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When subjects must identify a barely visible line in a briefly flashed display, their accuracy depends on the configuration of the context in which the target line appears. Weisstein and Harris (1974) found that accuracy is highest when the target is part of a pattern that resembles a unified, three-dimensional object, and lowest in a flat-looking pattern composed of disconnected lines; they labeled this phenomenon the object-superiority effect. In the three experiments reported here, identification accuracy was found to correlate highly and significantly (r =.78) with the judged depth of the patterns. Judged structural relevance of the target line to the pattern (McClelland & Miller, 1979) was uncorrelated with accuracy (r=?.28). Even when the target line appeared as an isolated fragment within the context pattern, a pattern perceived as three-dimensional yielded higher identification accuracy than one perceived as flat.  相似文献   
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Two nonalbino inbred (C57 BL/6 and C3H/He) and one albino strain (Swiss) of mice were compared for female aggression toward intruders: 1 in period of lactation, 2 in nonlactating state and (3) in nonlactating state but previously rubbed with urine of lactating females; and for male aggression toward familiar or unfamiliar opponents. The results showed that resident females of the C57 and Swiss strain vigorously attack lactating intruders introduced into their cages. This effect was mediated by urinary cues emitted by the latter mice. It was also shown that Swiss residents displayed aggression towards nonlactating females, irrespective of their strain. Groups of C57 residents reacted most aggressively towards Swiss females, less aggressively towards C3H intruders, but did not show any aggression towards their own nonlactating conspecifics. In contrast, none of the C3H resident female groups displayed aggression towards intruding females of any category or strain. The results also showed that the males of the three strains displayed little (Swiss and C3H) or no aggression (C57) towards familiar opponents, whereas they directed increased aggressive responses towards unfamiliar ones. Comparisons among the three strains of mice revealed that Swiss males were the most aggressive in either situation. On the other hand, the finding that C3H males showed aggressive responses suggested that male and female aggression are, in this strain, under separate genetic or hormonal control.  相似文献   
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Executive functions (EFs)-a set of general-purpose control processes that regulate one's thoughts and behaviors-have become a popular research topic lately and have been studied in many subdisciplines of psychological science. This article summarizes the EF research that our group has conducted to understand the nature of individual differences in EFs and their cognitive and biological underpinnings. In the context of a new theoretical framework that we have been developing (the unity/diversity framework), we describe four general conclusions that have emerged from our research. Specifically, we argue that individual differences in EFs, as measured with simple laboratory tasks, (1) show both unity and diversity (different EFs are correlated yet separable); (2) reflect substantial genetic contributions; (3) are related to various clinically and societally important phenomena; and (4) show some developmental stability.  相似文献   
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Science and Engineering Ethics - This article presents the framework Capability Sensitive Design (CSD), which consists of merging the design methodology Value Sensitive Design (VSD) with Martha...  相似文献   
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Organisations seeking to enhance their reputation increasingly depend on social network messages—for instance, from employees—instead of being able to control this through their formal communications. The present research aimed to examine how employees’ willingness to share positive messages about their organisation on their social network sites (SNS) relates to organisational features and activities. Specifically, we examined whether employee ambassadorship on SNS relates to two key dimensions of social evaluation: perceived organisational morality and competence. Results of three studies suggest that organisational features can motivate employees to support their organisation online. Across different samples and measures, employee evaluations of organisational morality were a stronger statistical predictor of online ambassadorship than their evaluations of organisational competence. Organisational identification, not external prestige, mediated the effect of organisational morality on online ambassadorship. This suggests that perceived organisational morality relates to intrinsic motives of employees to support their organisation on SNS.  相似文献   
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