城镇化进程中离乡农民心理健康特点调查及心理素质、相对剥夺感的影响机制

为探讨城镇化进程中离乡农民的心理健康特点以及心理素质、相对剥夺感对其的影响,通过量表对1339名城乡居民进行调查。结果发现:离乡与留乡农民在幸福感、拥有生命意义感、感知控制感、心理素质方面显著低于城镇居民,在状态焦虑方面显著高于城镇居民; 离乡农民在抑郁上显著高于城镇居民,在感知控制感上显著高于留乡农民,在心理素质上显著低于留乡农民; 留乡农民在相对剥夺感上显著高于城镇居民; 离乡农民的幸福感、拥有生命意义感、感知控制感态与相对剥夺感呈显著负相关,与心理素质呈显著正相关; 离乡农民的抑郁、状态焦虑与相对剥夺感呈显著正相关,与心理素质呈显著负相关; 离乡农民的相对剥夺感与心理素质之间呈显著负相关。心理素质除了可以直接预测心理健康各项指标,还可以通过相对剥夺感的中介作用,间接预测幸福感、抑郁及状态焦虑。提升心理素质和降低相对剥夺感是离乡农民心理健康服务的重要切入点。     

角色目标对空间维度非线索更新的影响

采用实时窗口阅读技术,探讨文本阅读中角色目标在情境模型空间维度非线索更新中的作用。实验一结果表明,阅读中。如果文本叙述中的角色在一个目标指引下展开活动．那么可以促进相应空间设置内的物体的更新。实验二考察了不同性质的角色目标在空问信息加工中的作用,结果发现,相对于已经达成的目标,未达成的目标对情境模型空间维度非线索更新的影响更大。     

The word concreteness effect occurs for positive,but not negative,emotion words in immediate serial recall

The present study examined the roles of word concreteness and word valence in the immediate serial recall task. Emotion words (e.g. happy) were used to investigate these effects. Participants completed study‐test trials with seven‐item study lists consisting of positive or negative words with either high or low concreteness (Experiments 1 and 2) and neutral (i.e. non‐emotion) words with either high or low concreteness (Experiment 2). For neutral words, the typical word concreteness effect (concrete words are better recalled than abstract words) was replicated. For emotion words, the effect occurred for positive words, but not for negative words. While the word concreteness effect was stronger for neutral words than for negative words, it was not different for the neutral words and the positive words. We conclude that both word valence and word concreteness simultaneously contribute to the item and order retention of emotion words and discuss how Hulme et al.'s (1997) item redintegration account can be modified to explain these findings.     

The Process Mechanisms Linking Recruiter Positive Moods and Organizational Attraction

The main purpose of this study is to investigate the mechanisms through which recruiters' positive moods lead to organizational attraction. Participants consisted of 161 applicant–recruiter dyads from 55 companies in Taiwan. Results show that recruiters' felt positive moods were positively related to applicant's perceptions of informativeness and competence, which, in turn, influenced organizational attraction. In addition, recruiters felt that positive moods were positively related to their display of positive moods, which were positively related to applicant's positive moods, which, in turn, affected organizational attraction.     

重新认识心衰机制中的心脏舒张期耗能

长期以来,对心衰和心衰机制的认识一直存在争议,所以心衰的治疗一直是国内外心血管领域中的一个挑战.为了澄清心衰机制的内涵,本文用弗兰克-斯塔灵定律以及能量守恒定律作为重建心脏理论以及心衰机制的依据,论证了心脏的做功是从动能向势能,又从势能向动能的转换过程.并根据临床事实等来证实心脏舒张是在作功,与收缩期作功是等同的.没有心脏的舒张就没有心脏的收缩,心脏功能下降实际上是舒张与收缩功能同时的下降.不存在有收缩功能正常的舒张功能下降.心功能的判定标准不能采用射血分数,而应该采取能量消耗的定量方法来测定.     

Experimental manipulations to reduce the negative effects of money

People generally consider money a necessary evil because it invokes dual effects. On one hand, it increases people's productivity and performance, but it also decreases people's sensitivity to others. I conducted three experimental studies with an attempt to reduce the negative effects of money. Results indicated that when money was framed as a social incentive, its negative effect was attenuated and people exerted more helping behavior in both hypothetical and real‐life scenarios. However, when a social incentive was framed in monetary terms, the negative effect of money prevailed in hypothetical but not in real‐life scenarios. Results suggested that money itself is not the root of evil or good, but rather its effects are influenced by our perceptions of its role.     

A multilevel job demands–resources model of work engagement: Antecedents,consequences, and boundary conditions

ABSTRACT

Grounded on the Job Demands–Resources model, the present study conducted 2 studies to test a multilevel model of work engagement. Using data from 606 leader–employee pairs taken from 40 gas stations of a petroleum company, and a 3-wave data from 145 service teams and 542 leader–employee pairs from a variety of service organizations, convergent evidence suggested that (a) the unit leaders’ autonomy-support climate and psychological capital lead to service performance through work engagement and (b) psychological capital could attenuate the positive effect of unit leaders’autonomy-support climate on work engagement. In addition, the unit leaders’ autonomy-support climate acts as a job resource for boosting work engagement when both workloads and emotional demands or job insecurity are high.     

Role salience and support as moderators of demand/conflict relationships in China

This study examined the effects of role demand on both work–family conflict and family–work conflict, and the moderating effects of role salience and support on these relationships. Based on 391 dual-career (managerial and blue-collar employees) couples from a Taiwanese company in China, the results of this survey study showed clear gender differences in the patterns of relationships observed. For men, the most important demands that negatively impacted on work–family conflict were frequency of overtime and frequency of socializing for work purposes (yingchou), and supervisory support buffered the negative impact of frequent overtime. For women however, strong supervisory support and low work role salience were more important for reducing work–family conflict, and there was no significant main effect found for any of the role demand factors. Furthermore, women with high work role salience were more likely to feel the impact of yingchou on work–family conflict. In the family domain, the most influential demand for men was hours spent on household tasks, but for women, it was the frequency of family-related leave. Interestingly, males reported higher family role salience than females and spouse support intensified rather than buffered the positive impact of hours spent on household tasks on family–work conflict for males.