催产素对产后抑郁症患者母性行为的调节作用

产后抑郁症是指女性分娩后一段时间内出现的严重抑郁发作现象。研究表明, 催产素不仅参与分娩过程和正常的母性行为表达, 也在调节产后抑郁的发病及患者的母性行为中起到了重要的作用。产后抑郁症患者的情绪和认知功能受损, 这可能导致了母性行为表达质量的下降; 催产素可以通过中脑边缘多巴胺系统来调控母性行为, 作用于内侧视前区(MPOA)来激活中脑腹侧被盖区(VTA)-伏隔核(NAc)环路从而影响伏隔核内多巴胺的分泌; 催产素对产后抑郁症中母性行为的调节机制可能是通过调节五羟色胺系统的功能来发挥抗焦虑作用, 也可能是通过与其它激素的交互作用来加速母性行为的表达。未来研究进一步明确催产素在中枢神经环路中的功能差异, 以及社会支持对产后抑郁症患者催产素的使用带来的影响。     

Relationship experiences and change in attachment characteristics of young adults: The role of relationship breakups and conflict avoidance

This study examined whether close relationship experiences predict change in individuals’attachment Characteristics. Partners from 301 dating couples each rated their attachment characteristics and their conflict avoidance. Five months later 184 women and 138 men reported whether their relationships were intact or broken‐up, and they rated their attachment characteristics again. Women became less secure after a breakup and more secure after remaining together. There was a similar result for men who initially had insecure attachment characteristics. Additionally, women low in conflict avoidance became more secure over time, and those high in conflict avoidance became less secure. For men whose relationships remained intact, conflict avoidance was not related to change in attachment characteristics. For men whose relationships ended, however, initial conflict avoidance predicted increased attachment security. These results extend previous research on the stability of attachment characteristics by exploring predictors of change.     

Recipes for Theory Making

This is a paper about philosophical inquiry and cooking. In it, I suggest that thinking about cooking can illuminate our understanding of other forms of inquiry. Specifically, I think it provides us with one way to circumvent the dilemma of absolutism and relativism. The paper is divided into two sections. In the first, I sketch the background against which my project is situated. In the second, I develop an account of cooking as inquiry, by exploring five aspects of recipe creation and use.     

FAMILY-FRIENDLY BACKLASH–FACT OR FICTION? THE CASE OF ORGANIZATIONS ON-SITE CHILD CARE CENTERS

Employer offerings of on-site child care benefits have grown tremendously in the past few decades; both beneficial and detrimental effects on worker attitudes and behaviors have been noted. Some research suggests that offering on-site child care benefits can cause resentment among childless workers and/or workers with children who do not use the center. In a field sample of 271 employees, current and past use of the on-site child care center, as well as anticipated future use of the on-site child care center, were related to more positive proximal reactions such as attitudes closely related to the on-site child care center, but not to more general attitudes or behaviors. Results indicate that any "family-friendly backlash" may be limited to proximal reactions. These findings are discussed in light of organizational justice theories.     

A COMPARISON OF VALIDATION CRITERIA: OBJECTIVE VERSUS SUBJECTIVE PERFORMANCE MEASURES AND SELF- VERSUS SUPERVISOR RATINGS

This study compared four criteria–two objective (production quantity and production quality) and two subjective (supervisor and self-ratings)–for their predictability in a criterion-related validity study. Results from this sample of 212 maintenance, mechanic, and field service workers replicated previous meta-analytic results with clerical workers (Nathan & Alexander, 1988); supervisor ratings and objective productivity indices provided similar and significant validity coefficients with a unit-weighted composite of five cognitive ability tests. The objective quality index and employee self-ratings resulted in near zero correlations with the same predictor battery. Additional productivity and quality objective criterion data were available for 2 years since the original validation study; no change in validity was found.     

THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER

Significant research attention has been devoted to examining the relationship between HR practices and firm performance, and research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate with past, concurrent, and future operational performance measures. The results indicate that correlations with performance measures at all 3 times are both high and invariant, and that controlling for past or concurrent performance virtually eliminates the correlation of HR practices with future performance. Implications are discussed.     

盆腔炎性疾病与不孕不育

盆腔炎性疾病(pelvic inflammatory disease,PID)是常见的妇科疾病,且迁延难愈.同时,盆腔炎(PID)发病率增高与性传播疾病(STD)发病人数增多相平行.这些可以引起一系列临床症状,统称为盆腔炎性疾病后遗症(sequelae of PID).除了长期慢性疼痛、月经不调、盆腔炎性疾病反复发作外,严重的还会影响女性的生育功能,导致不孕症或异位妊娠.此外,盆腔炎对于IVF-ET的成功率也存在一定的影响.     

BREACH AND FULFILLMENT OF THE PSYCHOLOGICAL CONTRACT: A COMPARISON OF TRADITIONAL AND EXPANDED VIEWS

Breach and fulfillment in a psychological contract has traditionally been studied with approaches that are conceptually and methodologically limited. We compared predictions derived from the traditional view to predictions from an expanded view that maintains the distinction between promised and delivered inducements and examines their joint relationship with employee satisfaction. The traditional and expanded views were compared using longitudinal data and polynomial regression analysis. Results provided little support for the traditional view. In contrast, results supported the expanded view and revealed that relationships for breach and fulfillment are more complex than previously suggested. Specifically, satisfaction depended on whether breach represented deficient or excess inducements and the particular inducement under consideration. Moreover, satisfaction was more strongly related to delivered inducements than promised inducements. These results question basic tenets of psychological contract research and indicate new avenues for research that build on the expanded view developed in this article.     

EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS,AND CUSTOMER SATISFACTION

The construct of human resource (HR) attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of 5 HR‐attribution dimensions. Utilizing data collected from a service firm, we show that employees make varying attributions for the same HR practices, and that these attributions are differentially associated with commitment and satisfaction. In turn, we show that these attitudes become shared within units and that they are related to unit‐level organizational citizenship behaviors and customer satisfaction. Findings and implications are discussed.