情境事件、关系取向与人际关系满意感的关系

该文采用问卷方法探讨了情境事件、情绪和关系取向与人际关系满意感的关系。研究结果显示,年龄、性别和职业均影响着人们对关系满意感两个维度的评价。消极事件直接影响个体对关系不满意维和满意维的评价,导致个体的不满意感产生,而积极事件则只能通过情绪间接的影响着个体对关系的评价。关系缘分观能够解释人际关系满意感。结论：情境事件和关系取向均影响着人们对自身人际关系满意感的评价。     

Disentangling perceptual and motor components in inhibition of return

Following an abrupt onset of a peripheral stimulus (a cue), the response to a visual target is faster when the target appears at the cued position than when it appears at other positions. However, if the stimulus onset asynchrony (SOA) is longer than approximately 300 ms, the response to the target is slower at the cued position than that at other positions. This phenomenon of a longer response time to cued targets is called "inhibition of return" (IOR). Previous hypotheses propose contributions of both response inhibition and attentional inhibition at cued position to IOR, and suggest that responding to the cue can eliminate the component of response inhibition. The current study uses tasks either executing or withholding response to the cue to investigate the relative contributions of response and attention components to IOR. A condition with bilateral display of the cue is also chosen as a control condition, and eight different SOAs between 1,000 and 2,750 ms are tested. Compared to the control condition, response delay to the target at a cued position is eliminated by responding to the cue, and a response advantage to the target at an uncued position is not affected by responding to the cue. Furthermore, both response delay at a cued position and response advantage at an uncued position decrease with SOA in the time window tested in these experiments. The results reported here indicate a dominant response inhibition at a cued position and a primary attentional allocation at an uncued position for IOR. Nonsignificant perceptual/attentional suppression at a cued position is argued to be a benefit for visual detection in a changing world.     

团队互动过程研究述评

团队的特性在于成员间有相互作用,团队效能很大程度上取决于团队成员间的互动过程。文章从团队互动的视角概览了新近有关研究。概括出：（1）团队互动过程的行为要素,包括沟通、协调、相互支持、冲突、领导行为、目标行为等;（2）伴随互动过程涌现的情感状态及互动风格;（3）团队互动的测评;（4）团队互动培训。提出进一步研究有待加强直接以团队互动过程为对象,建构高效团队互动的核心模型等。     

Measuring Latinos' perceptions of depression: a confirmatory factor analysis of the Illness Perception Questionnaire

This study examined the psychometric properties of the Revised Illness Perception Questionnaire adapted for a clinical sample of low-income Latinos suffering from depression. Participants (N = 339) were recruited from public primary care centers. Their average age was 49.73 years and the majority was foreign born females of either Mexican or Central American descent. Confirmatory factor analysis was used to test the factor structure of this measure. Construct and discriminant validity and internal consistency were evaluated. After the elimination of three items because of low factor loadings (< .40) and the specification of seven error covariances, a revised model composed of 24 items had adequate goodness-of-fit indices and factor loadings, supporting construct validity. Each of the subscales reported satisfactory internal consistency. Intercorrelations between the 5 illness perception factors provided initial support for the discriminant validity of these factors in the context of depression. The establishment of the psychometric properties of this adapted measure will pave the way for future studies examining the role illness perceptions play in the help seeking and management of depression among Latinos.     

Restlessness and psychomotor agitation after kidney transplantation: their impact on perceived health status

