抑制控制在被动与主动语码切换中的作用

本研究探讨被动与主动语码切换过程中的语码切换代价及抑制控制的作用。该实验以阿拉伯数字为实验材料,随机选取高校汉-英双语大学生为被试,要求被试完成数字命名任务。结果表明,被动语码切换过程存在语码切换代价且代价对称,这一现象既可以用特定语言选择假说解释,也可以用抑制控制模型来解释,但未能直接支持抑制控制真正参与被动语码切换,有待进一步研究; 主动语码切换过程中,目标语言为汉语时存在语码切换代价,而目标语言为英语时不存在语码切换代价,可能是抑制控制机制与词汇选择策略共同参与的结果。     

不同回避动机强度的消极情绪对类比推理的影响:来自ERP的证据

研究采用类比推理的四项比例式任务和事件相关电位技术,探究不同回避动机强度的消极情绪(恐惧—高动机强度、悲伤—低动机强度、中性情绪)对类比推理的影响及脑机制。结果发现:(1)行为:不同回避动机强度的消极情绪均会延长类比推理的反应时; 与中性情绪相比,悲伤会提高推理的正确率,而恐惧会降低推理的正确率。(2)脑电:图式提取阶段,N400、P300、LNC被诱发; 类比映射阶段,N400和LNC被诱发,情绪在N400和LNC上的主效应均显著,恐惧情绪下的N400和LNC幅值比悲伤情绪和中性情绪下的更大。研究表明,情绪对类比推理的作用发生在类比映射阶段。恐惧情绪窄化认知,悲伤情绪扩展认知,支持情绪动机维度模型。     

关于“现在”算子冗余性的一个注记

关于“现在”算子的技术分析始于坎普(H.Kamp)。他在研究“现在”算子的冗余性问题时,通过引入■-tense的概念,把真值联结词和时态算子作为一种情形进行处理,造成了证明的晦涩。本文利用伯吉斯(J.Burgess)证明“现在”算子的冗余性思路,重新对“现在”算子在时态命题逻辑中的冗余性定理进行证明,补充了简化公式存在性这一关键步骤的证明,并利用证明中的处理方式,来分析自然语言中的时态语句。     

Effect of metastable Cr(Mo)s/Cr(Mo)a powders on mechanical alloying the immiscible Cu–Mo–Cr system

Metastable-state alloy powders are usually synthesised by milling and occur as products of mechanical alloying (MA), but they are rarely used as starting materials for other MA processes. In this work, metastable-state alloy powders, including supersaturated solid-solution Cr(Mo)s and amorphous Cr(Mo)a were prepared in advance. Then, the Cr(Mo)s/Cr(Mo)a powder mixture was mechanically alloyed with elemental Cu to form Cu–Mo–Cr alloy. The effects of the metastable-state powder Cr(Mo)s/Cr(Mo)a on MA of the immiscible Cu–Mo–Cr system were evaluated. Phases and microstructures of the milled powders were analysed by XRD and TEM, respectively. The results show that amorphous Cu-60wt.%Cr(Mo) and supersaturated solid-solution Cu-20wt.%Cr(Mo) alloy powders can be synthesised by MA. It is concluded that MA of the Cu–Mo–Cr ternary alloy system is significantly promoted when elemental Cu powder is milled with metastable-state alloy powder Cr(Mo)s/Cr(Mo)a. Furthermore, the promoting effect of amorphous Cr(Mo)a on MA the Cu–Mo–Cr alloy system is much greater than that of supersaturated solid-solution Cr(Mo)s, during the milling process.     

The anchoring effect in metamemory monitoring

Judgments about future memory performance (metamemory judgments) are known to be susceptible to illusions and bias. Here we asked whether metamemory judgments are affected, like many other forms of judgment, by numerical anchors. Experiment 1 confirmed previous research showing an effect of informative anchors (e.g., past peer performance) on metamemory monitoring. In four further experiments, we then explored the effects of uninformative anchors. All of the experiments obtained significant anchoring effects on metamemory monitoring; in contrast, the anchors had no effect on recall itself. We also explored the anchoring effect on metamemory control (restudy choices) in Experiment 4. The results suggested that anchors can affect metamemory monitoring, which in turn affects metamemory control. The present research reveals that informative and, more importantly, uninformative numbers that have no influence on recall itself can bias metamemory judgments. On the basis of the current theoretical understanding of the anchoring effect and metamemory monitoring, these results offer insight into the processes that trigger metacognitive biases.     

