Contingent orienting or contingent capture: A size singleton matching the target–distractor size relation cannot capture attention

In the present study, we examined whether a peripheral size-singleton distractor that matches the target–distractor size relation can capture attention and disrupt central target identification. Three experiments consistently showed that a size singleton that matches the target–distractor size relation cannot capture attention when it appears outside of the attentional window, even though the same size singleton produces a cuing effect. In addition, a color singleton that matches the target color, instead of a size singleton that matches the target–distractor size relation, captures attention when it is outside of the attentional window. Thus, a size-relation-matched distractor is much weaker than a color-matched distractor in capturing attention and cannot capture attention when the distractor appears outside of the attentional window.     

风险对两类跨期选择的影响：一项ERP研究

该研究利用ERP技术,采用伴随风险的跨期选择任务比较了两类跨期选择（立即vs.延迟、延迟vs.延迟）,并探究了风险（零风险、低风险、高风险）对两者跨期选择影响的神经动力学机制。ERP结果显示,对于立即vs.延迟和延迟vs.延迟,在N2和N400上前者大于后者,在LPC上后者大于前者;风险对两者在时程上的影响趋于一致。因此,其加工可能是先对奖赏在风险维度上进行折扣,再与延迟时间进行整合形成奖赏预期,而后做出选择。     

关系复杂性和分类方式对个人关系类别间接性学习的影响

以144名大学生为被试,使用关系复杂性变化的三种虚拟外星生物实验材料,创设功能预测任务和自由分类、限定分类任务,探查关系复杂性和分类方式对个人关系类别间接性学习的影响.结果发现：（1）随着关系复杂性的增高,各学习阶段下,三种学习材料功能预测成绩彼此间均无显著差异;（2）关系复杂性和分类方式对个人关系类别间接性学习的分类结果存在交互影响作用,具体表现为,关系复杂性较低时自由分类和限定分类结果的杰卡德相似性无显著差异,关系复杂性较高和高时限定分类极其显著高于自由分类,自由分类方式下,关系复杂性不同的三种学习材料间差异不显著,限定分类方式下,关系复杂性较高和高两种学习材料分类结果的杰卡德相似性间无显著差异,但均极其显著高于关系复杂性较低的学习材料.     

Social Media as Social Capital of LGB Individuals in Hong Kong: Its Relations with Group Membership,Stigma, and Mental Well‐Being

Social media are found to facilitate social information exchange among lesbian, gay, and bisexual (LGB) individuals who are subjected to social stigma. This study tested the protective role of LGB‐tailored social media uses and gratifications in promoting LGB group membership, which we hypothesized to reduce LGB stigma and enhance mental health among LGB individuals in Hong Kong. Based on a sample of 233 Chinese LGB individuals in Hong Kong, structural equation modeling showed evidence for our hypotheses, χ_(df=62)² = 88.20, GFI = 0.95, CFI = 0.98, NNFI = 0.98, SRMR = 0.07, RMSEA = 0.04. Community surveillance, identity expression, and emotional support on social media may promote mental health by instilling a sense of group membership and reducing stigma. Social media may build camaraderie and bolster resilience among LGB individuals that may otherwise be difficult in conservative regions.     

Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes

We examined the constructs underlying the Career Maturity Inventory-Adaptability Form (CMI-C) and the Career Adapt-Abilities Scale (CAAS). Data from 852 university students indicated that the second-order factors for both scales correlate .43, suggesting that they measure different yet related constructs. All three subscales of the CMI-C correlate most with the “concern” subscale of the CAAS rather than with the corresponding subscale. It appears that the CMI-C is a measure of particular career adaptability for choosing a career whereas the CAAS is a global measure of career adaptability for dealing with all of the tasks of vocational development across the life span. Regression analyses show that the CMI-C does not add to the prediction of boundaryless mindset and protean career attitudes over the CAAS. Relationships between the CMI-C and CAAS with entrepreneurial, professional, and leadership career motivation profiles showed that the CAAS is more strongly related to boundaryless mindset and protean career attitudes, while the CMI-C appears to relate to more traditional (professional and leadership) career motivations.     

The consequences of intergroup ideologies and prejudice control for discrimination and harmony

In the present study, we investigated two literature bases by way of a community survey across Australia. We investigated four acculturation orientations (assimilation, multiculturalism, color‐blind, and polyculturalism ideologies) and the motivations to respond without prejudice. We examined what predicted support for Harmony Day as well as explicit discrimination. Multiculturalism, polyculturalism, and internal motivation to respond without prejudice correlated with positive attitudes in both scenarios. External motivation to respond without prejudice was positively correlated with discrimination. Conversely, color‐blind ideology had no effect, and assimilation ideology related positively to explicit discrimination and negatively with Harmony Day. Using a multiple regression analysis, there was a difference in emphasis in different contexts. Our findings provide antiprejudice practitioners with material for discussions which can promote positive intergroup relations.     

The Moderating Role of Intergroup Contact in Race Composition,Perceived Similarity,and Applicant Attraction Relationships

Purpose

This study investigated the moderating effect of intergroup contact on the relationship between the race composition of organizational representatives, perceived similarity, and minority applicant attraction.

Design/Methodology/Approach

344 minority Malaysian-Chinese university students read a job advertisement that varied the racial composition of organizational representatives (100 % Malay or 50 % Malay–50 % Chinese or 100 % Chinese). Of these participants, 161 were Malaysian-Chinese in Malaysia (high intergroup contact location) and 183 were Malaysian-Chinese in Australia (low intergroup contact location). After reading the advertisement, participants responded to a series of scale items (e.g., perceived surface-level similarity, perceived deep-level similarity, and applicant attraction).

Findings

Results showed that the effect of race composition on attraction was stronger for minority participants in Australia than for minority participants in Malaysia. Perceived deep-level similarity mediated this moderated relationship.

Implications

The study findings suggest that organizations should include minority representatives in their recruitment advertising to attract minority applicants, particularly to attract minorities in locations with few opportunities for intergroup contact.

Originality/Value

By testing the mediating effects of perceived surface-level and deep-level similarity, this study contributes to our understanding of the mechanism linking the interaction between race composition and location with applicant attraction.

     

Multiple Risk Factors Among Chinese Children from Low-Income Families and Their Impact on Psychological Adaptation

Journal of Child and Family Studies - Based on the ecological systems theory, this study examined the multiple risk factors experienced by children from low-income families in China and their...     

佛教的"我"与"无我"

佛教以"无我"观念区别于其它宗教,通过提倡"无我"消除人们对两种自我的执着人我与法我,最终实现人的"真我",而把世间公认的人格我称为"假我".