触觉二维图像识别中2D-3D空间信息转换的认知机制

可触摸的触觉二维图像是视觉障碍人群获取图像信息的重要方式。目前大多数触觉二维图像都是直接由视觉二维图像转化为的可触摸线条图。在视觉二维图像中,通常运用透视和视角等视觉原理将三维空间关系转换为二维平面关系。视觉系统经过长期大量知觉学习,习得了这种二维到三维的映射关系。但是触觉识别二维图像时,触觉系统如何建立二维平面与三维空间的映射,目前尚有待进一步的研究。影响触觉识别二维图像中二维-三维空间信息转换的视觉因素主要有透视、视角、遮挡、纹理梯度和镂空,直接将视觉二维图像转化为的触觉二维图像时,图像中包含的上述视觉因素通常会干扰触觉识别。结合已有研究,试图提出“双表象加工模型”来解释触摸二维图像时二维到三维空间信息转换的认知机制。该模型认为触觉识别二维图像依赖于两个表象系统的整合,即物体表象系统(涉及物体的大小、形状和纹理)与空间表象系统(涉及物体的空间关系、透视和视角)。两种表象系统的信息最终进行整合,在物体表象和空间表象成功匹配的基础上建立二维图像与三维空间之间的映射,通达长时记忆中的三维物体表征。双表象加工模型将有助于我们深入认识触知觉的认知机制,也将为触觉二维图像的设计提供理论依据。     

朱权《庚辛玉册》考辨

《庚辛玉册》载为明宁王朱权撰,为外丹学著作。该书可能已散佚,本文试就其著录情况、主要内容及学术价值略作考辨。一、基本情况《明史.艺文志》"子部道家类"著录:"宁献王权《庚辛玉册》八卷。"《千顷堂书目》     

道德相对主义和厌恶情绪对道德直觉判断的影响

社会直觉模型认为有意识的道德推理过程发生在道德直觉判断之后。那么, 道德直觉判断又是怎么形成的, 是否受认知推理和情绪的影响?实验1首先验证道德直觉判断的存在; 实验2考察了道德相对主义对道德直觉判断的影响; 实验3考察了厌恶情绪对道德直觉判断的影响。结果发现: (1)道德绝对主义比道德相对主义条件下, 个体更倾向于做出道德直觉判断, 说明道德直觉判断受认知推理影响。(2)厌恶情绪比中立情绪启动条件下, 个体更倾向于做出道德直觉判断, 说明道德直觉判断受情绪影响。因此, 道德直觉判断会受认知推理和情绪的影响。     

具身的情绪：情绪研究的新范式

在计算机隐喻的影响下,认知加工情绪理论成为现代情绪理论的主要支柱。计算机隐喻陷入困境后,具身认知的观点逐渐被人们接纳,具身认知在情绪研究中的应用——具身的情绪可以解除情绪研究的传统局限,摆脱情绪非心即身的两难选择,从而开启了情绪研究的新范式。     

青少年多维自我控制量表的编制及信效度检验

编制与多维自我控制理论相适应的,用于测量中国青少年多维自我控制的量表并检验其信、效度。通过查阅文献、专家评估等方式形成初测问卷; 以初中生和高中生为被试,选取1424名被试进行初测,681名被试正式施测。主动性自我控制量表包含情绪调节、目标维持和自我控制策略3个维度,抑制性自我控制量表包含注意力控制、冲动控制和情绪控制3个维度。两个量表均具有良好的结构效度、效标关联效度和信度。综上所述,青少年多维自我控制量表中的主动性、抑制性自我控制量表均符合测量学标准,可用于评估中国青少年的自我控制能力。     

德国古典哲学的基本观念及其发展路线——在这种视野中关于“存在”的一些理解

本文从对康德“知识论转向”的意义分析入手,讨论了费希特、谢林和黑格尔在康德开辟的哲学方向上的努力,重新审视了德国古典哲学从“存在论”到“知识论”的发展脉络,指出德国古典哲学并未放弃传统的“存在”问题,而是深化和发展了这个问题.在德国古典哲学中,“存在”不再满足于成为空洞无内容的抽象概念,而是要成为具有“规定性”的哲学范畴.这条路线的梳理打通了德国哲学从古典到现代的内在发展理路.     

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.     

利他人格和情境因素对于个体捐赠决策的影响

采用三因素被试间实验具体考察了利他人格、慈善组织有效性和同伴效应对于个体捐赠决策的影响,结果发现存在显著的主效应和交互作用.利他人格与捐赠态度和捐赠水平之间存在显著的正向关系;情境因素慈善组织有效性和同伴效应与捐赠态度和捐赠水平之间也存在显著的正向关系;高利他者的捐赠决策对慈善组织有效性更加敏感,而低利他者对同伴效应更加敏感.     

集体自恋：群际冲突的催化剂

集体自恋是将自恋延伸到群体水平的一个经典构念, 目前被界定为对于“自身所属群体是卓越的并值得优待, 却未充分被他者承认”的信念。现有研究发现它对群际敌对性有较强解释力, 因为集体自恋者对内群体形象、地位或身份所受威胁高度敏感, 容易高估威胁和怀疑外群体, 而缺乏自我价值感及控制感是集体自恋的重要根源。鉴于现有研究一般都预设了集体自恋的脆弱性和消极性, 而集体自恋的属性不必然如此, 未来研究应在充分厘清集体自恋内涵及结构的基础上探索其消极与积极后效, 揭示其多元成因及干预方法, 并推进跨文化研究。     

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.