人际关系适应特征的情境评价方法研究

本研究运用情境评价法对人际关系适应特征进行了实验研究 ,结果表明 :1以 Schutz提出的人际关系六因素为评价标准 ,采用情境评价法比问卷形式能更有效地揭示人际适应特征 ;2在情境评价中 ,以合作为主的情境设置比以竞争为主的情境设置更利于反映出人际适应特征 ;3情境评价采用定向、组织、交流和问题解决等阶段的过程设计符合情境评价的实际进程 ,有助于分阶段展开被试的行为特征 ,提高情境评价的可控性和准确性。     

融合与实践：20世纪初美国护士助产士的出现

通过梳理20世纪初期美国护士助产士出现的历史过程,分析其出现的推动因素。母婴高死亡率问题引发了产科医生与护士对于分娩的不同理解,并且分别在医院与家庭中开展助产实践。护士助产士融合了护理与助产实践,并与医生建立合作关系。在这个过程中,护士助产士良好地平衡了医生与护士之间的观念分歧,并且推动了护理专业范围的拓展。护士助产士的出现带来了对分娩观念的理性思辨,护士助产士的实践模式为未来中国发展助产士、提高母婴健康水平提供了历史借鉴。

     

基督教与近代中国

基督教在近代中国的传教事业,依仗不平等条约的庇护,被视为“骑在炮弹上”传播福音。近代中国是基督教教会与民众冲突最为激烈的时期。传教士们推动的文教事业,以文化征服为主要目的,遭到中国社会各阶层的强烈抵制。20年代的非基督教运动高举科学与民主的旗帜,是中国知识阶层的理性批判。在近代中国民族主义思潮的推动下,中国基督教徒走上了“爱教必定爱国”的康庄大道。     

Comparing Chinese youth with American youth on adjustment: An illustration of measurement issues in cross-cultural research

In this article, we used results from two studies to show the need to go beyond linguistic equivalence to establish construct validity and measurement invariance in cross-cultural research. Study 1 examined Rosenberg Self-Esteem (RSE; 10 items) data from 156 Mainland Chinese youth (M = 13.8 years, SD = .53) and 213 Chinese-American youth (M = 13.6 years, SD = 2.1) from high socioeconomic status (SES) families. The Chinese translation of the RSE has been widely used. Study 2 included 1060 Mainland Chinese youth (M = 15.6 years, SD = 2.3) and 412 racially diverse American youth (M = 16.0, SD = 2.9) from all SES backgrounds. Data were collected with the third and newest edition of the Behavioural Assessment System for Children-Self Report of Personality (BASC-3-SRP; 189 items). We translated and back-translated the BASC-3-SRP between English and Chinese to establish linguistic equivalence. All participants were females. Study 1 showed that the RSE had acceptable internal consistency but lacked construct validity. Study 2 showed that the original and the translated BASC-3-SRP had good internal consistency and construct validity, but nine of its 16 subscales lacked measurement invariance. These results highlight measurement issues facing international and cross-cultural research.     

Correlations between Dual-Pathway White Matter Alterations and Language Impairment in Patients with Aphasia: A Systematic Review and Meta-analysis

Neuropsychology Review - While converging evidence suggests linguistic roles of white matter tracts, detailed associations between white matter alterations of dual pathways and language abilities...     

γ节律神经振荡：反映自闭症多感觉整合失调的一项重要生物指标

多感觉整合是对不同感官信息进行选择、联系、统一乃至解释的加工过程, 它需要神经系统不同功能区域的共同投入与相互协调, 以实现多种感觉信息的时间捆绑以及全局性的预测编码。而γ神经振荡因具有反映神经皮层兴奋/抑制的平衡状况, 实现多感官信息的时间同步, 以及通过跨频耦合实现全局性预测编码的特点, 在多感觉整合的加工过程中发挥着重要作用。相比正常个体, 自闭症患者神经系统中的GABA中间神经元存在结构与功能异常, 导致γ神经振荡紊乱, 由此破坏了正常的时间同步以及预测编码加工, 并最终引发多感觉整合失调。基于上述因果关联, 未来研究可结合无创可逆性干预技术, 以γ节律神经振荡为生物反馈指标, 形成科学系统化的临床干预治疗方案。     

解读不显著结果：基于500个实证研究的量化分析

不显著结果(如, p > 0.05)在心理学研究中十分常见, 且容易被误解为接受零假设的证据, 并可能导致分组匹配研究的错误推断或者忽视被小样本的不显著结果掩盖的真实效应。但国内目前尚无实证研究对不显著结果的普遍性及其解读进行调查。本研究调查500篇中文心理学实证研究, 统计其摘要中出现与不显著结果相关的阴性陈述的频率, 判断并统计基于阴性陈述的推断准确性, 并使用贝叶斯因子对不显著结果中包含t值的研究进行重新评估。结果表明, 36%的摘要提及不显著结果, 共包含236个阴性陈述。其中, 41%的阴性陈述对不显著结果的解读出现偏差(如, 解读为支持了零假设)。对包含t值的研究进行贝叶斯因子分析, 结果显示仅有5.1%的不显著结果可以提供强证据支持零假设(BF₀₁ > 10)。与先前对国际心理学期刊的调查结果相比(32%的摘要包含阴性陈述; 72%的阴性陈述对不显著结果的解读错误), 中文心理学期刊中报告不显著结果的比例更高, 且对不显著结果解读错误的比例更低。但国内研究者仍需进一步加强对不显著结果的认识, 推广适于评估不显著结果的统计方法。     

正式反馈的发展与临床应用

摘要:正式反馈通过系统收集当事人的效果反馈来追踪其治疗进展,进而识别缺乏治疗进展的个案,并通过促进治疗策略的调整来阻止治疗失败。正式反馈是近20年来发展出的一种循证治疗手段,其目的为进一步提高当事人的咨询效果。正式反馈的发展大致经历了临床有效性检验和实用性发展两个阶段。正式反馈可用于促进个体、夫妻和团体咨询的效果,也可用于评估临床督导效果、确定督导个案和指导临床督导。未来研究可探讨咨询师对待正式反馈的态度,拓展正式反馈的使用价值,建立正式反馈系统的本土化常模。     

Belief in a Just World and Employee Voice Behavior: The Mediating Roles of Perceived Efficacy and Risk

Abstract

In this research, we hypothesized that employees’ belief in a just world (BJW) would be positively related to their voice behavior, i.e., the expression of ideas or opinions with the intention of engendering organizational improvement or change, and that this relation would be mediated by perceived voice efficacy and perceived voice risk. To test these hypotheses, we collected self-reported data from employees in two different countries: China (N?=?313) and Germany (N?=?190). The results revealed a positive association between BJW and employee voice behavior in both samples. The two-mediator model was confirmed in the Chinese sample, while only perceived voice efficacy played a mediating role in the German sample. Possible reasons for these differences may be related to differences in cultural dimensions and education levels between the samples. The findings emphasize the importance of bolstering employees’ belief in justice and the organizational climate, which influence perceived voice efficacy and risk, as means to increase organizational voice behavior.