活体肝移植与供体安全

等候移植的病人增多和可用器官短缺,是我们目前所面临的主要问题。为降低等候期间的死亡率,活体肝移植(LDLT)是一种不错的选择,但其前提是要确保供体的安全。尽管活体肝移植术对供体而言是安全可行的,然而供体所发生的严重并发症、甚至死亡则是我们所不应忽视和低估的。     

欧洲社会心理学的成长历程

论文以学科制度化过程和学科理智演化为分析视角 ,概要研究欧洲社会心理学的成长历程。论文结论是 :经过近 40年的不懈努力 ,欧洲社会心理学 ,已经成功地解构美国社会心理学的主宰地位 ,并和美国社会心理学一起 ,建构国际社会心理学新的研究范式。     

均衡的三种向度及其资源观

资源和人类的生存与发展紧密相连。但资源的质和量在一定的时空内不以人的意志为转移。于是,有限资源与无限的人类需求的矛盾推动着人们去认识世界和改造世界,以获得更多的资源。在人类曾经经历的绝大部分时间里,资源问题很容易得到解决。而在人类现代化过程中,尤其在当代,出现     

关于"性别差异"的哲学争论

女性主义已经在当代哲学领域带来深刻的思想革命."性别差异"是当代西方哲学研究的一个重要问题,围绕着这一问题存在着许多哲学争论.笔者以是否应当放弃"女性"概念、应当如何描述"女性"的性别特征,以及"性别差异"是否为一个本体论事实三个问题为例分析了当代哲学关于"性别差异"问题的争论,并试图作出一些讨论和思考.     

伦理学基本问题新论

一门学科之所以得以建立,不仅在于有其客观的研究对象,而且在于有其基本问题.伦理学的基本问题就是道德观的根本问题,即道与德、义与利、群与己的关系问题,简单合在一起说,伦理学的基本问题就是道德义利群己关系问题.     

德谟克利特的真理论：αληθεια和ετεη

在德谟克利特关于认识论方面的残篇中,出现了关于"真"的两种说法,一是主张现象就是真理,把一切感觉的表象都归之于真理;二是主张感觉是不可靠不真实的,认为一切感觉现象都是"从俗约定"的,"实际上,只有原子和虚空"。在希腊文原文中,现象的"真"与原子和虚空所指的"真"是用两个不同的希腊词表达的,前者用的是αληθεια(中译为"真理"),而后者用的是ειεη(中译为"实在")。并且,德谟克利特之前和之后的哲学家们所谈论的真理用的基本上都是αληθεια这个词,ειεη这个词只在德谟克利特的思想表述中出现过。这一对比刚好显出德谟克利特对真理问题的独到见解,从追求αληθεια意义上的"真",到认识αληθεια之"真"的不确定性,再到发现ειεη所指的真正实在之"真"。在经过德谟克利特的这一番探讨之后,真理问题重新被挑起,并成为后世哲人日益关注的焦点。本文就是通过分析αληθεια和ειεη这两个希腊词来探讨德谟克利特真理论思想。     

中学教师教学风格和工作满意度的研究

本研究以上海市四所中学的153名教师为研究对象,进行了教师教学风格量表和工作满意度量表的施测。研究结果表明：（1）从总体上看,教师的教学风格以激进型、立法型、评判型和整体型四种教学风格为主,这四种教学风格是相对复杂、有创造性、效率较高的教学风格;（2）中学教师对同事关系的满意度最高,对自我实现和学校领导的满意度也较高,而对学生素质的满意度最低,其次为工资福利;（3）随着教龄的增长,教师对工作压力和工资福利的满意度逐渐下降;（4）对工作的满意度越高,教师越可能具有立法型、评判型、激进型和整体型四种教学风格,而教师对工作压力不满则倾向于采取消极、保守的教学风格。     

Role of resilient personality on lower achieving first grade students' current and future achievement

This study investigated a measurement model of personality resilience and the contribution of personality resilience to lower achieving first grade students' academic achievement. Participants were 445 ethnically diverse children who at entrance to first grade scored below their school district median on a test of literacy. Participants were administered an individual achievement test in first grade and 1 year later. Confirmatory factor analysis confirmed a second-order latent construct of resilient personality defined by teacher-rated conscientiousness, agreeableness, and ego-resiliency that was distinct from measures of externalizing behaviors and IQ. Using latent structural equation modeling and controlling for baseline economic adversity, IQ, and externalizing symptoms, resilient personality predicted children's concurrent and future achievement (controlling also for baseline achievement in the prospective analyses). Model fit was invariant across gender.     

Mapping the color space of saccadic selectivity in visual search

Color coding is used to guide attention in computer displays for such critical tasks as baggage screening or air traffic control. It has been shown that a display object attracts more attention if its color is more similar to the color for which one is searching. However, what does similar precisely mean? Can we predict the amount of attention that a display color will receive during a search for a given target color? To tackle this question, two color‐search experiments measuring the selectivity of saccadic eye movements and mapping out its underlying color space were conducted. A variety of mathematical models, predicting saccadic selectivity for given target and display colors, were devised and evaluated. The results suggest that applying a Gaussian function to a weighted Euclidean distance in a slightly modified HSI color space is the best predictor of saccadic selectivity in the chosen paradigm. Hue and intensity information by itself provides a basis for useful predictors, spanning a possibly spherical color space of saccadic selectivity. Although the current models cannot predict saccadic selectivity values for a wide variety of visual search tasks, they reveal some characteristics of color search that are of both theoretical and applied interest, such as for the design of human–computer interfaces.     

Exploring the Moderating Roles of Perceived Person–Job Fit and Person–Organisation Fit on the Relationship between Training Investment and Knowledge Workers' Turnover Intentions

Previous studies have documented inconsistent results in terms of the relationship between knowledge workers' perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand–ability (D–A) job fit and person–organisation (P–O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high‐technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D–A fit, P–O fit, and perceived training investment interact jointly to predict knowledge workers' turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D–A fit and extremely low P–O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions became positive, and under situations of low perceived D–A fit and high P–O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed. Les études antérieures ont donné des résultats contradictoires quant aux relations entre la connaissance que les salariés perçoivent de l’investissement dans la formation et leurs intentions de changer. Dans le but de clarifier ces incohérences, la présente étude prend la suite de recherches antérieures en explorant les rôles modérateurs de la compatibilité perçue entre la compétence et les nécessités au travail (DA) et de la compatibilité entre la personne prise dans sa globalité et les caractéristiques de l’organisation qui l’emploie (PO). Les données ont été collectées auprès de 303 ingénieurs en recherche et développement (R&D) de 30 entreprises de haute technologie à Taiwan. Des analyses de régression hiérarchique ont conduit à tester les hypothèses. Les résultats montrent que la compatibilité D‐A, la compatibilité P‐O et l’investissement perçu dans la formation interagissent conjointement pour prédire les intentions de changement des employés. Plus spécifiquement, alors que le principal effet de l’investissement perçu dans la formation sur les intentions de changement est négatif, dans des conditions de compatibilité D‐A perçue comme étant basse et de compatibilité P‐O haute, la relation entre la connaissance que les salariés perçoivent de l’investissement dans la formation et leurs intentions de changement reste négative. Les implications théoriques et pratiques sont aussi discutées.