Subtask analysis of process data through a predictive model

Response process data collected from human–computer interactive items contain detailed information about respondents' behavioural patterns and cognitive processes. Such data are valuable sources for analysing respondents' problem-solving strategies. However, the irregular data format and the complex structure make standard statistical tools difficult to apply. This article develops a computationally efficient method for exploratory analysis of such process data. The new approach segments a lengthy individual process into a sequence of short subprocesses to achieve complexity reduction, easy clustering and meaningful interpretation. Each subprocess is considered a subtask. The segmentation is based on sequential action predictability using a parsimonious predictive model combined with the Shannon entropy. Simulation studies are conducted to assess the performance of the new method. We use a case study of PIAAC 2012 to demonstrate how exploratory analysis for process data can be carried out with the new approach.     

崛起与建构——国内工程伦理学研究现状述评

近两三年来,对工程伦理的探讨构成了中国伦理学研究的一大亮点和理论生长点,研讨主要集中于工程伦理学的可能性、内涵、性质、研究对象和研究方法等方面.当前中国工程伦理学的研究还处于崛起的阶段,需要进一步加强跨学科的交流,系统建构起有中国特色的工程伦理学.     

Psychosocial job strain and productivity in human service workers: A test of the demand-control-support model

The aim of the study was to test the main and interactive effects of the key dimensions of the demand-control-support model in predicting levels of strain (specifically emotional exhaustion, depersonalization and job dissatisfaction) and feelings of productivity and competency (personal accomplishment) in a multi-occupational sample of human service workers (N = 813). Controlling for demographics, negative affectivity (NA), and quadratic terms, structural equation analyses showed some support for the additive iso-strain hypothesis: jobs combining high demands, low control and low support produced the lowest levels of satisfaction in workers. High demands and low supports only were associated with high depersonalization, and high emotional exhaustion. Support was also found for the additive active learning hypotheses: jobs combining high demands and high control produced the highest levels of personal accomplishment. The study supports job redesign interventions for improving worker well-being and productivity.     

概念及概念结构研究新进展

近来有关归类和概念结构的研究与理论出现了两个方面的转变。第一个方面是从概念定义属性的假设 (经典观 )到概念表征属性的观点 (概率观 ) ;第二个方面是从概念以相似性组织的观点到概念围绕理论而组织的观点。本文综合概述了基于相似性和理论驱动的归类理论。     

The Demand-Control Model: Specific Demands, Specific Control, and Well-Defined Groups

The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job demands and job control that are relevant and applicable to today's working contexts. Secondly, this study intended to focus on particular demands in human services work and to incorporate these demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job demands and job control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high demand, low control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high demands, high control) give rise to positive outcomes (i.e., job challenge, job satisfaction).     

12岁儿童充分条件假言推理能力发展的个体差异研究

以三类不同题目（与生活经验密切联系、与生活经验相悖、与生活经验“脱离”）,探查了12岁普通儿童与数学成绩优异儿童充分条件假言推理能力发展的个体差异。通过对测查成绩的聚类分析,可将被试划分为四种不同的类型,从而显示出同一年龄儿童不同的推理能力发展水平：普通组儿童有关推理能力已有初步发展,但推理过程仍经常受其具体内容的束缚;数学成绩优异组儿童假设思维和演绎推理能力协调发展,“形式”从“内容”的束缚中解放出来,推理思维活动能较好地符合有关逻辑规则。这两组儿童假言推理能力的差异可能跟智能水平有关。     

表面概貌对原理运用的影响的实验研究

探讨样例与作业问题的表面概貌相似性对原理运用的影响作用。实验１扩大了Ｒｏｓｓ的研究材料中样例与测题表面概貌方面的差异程度,探讨两者的表面概貌相似性对原理运用的影响。实验２探讨样例与测题在表面概貌的事件类型方面发生改变的条件下,两者的表面概貌相似性对原理运用的影响。实验３探讨在样例与测题表面概貌有两个级别差异的条件下,两者的表面概貌相似性对原理运用的影响。３个实验均采用被试内设计,要求被试学习原理及样例后完成与样例的表面概貌有不同相似关系的测题。结果表明：（１）样例与问题的表面概貌对原理运用有影响,当两者表面概貌发生较大的变化尤其是在表面概貌的事件类型方面发生变化时,其表面概貌相似性对原理运用的影响就会明显地表现出来;（２）样例与问题的表面概貌对原理运用的影响作用,受到两者对象对应性质的制约,当对象对应相似时,其表面概貌相似就会促进解答测题时运用原理,而当两者的对象对应相反时,其表面概貌相似就会对原理运用产生干扰作用。据此可以认为,样例与作业问题表面概貌的相似性,不仅会影响原理的通达,而且也会影响原理的运用。Ｒｏｓｓ关于表面概貌相似与否不影响原理运用的结论应该予以修正。     

The Effects of Anti-corruption Campaign on Research Grant Reimbursement: Regression Discontinuity Evidence from China

Science and Engineering Ethics - Integrity and research ethics are cherished institutions in academic world. Although most societies have rules and codes that govern ethical conducts in research,...     

A Reflective Account of a Research Ethics Course for an Interdisciplinary Cohort of Graduate Students

Science and Engineering Ethics - The graduate course in research ethics in the Graduate School for Integrative Sciences and Engineering at the National University of Singapore consists of a...     

When “decoy effect” meets gender bias: The role of choice set composition in hiring decisions

A large body of research has found evidence that hiring decisions are frequently subject to strong gender bias and has explored factors that help to predict and prevent such a bias from occurring. In this paper, we explore a novel factor that has received only little attention: the composition of the choice set. Drawing on prior research on the attraction effect of decoys in consumer choice and personnel decisions, we posit that when decision makers need to decide whether to hire a male or a female applicant for a stereotypically male position, the presence of a third applicant whose profile is asymmetrically dominated by one of the two applicants can in many circumstances strongly increase the odds that the male applicant will be selected, but will not be beneficial for the female applicant. We test our hypotheses in five experimental studies with different designs, experimental settings, and participant pools—including managers with professional experience in hiring decisions. Our results provide robust evidence demonstrating the strong effects of choice set composition on the emergence of gender bias. In addition, we found that the presence of asymmetrically dominated applicants makes decision makers more confident in their biased decisions and more likely to implement them immediately without searching for further information. Finally, our results also provide some initial evidence that our results for stereotypically male positions will be reversed when hiring decisions are made for stereotypically female positions where the presence of decoys instead gives an advantage to female over male applicants.