy (size relative to a dog). Implicit learning is constrained to acquire unconscious knowledge about features with high prior probabilities of being relevant in that domain.     

Emotional reactions to scandals: When does moral character make a difference?

A scandal can evoke public outrage when it is widely publicized and involves an individual who is perceived to have a high level of cultural representativeness. Two experiments showed that when the scandalous target's moral character was highlighted, emotional responses towards the target were least negative when the scandal was widely circulated and when the target was seen as a representative of his culture. These results suggest that when a cultural symbol is implicated in a widely‐circulated scandal, the negative emotions directed towards the scandalous individual can be alleviated when the public remains confident in his or her commitment to morality.     

部分线索效应的作用机制

部分线索效应指让学习者学习一系列材料,在随后的测试阶段,给学习者提供先前学习的部分材料作为提取线索,让学习者回忆剩余的材料,其回忆成绩反而比没有提取线索时回忆成绩差。该效应的经典理论模型主要有组织干扰假说和提取抑制假说。由于它们有许多分歧之处,最近提出的双机制解释试图将二者融合,显示了诸多优势,但同时也存在一些缺陷。对双机制解释的进一步探索应侧重于确定组织干扰的量、探讨部分线索相对持久抑制作用的过程、界定组织干扰假说和提取抑制假说的关系,此外对部分线索效应在实际学习生活中的检验也很重要。     

德性自我意象、道德情绪与行为自我管理：对大学生的一项交叉滞后研究

研究采用交叉时序滞后设计,以问卷法对363名大学生进行了6个月的追踪调查,考察了德性自我意象、道德情绪（内疚/羞愧）与行为自我管理之间的相互预测关系。结果表明,德性自我意象、内疚和羞愧均能显著地正向预测道德行为自我管理,德性自我意象、内疚和羞愧可能是道德行为自我管理的前因变量。     

Knowing that, knowing how, and knowing to do

Ryle’s distinction between knowing that and knowing how has recently been challenged. The paper first briefly defends the distinction and then proceeds to address the question of classifying moral knowledge. Moral knowledge is special in that it is practical, that is, it is essentially a motive. Hence the way we understand moral knowledge crucially depends on the way we understand motivation. The Humean theory of motivation is wrong in saying that reason cannot be a motive, but right in saying that desire is essential for motivating us. The right response to the Humean theory of motivation is to see that moral knowledge is desire-related rationality or thought-related desire. Moral knowledge is neither knowing that nor knowing how but rather a third species of knowledge which we may call “knowing to do.” Knowing to do is to be rationally disposed to do the right thing. This understanding of moral knowledge is exactly what we can learn from Aristotle’s ethics.     

Invigorating ��Nanoethics��: Recommendations for Improving Deliberations in Taiwan and Beyond

Nanotechnology is the new(est) star in the high technologies sky. While nanotechnologies remain technologies of promise and potential, a growing number of nano-materials and nano-particle-reliant products are being produced. And although a growing number of academic, policy and industry reports are exploring nanotechnologies, there are very few genuine ethical assessments of nanotechnologies as they exist and might evolve in the coming years. Many questions have yet to be answered about the nature, development, and social and commercial deployment of nanotechnologies and what that means for the human condition and the preservation of our core values. We argue that the early and potentially risky nature of this interdisciplinary science does not justify a blinkered focus on risk assessment and management to the detriment of deep and ranging ethical evaluations. Much improved ethics evaluations must be undertaken, particularly in Taiwan where very little has happened despite grand expectations for, and funding of, the science. In this paper, we uncover the development imperatives for nanotechnologies, demonstrate the paucity of genuine nanoethics exercises, outline key questions for stakeholders undertaking nanoethics exercises to consider, and we articulate some preliminary actions for Taiwan (and other similarly situated jurisdictions).     

Gratifications, collective self-esteem, online emotional openness, and traitlike communication apprehension as predictors of Facebook uses

This study explores whether and how gratifications and psychological traits impact people's Facebook use. First, a factor analysis of an online survey (N= 437) outlined a unique set of gratifications obtained from the use of Facebook. Six aspects of gratifications (i.e., social surveillance, entertainment, recognition, emotional support, network extension, and maintenance) were identified. Results from regression analyses showed that psychological traits (i.e., collective self-esteem, online emotional openness, and traitlike communication apprehension) were strong predictors of most Facebook gratifications. Additionally, gratifications and, to a lesser extent, psychological traits significantly predicted Facebook usage, both in perceived importance and different indicators in the level of Facebook use.     

大学生自我同一性发展特点研究

目的:调查并探讨大学生自我同一性状态发展特点。方法:从湖南某大学随机抽取320名大学生,采用王树青等人修订的EOM-EIS-II量表作为测量青少年自我同一性的工具。结果:(1)大学生自我同一性的性别、独生和非独生、城乡的差异比较结果显示,不同性别、独生非独生大学生在自我同一性的一些维度上存在显著差异,而来自城市和来自农村的大学生之间不存在差异;(2)不同年级大学生的同一性状态得分的方差分析结果显示,不同年级大学生在总体获得、总体延缓、总体早闭、意识早闭、人际早闭、人际延缓和人际获得7个维度上差异显著。结论:大学生自我同一性的发展存在一定的不平衡性。     

Instrumental values of organizational citizenship behavior for promotion: a field quasi-experiment

The present study examined the relationship between promotion, perceived instrumentality of organizational citizenship behavior (OCB) for promotion, and employees' OCB before and after promotion. A field quasi-experiment involving 293 tellers of a multinational bank was conducted. Both supervisors and employees provided OCB ratings 3 months before and 3 months after the promotion decision was announced. The authors found employees who perceived OCB as instrumental to their promotion and who were promoted were more likely to decline in their OCB after the promotion.