人到底从哪里来的？（三）

本文基于几种关于人之由来的说法出发，从科学角度回答“人不是神造的”这一问题。考察了近百年来人类化石发现过程，以及现代考古学、古人类学对人类起源与进化的科学分析，并以现代生物学对人体器官进化的研究成果，最终得出“人是进化的产物”的结论。     

第一印象中面孔-人格知觉和语音-人格知觉的异同

人们会根据陌生人的面孔线索或语音线索迅速地对其人格特质进行主观推断而形成第一印象。面孔-人格知觉第一印象和语音-人格知觉第一印象在维度结构和内在机制上具有相似性;在对具体人格特质和维度的敏感性,以及具体的认知机制方面又具有各自的特异性。未来研究可以基于同一批被知觉者开展面孔-人格知觉第一印象和语音-人格知觉第一印象的直接比较,并着力探究二者的过程特点,以及人格知觉第一印象形成时面孔和语音知觉的跨模态整合效应。     

症状对临床决策重要性的哲学解析

症状是疾病所引起患者主观上的异常感觉或某些客观病态改变,是医师对患者进行疾病调查的起点,以症状为导向的诊疗模式更符合临床实践;充分了解患者症状,可以便捷、高效扩展医生的横向思维,而大型仪器的使用也是以症状学为基础,用来验证医生临床决策;医生最早接触的是患者的症状,因此,症状能更早提示鉴别危重患者,减少过度医疗;症状学是通向患者真实世界的途径之一,不仅能判断患者整体情况和病情转归,还是医学人文融入临床的落脚点。

     

尽历艰辛,在成功中享受快乐

作为一名医生,需要一些有别于其他专业的特质,如慈善、阳光、精于沟通、善解人意。医生这一职业充满了挑战,但伴随的是成就感,也正因为如此,医生常乐在其中。医学是科学加经验,注重实践,因此医生必定是忙碌的、辛苦的,结果 是收获和快乐。虽然医学的发展与时俱进,但今天的医学仍然不能事事如你所愿。因此,医生的责任更加重要,不是注重医生能为患者做多少,而是注重患者需要多少,医生就能享受到一个“艺术家”的快乐!     

元认知的神经机制:元认知功能、脑区与脑网络

元认知是指个体对当前进行的认知活动的监测和调节。通过对元认知神经机制研究的梳理,归纳出两条研究主线:一条主线以具体元认知加工的脑区激活研究为主,主要考察元认知与认知过程的分离及典型元认知加工的共享性和特异性。研究发现元认知加工主要与前额叶有关,还涉及脑岛、顶叶、颞叶和楔前叶等部分脑区。另一条主线探讨广泛的元认知功能与广泛大脑网络的相关。研究提出了大脑的“元认知网络”的概念,发现脑损伤或病变造成的元认知功能损伤与脑功能网络有关,而非固定在某一特定脑区。建议未来的研究应重视四个方面的研究:元认知加工的具体脑区和脑功能网络,元认知神经机制的分离,元认知脑功能的损伤和元认知训练的改善作用,以及基于神经机制研究的元认知模型的建构与修正。     

Retracted: Effects of cartoon violence on aggressive thoughts and aggressive behaviors

This article reports on an experiment designed to test whether the cartoon manipulation leads to significant increases in aggressive thoughts and aggressive behaviors among Chinese children (n = 3,000). Results indicated that brief exposure to a violent cartoon triggered higher aggressive thoughts and aggressive behaviors than a nonviolent cartoon. Females displayed higher aggressive thoughts and aggressive behaviors than males in a nonviolent cartoon condition, while males displayed higher aggressive behaviors than females in a violent cartoon condition. Mediation analysis suggested that the effect on aggressive behaviors was mediated by aggressive thoughts. The findings imply that cartoon developers, parents, and teachers should develop cartoons that inhibit children's aggressive thoughts to avoid aggressive behaviors. Females are the key group for the prevention and intervention of aggression in a nonviolent cartoon context, while males are the key group for the prevention and intervention of aggression in a violent cartoon context.     

Do Negative Role Models Increase Entrepreneurial Intentions? The Moderating Role of Self-Esteem

Social learning theory predicts that negative role models dampen one’s enthusiasm to pursue an entrepreneurial career. Empirical studies find that the presence of negative role models does not decrease one’s interest in starting a business. This article attempts to reconcile this contradiction. We hypothesized and found in Studies 1 and 2 that observing a business failure decreases one’s entrepreneurial intention when the level of self-esteem is low. However, one’s preference for an entrepreneurial career is increased when the level of self-esteem is high. Study 3 provides evidence that the self-esteem effect still holds when reference person is different.     

不同加工任务下情绪词的掩蔽重复启动效应

重复可促进信息的加工,人们对一定时间范围内重复出现的刺激能够更快更准的做出反应.本研究采用掩蔽重复启动范式,考察了情绪与非情绪判断任务中积极与消极词的阈下重复所产生的启动效应.结果发现.情绪判断任务下积极词反应优于消极词,并且表现出更大的重复启动效应;而具体抽象判断任务中,非重复启动条件下积极词反应仍优于消极词,但消极词重复产生了更大的启动作用,在启动条件下其反应优于积极词.     

Vocational Personality Types in College Engineering Students in Relation to Academic Achievement

This study explored whether and to what extent vocational personality types based on Holland (1994) correlate with and explain unique variance of academic success among 117 undergraduate civil engineering students by using the Self-Directed Search–Form R, 4th Edition. Findings indicated that the majority of participants’ 1st-letter code was Realistic (39.3%), 2nd-letter code was Investigative (24.8%), and 3rd-letter code was Social (21.4%), compared with Holland's 3-letter codes for civil engineering (Investigative, Realistic, Enterprising). The study also calculated the degree of congruence between personality type and occupational environment. For career counselors, the findings underscore the importance of using congruence scores to predict engineering students’ academic performance.     

Bridging the Gap: How Supervisors’ Perceptions of Guanxi HRM Practices Influence Subordinates’ Work Engagement

This study aims to provide new insights into the relationship between supervisors' perceptions of guanxi human resource management (HRM) practices and their subordinates' work engagement. We used a three time‐lagged sample from 45 work groups and 205 employees in a state‐owned organisation (Study 1) and cross‐sectional data from 101 work groups and 413 employees in 101 different organisations (Study 2) to test our hypotheses. The results revealed that supervisors' perceptions of guanxi HRM practices were positively related to subordinates' perceptions of guanxi HRM practices, which, in turn, negatively affected subordinates' work engagement. This indirect effect was stronger when group power distance was low or when individual power distance orientation was low.