图形规则性对客体和空间工作记忆存储的影响

采用单探测变化检测范式,考察了单维度特征图形在视觉客体和视觉空间工作记忆中的存储机制,并对这两种视觉工作记忆的容量进行测定。结果显示,在客体工作记忆中,规则图形的记忆成绩显著高于不规则图形,但在空间工作记忆中,这两种图形的记忆成绩无显著差异;空间工作记忆的存储容量显著大于客体工作记忆容量,分别为4-5个位置和3-4个客体。这表明,图形规则性影响了客体工作记忆的存储但不影响空间工作记忆的存储,由单维度特征组成的图形在客体工作记忆中是以特征为单元储存,而在空间工作记忆中是以整合方式储存。     

高校校长变革型领导行为的测量及其对教师组织承诺的影响

通过文献检索及对43名高校校长及其直接下属的访谈,经专家讨论,编制了中国高校校长变革型领导行为量表。515份数据的探索性因素分析和461份数据的验证性因素分析结果表明,中国高校校长的变革型领导行为是五因素结构,即德行垂范、关怀激发、愿景激励、领导魅力、团结协作。问卷具有良好的信效度。回归分析结果表明,高校校长的变革型领导行为对教师组织承诺具有正向影响,其中,教师的内部动机与学校的组织氛围对二者的关系具有完全中介作用。     

Social identity,attribution, and emotion: Comparisons of Americans,Korean Americans,and Koreans

The social identity of another person, in addition to the social identity of self, can be an important factor affecting the types of attribution judgments and emotions that individuals indicate for the other person. In April 2007, the perpetrator of the shooting incident on the Virginia Tech University campus was identified as a person who emigrated to the USA from Korea at a young age. The current study compared non‐Korean Americans, Korean Americans, Koreans in the USA, and Koreans in Korea in terms of their attributions and emotions concerning the perpetrator and the shooting incident. Participants were asked to indicate (1) the extent to which they attributed the cause of the incident to either American society or the perpetrator, (2) their emotions (e.g., upset), and (3) the extent to which they categorized the perpetrator as an American, a Korean American, or a Korean. The results indicated that non‐Korean Americans were most likely to attribute the cause of the incident to the perpetrator as opposed to American society. Non‐Korean Americans, Korean Americans, and Koreans in the United States had more negative emotions (e.g., unhappy, sad, and upset) about the incident than Koreans in Korea did. The results also indicated that individuals differed in their attributions and emotions depending on how they categorized the perpetrator. For example, categorizing the perpetrator as being a Korean was positively related to Americans’ tendency to hold the perpetrator responsible, while categorizing the perpetrator as being an American was negatively related to the tendency to hold the perpetrator responsible among Koreans in Korea. The findings may imply that social identity theory, intergroup emotion theory, and cultural orientations (e.g., individualism and collectivism) can provide insights into people's reactions to a tragic incident.     

Impact pattern of dialectical thinking on perceived leadership training outcomes

This research examined the impact of dialectical thinking (DT) on perceived training outcomes in commercial leadership training using a quasi‐experimental design. Study 1 found that high‐DT individuals had better perceived on‐site training outcomes when compared with individuals with low DTs, regardless of training methods. But there was no significant difference between low and high DTs on subsequent behavioral improvements. It was also found that self‐reported training outcomes were consistent with others' observation. To further validate the on‐site effect of DT, we introduced a cognitive style manipulation prior to training to increase DT levels among trainees in Study 2. Individuals following the cognitive style manipulation reported significantly better perceived training outcomes. The implications of this research for field training are discussed.