Intended and unintended consequences of internal motivation to behave nonprejudiced: The case of benevolent discrimination

Internal motivation to behave nonprejudiced reduces prejudice. The present research looks at the impact of internal motivation in a special case of prejudiced behavior, namely benevolent discrimination. It was hypothesized that internal motivation does not reduce, but rather increases benevolent discrimination as long as individuals are not aware of its negative consequences. This is because of the positive intention required to show benevolent discrimination. Once the negative consequences have been made salient, internal motivation will facilitate self‐criticism of one's own benevolently discriminating behavior, which will be reflected in a more critical reappraisal of previous benevolently discriminating behavior. The predictions were supported in three studies. Study 1 analyzed the impact of internal motivation on benevolent discrimination. Study 2 and 3 analyzed the effect of internal motivation on the critical reappraisal of one's own benevolently discriminating behavior. The implications for the regulation of benevolent discrimination in the broader context of social discrimination are discussed. Copyright © 2009 John Wiley & Sons, Ltd.     

复杂任务中共享心智模型间的缓冲作用

共享心智模型（SMM）指队员对于团队的共享心理表征。复杂任务下高的一致性难以获得且易造成小集体意识,SMM的作用在于相互间的调节及共享信念对低一致性的调节作用。为了验证这些假设对9名不同行业创业者进行访谈,对访谈材料进行内容分析得到心智模型关键概念,经过概化理论分析后得到了4个SMM：任务、队友、团队协作以及团队精神。使用心智模型问卷在ERP模拟实验中测量31个团队的绩效和SMM一致性。结果发现团队协作模型一致性是预测绩效的有力指标;团队构成不影响各个SMM一致性;任务模型一致性正向缓冲了团队协作模型一致性对绩效的作用;团队精神模型一致性正向缓冲了团队协作模型一致性对绩效的作用。研究提示SMM对冲突的引导及增进团队成员相互理解方面的作用。     

内隐关系评估程序:内隐态度测量的新方法

内隐关系评估程序(implicit relational assessment procedures,简称IRAP)是Barnes等人于2006基于关系结构理论(relational frame theory,简称RFT)提出的一种全新的测量内隐态度的研究方法,该方法采用的是一种计算机化的判断任务,以反应时为指标,被试通过对目标词进行关系判断,从而考察个体的内隐态度.本文主要阐述内隐关系评估程序的由来、关系结构理论与内隐关系评估程序的操作,并对内隐关系评估程序的性能和应用等进行了介绍.     

Sort out your neighbourhood

Axelrod (The evolution of cooperation, 1984) and others explain how cooperation can emerge in repeated 2-person prisoner’s dilemmas. But in public good games with anonymous contributions, we expect a breakdown of cooperation because direct reciprocity fails. However, if agents are situated in a social network determining which agents interact, and if they can influence the network, then cooperation can be a viable strategy. Social networks are modelled as graphs. Agents play public good games with their neighbours. After each game, they can terminate connections to others, and new connections are created. Cooperative agents do well because they manage to cluster with cooperators and avoid defectors. Computer simulations demonstrate that group formation and exclusion are powerful mechanisms to promote cooperation in dilemma situations. This explains why social dilemmas can often be solved if agents can choose with whom they interact.     

Defense

This paper is an exploration of the nature of what is perhaps the most widely recognized justification for inflicting harm on human beings: the appeal to defense (self-defense and other-defense). I develop and defend a rights-based account of the appeal to defense that takes into account whether and to what degree both the aggressor and his potential victim are morally responsible for the relevant threat. However, unlike most extant rights-based accounts, mine is not a forfeiture account. That is, I do not attempt to explain the permissibility of defense in terms of the aggressor’s loss of a right not to be harmed. Instead I appeal directly to the fact that defense in the relevant cases prevents the aggressor from infringing upon the rights of his potential victim. Accordingly, I call my account a “prevention account.”

领导风格与员工创新绩效关系的元分析：基于自我决定视角

领导对员工创新起到重要作用。什么样的领导风格与员工创新相关更高?实际研究中存在一定争议。为了回答这个问题,基于自我决定理论,我们提出一个理论框架,来解释不同领导风格与员工创新相关系数的差异。我们使用元分析汇集432篇独立的实证研究的证据(中文研究229篇,英文研究203篇,样本总量达161599),来检验我们的假设。研究发现：(1)交易型领导、伦理型领导、变革型领导、服务型领导、领导-成员交换、授权型领导、包容型领导及真实型领导与员工创新绩效之间均存在显著的正相关,且相关递增;(2)个人主义、绩效评价方式、数据收集时间点、领导风格测量方式、创新测量方式以及发表语言部分调节领导风格和员工创新绩效的关系。研究结果符合理论预测,研究促进自我决定理论的发展。更为重要的是,研究结论为管理者提供重要的实践意义,即使用合适的领导风格进而促进员工创新。     

现代神经科学发展述略

现代神经科学的产生是神经解剖学、神经生物化学、神经生理学等传统生物学科与神经心理学、认知心理学等行为科学之间不断融合的结果。在神经科学产生与发展历程中,有许多值得研究总结的方法论问题。     

执行功能与精神分裂症

执行功能障碍是精神分裂症最重要的认知功能障碍,与精神分裂症其它方面的障碍有着密不可分的关系。文章在相关的认知神经心理学和临床研究的基础上,分别综述了精神分裂症执行功能障碍的特点、研究方法、相关脑机制,执行功能与注意、记忆等一般认知功能间的关系,执行功能与精神症状间的联系及其在诊断、康复、判断预后方面的作用等。对精神分裂症执行功能障碍的认识有助于更深入地理解其病因机制,并有利于临床评价与防治     

基于意定监护制度对预先医疗指示的思考

鉴于中国大陆地区尚未建立预先医疗指示制度,为保证患者自主权,尊重其医疗意愿,可通过《民法总则》规定的意定监护制度实现预先医疗指示,其理由在于二者存在相同的法理基础、双向交叉的概念内涵以及现实实践基础。但依据现有法律规制实践过程中仍然存在不足,包括协议缔结的具体规定不明确、生效条件模糊、监督机制欠缺等问题。为解决这些问题,考虑完善相关法律规定,明确主体资格,制定合理的缔结程序,严格限制生效条件,建立监督机制等。