跨期决策的神经机制：基于体素形态学和弥散张量成像研究的证据

目前神经经济学的首要目标是探讨人们经济决策背后的认知机制和神经基础。随着脑成像技术的发展, 人们对于脑结构和功能的认识也越来越深入。跨期决策作为经济决策领域的一个重要分支, 对其理解可以丰富决策的理论内容。首先, 梳理了关于跨期决策神经机制研究, 阐述了跨期决策的四种理论, 分别为单一评价理论(single-valuation theory)、双评价理论(dual-valuation theory)、自我控制理论(self-control theory)和自我参照加工理论(self-referential processing theory), 以及脑损伤研究证据。其次, 分别整理了基于体素形态学和弥散张量成像技术在跨期决策领域中的应用, 并揭示前额叶灰质和白质体积以及背外侧前额叶-纹状体神经纤维连接对于决策冲动性的影响。最后, 未来研究需要注意其在研究方法、认知过程、决策冲动性评估模型上的创新与突破。     

试论网络文化的心理代偿功能

e时代,网络文化的心理功能成为心理学研究的新领域,本文从网络文化的狂欢性角度,探讨了网络文化在心理代偿机制中的独特性和社会意义。     

Iron in solution with aluminum matrix after non-equilibrium processing: an atom probe tomography study

In this paper, we report on the influence of rapid solidification and severe plastic deformation on the solid solubility of Fe in Al. Atom probe tomography, for the first time, was performed on fine (3–4 μm diameter) and coarse (~100 μm) as-atomised Al-5 at.% Fe powder and cryomilled Al-5 at.% Fe powder. The atomised powders exhibited negligible Fe in solution with Al, whereas the cryomilled powder contained ~2 at.% Fe in solution. Moreover, our results suggest that severe plastic deformation is preferable to atomisation/rapid solidification for increasing the non-equilibrium solid solubility of Fe in Al.     

人际关系对社会责任感的影响

为揭示人际关系对社会责任感的影响及其机制, 该研究采用问卷调查和实验相结合的方法, 探讨了二者之间的相关与因果关系, 以及共情的中介效应。研究1采用问卷调查法探讨这三者的关系, 结果发现, 人际关系对社会责任感具有显著的正向预测作用, 并且共情在二者之间发挥着部分中介效应。研究2采用实验法操纵了人际关系效用, 结果显示, 高效用组的社会责任感显著高于低效用组和控制组, 并且低效用组显著低于控制组。这表明人际关系效用对社会责任感具有明显的影响。研究3进一步操纵了人际关系的亲密度, 结果发现, 亲密度对效用与社会责任感的关系具有调节作用, 在低亲密度条件下, 高效用组的社会责任感明显高于低效用组, 但是在高亲密度条件下, 社会责任感均维持较高水平。因此, 人际关系对社会责任感具有明显正向影响。     

异端的理论与合理的解释——评叶闯教授新著《语言·意义·指称——自主的意义与实在》

本文简要介绍评价<语言·意义·指称>一书中的哲学观点,作者在该书中提出了一个与传统语义理论完全相反的语义理论,从区别语义学指称和形而上学指称开始,作者定义了语义学标记,对否定存在陈述、空名陈述、分析性等语言哲学的重要难题给予了全新的解释,但这一解释是否完全、一致、系统而且直观仍然是一个有待讨论的问题.     

The Mediating Processes Linking Applicant Personality Traits and Interviewer Evaluation

This study examines interview preparations (i.e., social preparation and background preparation) and impression management (IM) tactics (i.e., self‐focused IM and other‐focused IM) as the mechanisms between applicant personality characteristics and interviewer evaluation. Data were collected from both actual job applicants and interviewers. Results show that personality characteristics (i.e., extraversion and conscientiousness) have indirect effects on interviewer evaluation in terms of perceived person–job fit (P–J fit) and interpersonal liking through these two types of applicant behaviors. This study accomplishes two goals: (1) it extends the socioanalytic theory of personality ( Hogan, 1996 ) by testing the intervening roles played by applicants' behaviors that correspond to getting along with and getting ahead of others; and (2) it suggests that these applicant behaviors might be important cues for practical interviewers' effective assessment of applicants' performance‐related characteristics.     

Beyond Impression Management: Evaluating three measures of response distortion and their relationship to job performance

Three measures of response distortion (i.e., social desirability, covariance index, and implausible answers) were examined in both applicant and incumbent samples. Performance data, including supervisor ratings of task and contextual performance as well as objective performance criteria such as tardiness, work‐related accidents, and a customized work simulation, were obtained for the incumbent sample. Results provided further support for the existence of applicant faking behavior and shed light into the relationship between faking and job performance, largely depending on how one defines and measures faking as well as the performance criteria evaluated. Implications for future research and practice in personality assessment for selection purposes were discussed.     

Test of a Model Linking Applicant Résumé Information and Hiring Recommendations

Previous research has shown that résumé information (i.e., including both content and aesthetics) influences recruiters' hiring recommendations. This study extends previous research by proposing and testing a model that examines mediating processes underlying the relationship between résumé information and hiring recommendations in real employment interviews for actual job openings. Results from 62 interviewers of 30 firms partially supported our hypotheses and showed that the three types of recruiters' inferences (i.e., including professional knowledge, interpersonal skills, and general mental ability) from applicants' résumé information mediated the effects of résumé information on hiring recommendations.     

中国古代的定光佛信仰——兼论唐宋以来的民间"造佛运动"

唐末五代以至于宋,有不少僧人被视为定光佛在人间的“应身”或“化身”,甚至在同一时期、同一地区有不同的僧人都被视为“定光佛”。民间社会广为崇奉,连朝廷也予以承认并赐加封号。这种“人间佛”的出现是佛教发展中一个值得注意的现象,是隋唐以来民间持续的“造佛运动”的成果之一,是佛教进一步世俗化、民俗化的表现。