Restlessness and psychomotor agitation are among the causes of morbidity and mortality in different diseases. They are known problems in end-stage renal disease patients but no study has ever evaluated their presence and effects in kidney recipients. This study aimed to explore the presence of restlessness and psychomotor agitation and their relation with morbidity of patients after renal transplantation. Sixty-one subjects were randomly selected from kidney transplant recipients being followed in Baqiyatallah Hospital, Tehran, Iran. Restlessness and psychomotor agitation were determined by Hospital Anxiety and Depression Scale (HADS). The correlation of these scores with demographic data, clinical data, sexual function, marital adjustment, quality of life, sleep quality and medical comorbidity of patients was evaluated. The scores of restlessness and psychomotor agitation were significantly correlated with the age at transplantation (r = .269, p = .04 and r = .324, p = .01, respectively), the total score of medical comorbidity (r = .273, p = .02 and r = .257, p = .04, respectively), role limitation due to emotional problems (r = -.26, p = .03 and r = -.25, p = .04, respectively) and mental health (r = -.277, p = .02 and r = -.252, p = .04 respectively). There was no correlation between these symptoms and the gender, marital status, and sexual relationship score of the patients (p > .05). Restlessness and psychomotor agitation are frequent and can impose high degrees of morbidity on renal transplant recipients. Proper management of these problems seems to improve the different aspects of quality of life in these patients.     

舒芬太尼与芬太尼复合罗哌卡因用于小儿术后镇痛效果比较研究

为了观察舒芬太尼或芬太尼复合罗哌卡因用于小儿术后镇痛的效果及其不良反应,选择ASAⅠ-Ⅱ级行择期下腹部手术的小儿50例,随机分为两组,各25例,术后分别使用0．5μg·m^-1舒芬太尼或2μg·ml^-1芬太尼复合0．1％罗哌卡因行硬膜外病人自控镇痛,观察术后24h镇痛效果及其不反应。结果显示,舒芬太尼组术后24h静态和活动时镇痛效果优于芬太尼组（P〈0．05）,恶心、呕吐发生率低,程度轻（P〈0．05）。因此,舒芬太尼复合罗哌卡因可安全用于小儿下腹部术后镇痛,效果优于芬太尼复合罗哌卡因。     

盐酸戊乙奎醚对输尿管痉挛的预防作用

为了评价盐酸戊乙奎醚对输尿管镜手术中输尿管痉挛的预防作用,将60例拟行经尿道输尿管镜手术的患者随机分为两组,试验组和对照组,每组30例。两组患者均接受硬膜外阻滞,试验组于术前给予盐酸戊乙奎醚0.02mg／kg静脉注射,对照组则接受等量的生理盐水注射。记录术中输尿管痉挛的发生情况,外科医生对手术条件的评分以及术后患者的口干情况。结果显示,试验组输尿管痉挛发生率明显低于对照组,外科医生评分则高于对照组,但术后试验组患者的口干较为明显。提示盐酸戊乙奎醚能够预防输尿管镜手术中输尿管痉挛的发生。     

新型农村合作医疗制度创新测度指标体系研究

为了对新型农村合作医疗制度创新状况进行客观、准确的测度,在汲取有关公共服务创新理论的基础上,结合新型农村合作医疗制度创新状况,探索构建新型农村合作医疗制度创新测度指标体系,以促进新型农村合作医疗绩效的提高。     

处于十字路口的医药代表

阐明医药代表的几种含义,分析目前国内医药代表的几种类型,医药代表应该是正当和高尚的职业,是传递医药信息的重要桥梁。而现实中的医药代表却变质了,催生了药品回扣、“一药多名”等现象,影响科研诚信,最终损害病人利益。从建议尽快出台医药代表认证制度、加强行业自律,以及完善立法等方面规范医药代表这一职业。     

工作中的主动性行为的回顾与展望

工作中的主动性行为是旨在引起或促使变革的行为。它包括三个成分：自发性、前瞻性和变革性。组织行为学中得到较多关注的主动性行为包括主动改进工作方法、主动解决问题、个人主动性、寻求个性化的契约关系以及主动寻求反馈等行为。不同类型的主动性行为可以整合为三个高阶分类, 与角色外行为、适应性行为等有本质区别。主动性行为研究的逻辑关系网络包括前因变量、结果变量以及可能的调节变量。未来研究应基于中国特殊的文化和经济背景, 进一步整合主动性行为的内涵, 拓展研究领域。