语义表征具身理论:情绪在概念表征中的作用

概念如何被表征是认知科学的热点问题,其中抽象概念如何表征是当前具身认知最具争议性的话题之一。与前期概念隐喻理论(强调意象图式)和知觉符号理论(强调情境内省信息)的观点不同,语义表征具身理论强调情绪经验信息在抽象概念表征和加工中的作用。具体而言,具体概念的表征主要来自感觉运动信息,而抽象概念的表征主要来自情绪经验信息和语言信息。研究证明,抽象概念的高情绪经验信息能够促进词汇的加工,且这一促进作用受词汇情绪效价的调节。未来研究应进一步考虑影响情绪经验信息发挥作用的因素,比如语言信息的丰富性、情绪唤醒或个体的情绪状态等。     

"Moral Agent"是""道德代理人"吗?——一个伦理学概念辨析

道德代理人一词是国内环境伦理学界对西方伦理学概念moral agent的翻译,但此译法不妥之处有三:(1)moral agent是西方伦理学的基本术语,是指具有自我意识,能够进行道德认识、道德判断、道德选择和道德行为并承担道德责任的道德行为体,无代理之意;(2)西方非人类中心主义环境伦理学家主张moral agent包括人和部分高等动物,故moral agent不能译为道德代理人;(3)道德行为体(moral agent)与道德关怀对象之间的关系不是代理关系。     

重复启动条件下语义启动效应减少的机制

采用重复启动范式探讨语义启动效应减少的机制。结果发现,在SOA为短的167ms条件下,重复/相同和重复/相关的启动效应无差异,且重复/相关启动并未导致语义启动效应的减少;而在SOA为长的1200ms条件下,重复/相同和重复/相关的启动效应差异显著,且重复/相关启动导致了语义启动效应的减少,而重复/相同未导致语义启动效应的减少。在抵消了期望和消退的作用后,在SOA为1200ms条件下所得到的重复/相同和重复/相关启动效应的差异,是由于扩散受到了阻碍而导致的。这一结论支持了激活扩散是有一定条件的观点。     

The cross-cultural generalizability of Axis-II constructs: an evaluation of two personality disorder assessment instruments in the People's Republic of China

We examined the reliability, cross-instrument validity, and factor structure of Chinese adaptations of the Personality Diagnostic Questionnaire (PDQ-4+; N = 1,926) and Personality Disorders Interview (PDI-IV; N = 525) in psychiatric patients. Comparisons with data from Western countries suggest that the psychometric properties of these two instruments are comparable across cultures. Low to modest agreement between the PDQ-4+ and PDI-IV was observed for both dimensional and categorical personality disorder evaluations. When the PDI-IV was used as the diagnostic standard, the PDQ-4+ showed higher sensitivity than specificity, and higher negative predictive power than positive predictive power. Factor analyses of both instruments replicated the four-factor structure O'Connor and Dyce (1998) found in Western samples. Results suggested that conceptions and measures of DSM-IV personality disorders are cross-culturally generalizable to Chinese psychiatric populations.     

脑复康、石杉碱甲、绞股蓝、豆腐果甙和樟柳碱对动物旷场行为的影响

脑复康、石杉碱甲、绞股蓝、豆腐果甙和樟柳碱都是近年来研制的新的中枢神经药物。除脑复康以外,它们都是由我国的植物化学家首次从中草药中提取的新的生物碱或有效成分。本文报道了脑复康、石杉碱甲、绞股蓝、豆腐果甙和樟柳碱对动物旷场行为的影响。结果表明,脑复康、石杉碱甲、绞股蓝和豆腐果甙对动物的旷场行为产生明显的抑制反应,而樟柳碱则使动物的旷场行为引起兴奋反应。     

运动视觉的奇次倍频现象

当刺激图形为高速运动的方波光栅时,可观测到一种新的奇次谐波现象。当被试光栅为某些临界时间频率时,奇次谐波光栅静止不动,稍微偏离这些临界值,谐波光栅开始运动,其表现运动方向,或者与被试光栅相同,或者相反,这取决于被试光栅的时间频率高于或低于临界频率。本文使用视觉时空采样假设和付氏分析,初步解释了这一现象。     

窗口形状对视觉局域运动知觉的影响

根据人类视觉运动中小孔问题(Aperture Problem)的观点,如果通过小孔观察一个运动的光栅,那么人类视觉系统能够检测的唯一运动只有光栅的法向运动分量。本文设计了一系列不同形状的窗口,研究窗口内视觉系统的局域运动知觉。研究结果表明,窗口内视觉系统的局域运动知觉,包括主观运动方向和速度大小,取决于窗口的形状及光栅的朝向。传统的小孔问题的观点显然是片面的。     

Vertical vs horizontal bullying: A need of socio‐interactive ethical trainings at workplace

Bullying at workplaces is a growing problem associated with several antecedents and outcomes of psychological disorders. Extant literature shows the relationship of victimization with the owning‐up curriculum to confront bullying, but so far there is little research to cure the issue of bullying through ethics and there is no study to check the impact of ethical lessons and exercises in training materials to curb bullying at workplace. The current paper is based on a literature review of aggression and bullying, and chiefly addresses the HR practices in rescuing the people from peer victimization. Conceptually segregating supervisor‐subordinate (vertical) and peer‐peer (horizontal) bullying psychology, this paper attempts to see what possible corrective steps can be taken by senior managers, supervisors and psychologists to resolve this critical problem through interior capacities. In this paper, we have developed three propositions for conducting a future empirical investigation in connection to a cohort study. By addressing the counterproductive/deviant behavior, the present report is likely to be beneficial for psychology scientists and HR practitioners in noticing and resolving the bullying issues at the workplace for the well‐being of employees.     

Childhood Conduct Problems Trajectories are Associated with Distinct Antisocial Process Screening Device Dimensions

Journal of Psychopathology and Behavioral Assessment - There is ongoing debate regarding whether psychopathy dimensions (i.e., narcissism, callous-unemotional [CU] traits, and impulsivity) can be...     

Popularity Procurement and Pay Off: Antecedents and Consequences of Popularity in the Workplace

Purpose

This study examines agreeableness and work knowledge as predictors of employees’ popularity above and beyond core self-evaluation (CSE), and the moderating role of these constructs on the CSE–popularity relationship. We also investigate popularity’s effects on supervisor-rated task performance and promotion potential, and the conditional indirect effects of CSE on these outcomes via popularity.

Design/Methodology/Approach

Multi-source data were collected from 213 employees, their coworkers, and direct supervisors in a Chinese mine trading company.

Findings

Agreeableness predicted popularity above and beyond CSE and moderated the CSE–popularity relationship, although the direct and moderating effects of work knowledge were nonsignificant. Popularity positively influenced performance ratings but not promotion potential. Results also supported conditional indirect effects of CSE on performance ratings via popularity.

Implications

The current findings underscore the importance of examining workplace popularity. Discovering agreeableness as an additional predictor of popularity and its moderation effects on the CSE–popularity link suggests that communal qualities are important for employees’ attainment of popularity. The discussion also focuses on expanding the scope of workplace popularity to include performance-related outcomes. Lastly, this study considers how employee characteristics connect to performance ratings through popularity.

Originality/Value

Workplace popularity is relatively unexplored but has tremendous organizational implications. This research advances the understanding of how to attain workplace popularity and the boundary conditions for the relationship between CSE and popularity. It also extends consequences associated with workplace popularity beyond interpersonal outcomes and assesses the role of popularity, a construct rooted in collective perception, in explaining links between employee characteristics and performance-related outcomes.