医学研究生人文素质及其培养

分析医学研究生人文素质的现状,发现医学研究生存在人格缺陷、心理问题凸现、学术行为不规范、视野狭窄、创新能力不足和团队合作精神欠缺、依法行医意识薄弱等问题,从学生自身、教师、教育模式和社会环境等方面分析了造成这种状况的原因,进一步探讨医学研究生人文素质内涵.最后,提出提高医学研究生人文素质的途径.     

Rejection Sensitivity,Social Withdrawal,and Loneliness in Young Adults

Rejection sensitivity (RS) has significant negative impacts on individuals' social cognitions, feelings, and interpersonal behaviors. The present research assessed the hypothesis that the effect of RS on young adults' loneliness is mediated by their tendency to withdraw from social contact so as to avoid possible rejection. Participants completed measures of their RS, their tendencies to engage in social withdrawal to avoid rejection, and their loneliness; as well as measures of their social avoidance and distress, self‐esteem, and social self‐efficacy. Results confirmed the main hypothesis and also indicated that RS is positively related to social avoidance and distress, and negatively related to self‐esteem and social self‐efficacy. Implications of the findings for understanding and counteracting RS are discussed.     

Fixation and Commitment While Designing and its Measurement

This paper introduces the notion that fixation and commitment while designing can be measured by studying the protocol of the design session. It is hypothesized that the dynamic entropy of the linkograph of the protocol provides the basis for such a measurement. The hypothesis is empirically tested using a design protocol and the results demonstrate that the dynamic entropy of the design protocol's linkograph may form the basis of the measurement of fixation and commitment.     

STATUS AND ORGANIZATIONAL ENTRY: HOW ORGANIZATIONAL AND INDIVIDUAL STATUS AFFECT JUSTICE PERCEPTIONS OF HIRING SYSTEMS

Despite the fact that cognitive ability tests are highly predictive of job applicants’ future performance, these tests are often viewed as procedurally unfair by both hiring managers and job applicants. In this paper, we build on existing rationales by theorizing that status—both personal and organizational—may affect individuals’ procedural justice perceptions of selection tests. In 2 quasi‐experimental studies representing 435 managers and executives across both the United States and United Kingdom, we demonstrate that status is a double‐edged sword: helpful for high‐status organizations that use demanding selection tests to choose applicants but harmful because high‐status job applicants view these selection tests as more procedurally unjust than low‐status applicants.     

Support marshaling for romantic relationships: Empirical validation of a support marshaling typology

Research has demonstrated that network support for a romantic relationship often plays a crucial role in the relationship's success. Despite this knowledge, it is not uncommon for romantic couples to encounter network opposition for their relationship, and little research has evaluated what the romantic partners do in this situation. Using “social contextual theory” as its foundation (M. R. Parks, 2007 , 2011 ), this study evaluates a previously proposed typology (J. P. Crowley, 2012 ) explicating the variety of strategies an individual can use to marshal support for his or her romantic relationship. In addition, the study examines different variables that can influence an individual's decision to use certain support marshaling strategies. Future applications of the typology and its implications are also explored.     

首词素位置概率信息未参与汉语阅读的词切分：基于副中央凹加工的证据

本研究采用边界范式,考察汉语阅读中读者是否在副中央凹处利用首词素的位置概率信息进行词切分和词识别。采用2（首词素位置概率：高、低）×２（预视类型：相同预视、假字预视）的被试内实验设计,以双字词为目标词,记录大学生阅读句子时的眼动轨迹。结果发现,在跳读率和第一遍阅读的眼动指标中,被试在高、低首词素位置概率条件中获得的预视效益量无显著差异。该结果表明,读者并未在副中央凹处加工首词素的位置概率信息。结合前期研究推断,首词素位置概率信息没有作用于汉语阅读的词切分和词识别。     

CANDIDATE PERSISTENCE AND PERSONALITY TEST PRACTICE EFFECTS: IMPLICATIONS FOR STAFFING SYSTEM MANAGEMENT

Candidates persist in selection settings for numerous reasons, prompting several concerns regarding staffing-system management. Predictors of the propensity to retest and personality test practice effects were investigated among a sample of 15,338 candidates who applied for supervisory positions (and 357 who repeated the selection process) over a 4-year period with a large organization in the service industry. Results reveal greater likelihood of retesting among internal candidates and overall evidence of small-to-moderate personality test practice effects. Compared to passing candidates who retested for various reasons, failing candidates pursued alternative response strategies upon retesting and generated dimension-level practice effects that reached .40 to .60, whereas passing candidates generally replicated their initial profiles. For several subscales, low initial scores were associated with practice effects that exceeded a full standard deviation. Implications for research, practice, and policy are discussed.