流动儿童疏离感的特点及其与应对方式、学校态度的关系

采取整群抽样的方法,对成都及重庆两地591名流动儿童和272名城市儿童进行问卷调查,考察流动儿童疏离感的特点及其与应对方式和学校态度的关系。结果发现:(1)流动儿童疏离感各维度显著高于城市儿童;流动初中生的疏离感显著高于流动小学生,且男生的疏离感显著高于女生;(2)流动儿童疏离感的三个维度之间存在显著差异,其中社会疏离感最高,其次是环境疏离感,人际疏离感最低;(3)流动儿童疏离感对学校喜欢有显著的负向影响,而对学校回避有显著的正向影响;应对方式在流动儿童疏离感对学校态度的影响中起着部分中介作用。     

法律决策中案件相关性及消减策略对后见偏差的影响

考察法律决策中案件自我相关对后见偏差的影响以及减少后见效应的策略.实验采用3(有无策略:后见组、分散注意组、指导组)×3(间接相关:无相关、积极相关、消极相关)两因素被试间实验设计,采用自编两个案例及问卷测查法律决策中的后见效应.实验结果发现,与积极相关和无相关的决策结果相比,在消极相关情境下更多的模拟法官认为法律案件中被告的行为存在过错,且所评定的过错严重程度更高.在法律决策中,案件的间接自我相关性会使后见效应对于被告过错的认定产生不同的影响.同时,两种策略都能够有效减少法律决策中的后见偏差.     

中-英双语读者词汇表征的研究(一)

以40个中文词和20个非词以及相应的英文译词为材料,以词汇判断中的重复效应为研究途径,对32名外语系本科生进行了中—英双语读者词汇表征的研究。结果发现,当单词以相同的语言重复呈现时(在语言内重复条件下),被试对重复词的判断时间显著缩短,判断准确性显著提高。而当单词以不同的语言重复呈现时(在语言间重复条件下),对重复词的反应时间与错误率与对新词的反应相比无显著差异。我们得到的语言内的重复效应与独立存储的假设相一致。我们认为,中—英双语读者对来自两种语言的词汇信息是分别存储在两个独立的言语存储系统中的。     

培训迁移效果影响因素的初步研究

本研究通过访谈、问卷调查和现场研究等多种方法,考察了中学教师在接受一种新的教学方法培训后。组织气氛和个人特征对其迁移行为的影响。如果发现：(1)受训者对迁移气氛的知觉直接影响迁移行为发生的次数。(2)受训者对训练内容实用性的看法是影响迁移行为发生的重要环境因素,而受训者对训练内容实用性的看法会受到零反馈、自己的灵活性和自我效能的影响。(3)领导有无反馈、时间支持和同事支持等因素是区分培训迁移气氛类型的关键指标。     

三生石故事考辨

三生石故事广为流传,但是对其流传中产生分歧的疑惑在宋代就已经提出,其后各个朝代亦有人关注,但是一直没有得到合理的解释,本文拟就对三生石故事进行考辨,以期对此问题给出合理的解释。     

The centroid paradigm: Quantifying feature-based attention in terms of attention filters

This paper elaborates a recent conceptualization of feature-based attention in terms of attention filters (Drew et al., Journal of Vision, 10(10:20), 1–16, 2010) into a general purpose centroid-estimation paradigm for studying feature-based attention. An attention filter is a brain process, initiated by a participant in the context of a task requiring feature-based attention, which operates broadly across space to modulate the relative effectiveness with which different features in the retinal input influence performance. This paper describes an empirical method for quantitatively measuring attention filters. The method uses a “statistical summary representation” (SSR) task in which the participant strives to mouse-click the centroid of a briefly flashed cloud composed of items of different types (e.g., dots of different luminances or sizes), weighting some types of items more strongly than others. In different attention conditions, the target weights for different item types in the centroid task are varied. The actual weights exerted on the participant’s responses by different item types in any given attention condition are derived by simple linear regression. Because, on each trial, the centroid paradigm obtains information about the relative effectiveness of all the features in the display, both target and distractor features, and because the participant’s response is a continuous variable in each of two dimensions (versus a simple binary choice as in most previous paradigms), it is remarkably powerful. The number of trials required to estimate an attention filter is an order of magnitude fewer than the number required to investigate much simpler concepts in typical psychophysical attention paradigms.     

说普通话儿童的语音习得

以说普通话的１２９名一岁半至四岁半儿童的口语资料为基础,首次确定了正常发展的普通话儿童在语音习得过程中各年龄段的音位集合、音位习得的先后顺序、及习得过程中典型的语音简化类型。研究结果可以应用到普通话儿童语音发展水平标准化测试,及对患有语音障碍的儿童的诊断。此外,研究结果还表明在普通话儿童的语音习得中同时体现了各语言共有的“普遍趋势”和普通话独有的语音特征,从而为跨语言语音习得的研究提供了新的证据,进一步发展了儿童语音习得的理论。     

高质量中国特色社会心理服务体系建设要贯彻好“六个必须坚持”

建设高质量中国特色社会心理服务体系,既是助力实现“健康中国”的重要路径,也是推进新时代创新社会治理与治理能力现代化的重要举措与手段。党的二十大报告提出的“六个必须坚持”既为建设高质量中国特色社会心理服务体系工作指明了方向,又从方法论的高度深刻阐述了推进理论创新的科学方法和正确路径。本文论述了如何通过贯彻落实“六个必须坚持”开展高质量中国特色社会心理服务体系建设。     

Discrete emotions linking abusive supervision to employee intention and behavior

Drawing on appraisal theories of discrete emotions, we propose and test a model in which abusive supervision directed toward oneself and toward work unit peers (coworker abusive supervision) are interactively related to generalized feelings of shame, anger, and fear. These discrete emotions, in turn, tend to precipitate distinct responses that do not directly target the supervisor. We tested our hypotheses with a three-wave, time-lagged survey of 285 full-time workers from 55 work units. Consistent with our theorizing, supervisory abuse was associated with stronger feelings of shame while at work when the abusive supervision reported by one's coworkers was lower (vs. higher), whereas abuse had a stronger association with anger when coworkers also perceived relatively high levels of abuse. The distinct action tendencies associated with shame and anger are related to employees engaging in less voice behavior and more interpersonal deviance, respectively, and fear is related to higher turnover intentions. We discuss the study's implications for theory development concerning abusive supervision.