人格类型对应激反应影响的实验研究(自然应激源部分)

本实验以艾森克人格问卷(EPQ)为依据,测定了高、低神经质。内、外倾被试考试时尿内儿茶酚胺的分泌量,并用考试焦虑调查表(TAI)对被试在考试中的紧张程度及主观体验进行评估。结果表明,高神经质组在紧张性刺激条件下尿内去甲肾上腺素、肾上腺素和多巴胺的分泌量均显著高于低神经质组;平静状态下高神经质组的去甲肾上腺素分泌量高于低神经质组;内倾组在紧张性刺激条件下,多巴胺的增加高于外倾组。另外,高神经质组的TAI分数显著高于低神经质组,内倾组高于外倾组。 上述结果提示,由于人格差异的存在,对同样的紧张性刺激可产生不同的认知评价和主观体验,并引起尿内儿茶酚胺反应的差别,高神经质组的应激反应大于低神经质组,内倾组的应激反应大于外倾组,而以高神经质的应激反应尤为显著。     

心理学发展状况的文献计量学研究

本文利用文献计量手段,对主要是近二十年来心理学发展中的一些情况进行了研究。本文所探讨的共分五个方面的问题,它们是: 一、二次世界大战以来心理学文献的增长情况, 二、近三十年来应用心理学研究的增加趋势, 三、二十年来心理学的研究的主要课题方面的一些变化, 四、“半衰期”与心理学文献老化年限, 五、1988年被引用得最多的影响程度高的心理学期刊。     

心理物理阈限的模糊理论

本文对心理物理的古典阈限理论进行了分析,并从中发展出阈限的一种模糊理论。该理论把阈限视为类别间可能性分布的临界点。它表征为部分属于这个类别,部分属于那个类别。临界点所对应的刺激强度为临界值。文中还给出了获得多类别间临界点的量表技术及临界值的确定方法。     

连读变调与声调知觉

声调连读时出现变调。这一音系学规律可能给声调知觉以某种制约。10名被试参加了对声调从第二声逐步变向第三声的两组单音节连续体和双音节连续体作辨认的心理物理实验。两组的实验结果一致:双音节第二和第三声的音位界线对比单音节的这一界线,都向第二声移动。这证实了上述制约的存在。     

Org-2766对小鼠学习记忆的影响及其与脑内蛋白质合成的关系

以一次性被动回避反应和Y-迷宫分辨学习为学习记忆模型,研究了Org-2766对小鼠学习记忆的影响。结果表明:Org-2766能延缓小鼠被动回避反应的消退;促进分辨学习,并能改善由于注射茴香霉素而引起的遗忘。 以海马、丘脑突触体对[~3H]-亮氨酸的摄取影响,探讨了Org-2766促进记忆的作用与蛋白质合成的关系。结果表明:茴香霉素抑制海马、丘脑突触体摄取[~3H]-亮氨酸;Org-2766可减轻该抑制作用,使摄取量基本恢复正常。提示:Org-2766促进记忆的作用可能与脑内蛋白质有关。     

汉字的视知觉——知觉任务效应和汉字属性效应

本研究通过三个实验发现:1.在三种非速示的特定知觉任务下,认知汉字反应时的长短依次是;识别汉字两个部件的反应时>识别整体字的反应时>辨认字的结构方式的反应时,在错误率指标上也获得了同样的结果模式。这表明,在汉字的视知觉中存在知觉任务效应,而这些任务标志着不同复杂程度的加工水平。2.对于左右和上下结构的字,在辨认其结构方式上无差异。3.在命名整体字中,汉字的表层属性,如结构方式和表音特点对整体字的识别没有影响,这表明整体字是正常阅读条件下的知觉单位。4.在知觉分解整体字和命名识别其部件中,(1)字的结构方式有相当大的影响:上下结构字的反应时远远长于左右结构字的反应时。(2)字的表音特点对部件识别也极有影响,如形声字的反应时和错误率都远远短于和少于非形声字。(3)在误操作中,存在着大量整体字的命名现象。以上表明的汉字属性效应,都是发生在汉字知觉的分解过程中,它们反映了整体对部分的强烈影响。     

超常与常态儿童记忆和记忆监控的比较研究

本实验以超常儿童(20名,平均年龄为11岁2个月)和常态儿童(20名,平均年龄为11岁3个月)为被试,以数字和图形为实验材料对超常儿童和常态儿童的记忆、记忆组织和记忆监控的特点和差异作了初步的比较研究,结果是:(1)超常儿童不仅在回忆量和记忆速度上比常态儿童优异,而且还表现在元记忆上比常态儿童发展得更好;(2)儿童的记忆和记忆监控之间的关系较为复杂,但作为记忆效果的一个重要方面,记忆速度与记忆监控之间有显著相关;(3)作为元记忆的组成元素,记忆组织和记忆监控之间有显著相关。     

语音与汉字识别

以速示的方法,在单侧视野呈现单字词和双侧视野同时呈现单字词的条件下,比较了有听力的被试和聋人被试在汉字识别时大脑两半球机能的非对称性。结果表明,有听力的被试表现为右侧视野(左侧大脑半球)的优势效应、而聋人被试则表现出相反方向的大脑半球的优势功能。但聋人被试左侧大脑半球的功能明显降低,而右侧大脑半球的功能与有听力的被试相比几乎是同等的。表明言语知觉的缺失严重地阻碍了以语音为中介的左侧大脑半球功能的正常发展。     

THE INTERACTION OF BIASES IN THE EVALUATION OF MANAGERS IN SINGAPORE

In this study, independent samples from the same population responded to three simulated situations in which sex and other independent variables were manipulated. In the first two cases, discriminatory decisions against women managers by male respondents were clearly discerned. However, in the third case where sex as an independent variable interacted with developmental potential, the pattern of evaluative decisions changed. A high-potential female was treated as favourably as a high-potential male while the low-potential male received the lowest selection rate from the male respondents. While the finding is not altogether surprising in a meritocratic society like Singapore, the study points to the need to explore the interactive effects which sex bias may have with other attitudes in a specific social context.     

Social Motives Underlying Rational Selective Exploitation: The Impact of Instrumental Versus Social-Emotional Allocator Orientation on the Distribution of Rewards in Groups

Prior research has demonstrated that allocators frequently distribute lesser rewards to employees with constrained mobility, and that this tendency is more pronounced among more competent employees. This phenomenon is termed "rational selective exploitation." This allocation rule is rational in that it serves to maintain membership among the most desirable group members–those who contribute most to the group's task goals–but is exploitative in that it produces an erosion of equity: Although deserving of high rewards, the outcomes of competent but entrapped employees are lower than those of their counterparts with greater mobility. Four experiments tested several predictions concerning reward allocation processes. First, allocators distributed greater rewards to more competent employees. This tendency was more pronounced under conditions of instrumental allocator orientation than under conditions of social-emotional orientation. Second, allocators distributed greater rewards to more mobile employees. This tendency was more pronounced under conditions of instrumental orientation and constrained labor pool, and was weakly promoted by the anticipation of future allocations. Third, employee competence and employee mobility interacted; the tendency to allocate greater rewards to more mobile employees was especially pronounced among highly competent employees. This interaction of competence with mobility–the rational selective exploitation effect–was stronger under conditions of instrumental allocator orientation than under conditions of greater social-emotional concern, and was weakly promoted by the anticipation of future allocations.