文本组织和结构化水平对中文信息搜索的影响

以高结构化中文信息为实验材料,探讨文本组织和结构化水平对信息搜索的影响。以文本组织形式为自变量,以材料的结构化水平为控制变量,以搜索时间和迷路指数为因变量。结果发现：线性文本的搜索时间显著长于低层次的超文本,但迷路程度显著低于所有类型的超文本;3种超文本无显著差异;对层次型超文本来说,4层次的搜索时问显著短于11层次。综合以前研究的结果提出,信息结构化水平虽然对层次深度的效应具有调制作用,但并不是影响超文本信息搜索的最主要因素。     

视障学生意识与无意识在文字材料记忆中的贡献

本实验采用3×2×2×2的四因素混合设计,通过加工分离程序(PDP)的包含和排除测验,计算意识和无意识的贡献大小。结果表明,⑴在不同的材料类型上,意识和无意识贡献差异极其显著,意识的贡献低于无意识的贡献;⑵视障学生和正常学生意识和无意识贡献之间差异不显著;⑶年龄因素的差异也不显著     

自我参照加工中的频率作用二重性

本实验在三种加工水平下考察了自我参照加工和频率作用二重性的关系,实验分为回忆部分和再认部分,三组被试分别进行自我参照、他人参照和一般语义加工,再认测验包括R／K判断。结果发现,在一般的回忆和再认模式下,自我参照加工中的频率作用二重性依然存在,即回忆中高频词的成绩优于低频词,而再认中低频词的成绩优于高频词;但在R／K判断上,对于低频词,无论哪一种参照加工的R都大于K,但对于高频词,只有自我参照加工的R仍大于K。最后,本文从自我参照加工的独特性对结果进行了讨论。     

工作同盟的结构：基于两种测量工具的检验

以大学心理咨询中心的当事人为样本,对国外两种广泛使用的工作同盟测量工具WAI-S和WAI-SR的结构和测量学指标进行检验。结果发现,WAI-S和WAI-SR的任务一致与目标一致两个维度的相关较高,分别为0.71和0.74;WAI-S和WAI-SR的一因素、二因素和三因素结构均没有得到充分支持;WAI-SR与咨询效果的相关不显著。WAI-S和WAI-SR的结构不能很好反映其所依据的理论假设,提示在对测量工具进行改进的同时,还需要对工作同盟的理论结构进行思考。     

贵州省道教协会成立

2007年11月21日,贵州省道教第一次代表会议在贵阳举行.贵州省人大常委会副主任杨序颐、政协副主席唐世礼出席会议并讲话.会议审议并通过了<贵州省道教协会章程>,选举产生了贵州省道教协会第一届理事会和领导班子,张崇新当选为省道教协会会长,徐达双、唐至宗、邓信德、令狐昌乾等4人当选为副会长.     

Analytical psychology and Daoist inner alchemy: a response to C.G. Jung's 'Commentary on The Secret of the Golden Flower'

Abstract :  This paper provides a historical, religious-philosophical context for the study of the Daoist text known as  The Secret of the Golden Flower . An updated study is conducted into the controversy over the source of the text including the editions translated by Richard Wilhelm and Thomas Cleary. The main teachings of the text and the basics of two major denominations of Daoism are introduced to ground later critiques of Jung's commentary. The psychodynamics of analytical psychology, especially those concerned with integration of unconscious contents and the realization of the self (individuation) are compared with the psycho-spiritual dynamics of integration in Eastern spirituality based on the Golden Flower text. The paper concludes that it was amiss for Jung to have equated the Western 'unconscious' with states of higher consciousness in Eastern meditation practices, although his claim that Eastern higher consciousness is characterized by a nebulous state of non-intentionality does raise questions about the appropriateness of calling Eastern meditative states 'consciousness'. A new concept is required to characterize the special qualities of this psychic state shared generally by Eastern spiritual traditions and a more meaningful comparison may be found in Jung's concept of the self.     

基于等级反应模型的属性层级方法

给出基于等级反应模型的属性层级方法（Attribute Hierarchy Method, AHM）,并简记为GRM-AHM,提出了相应的确定GRM-AHM的期望项目反应模式全集的方法和一种新的归类法LL。用蒙特卡洛模拟实验比较GRM-AHM的几种归类法的归准率（属性模式归准率和单个属性的平均判准率）。结果发现,新归类法的归准率与AHM中的方法A差不多,但比方法B高很多;随着被试作答失误率的提高,它们的归准率都有所下降。在归类精度和简单性方面,GRM-AHM都比Bolt等(2004)提出的多级评分融合模型（Fusion Model）好     

教师问题行为的初步探索

通过对现有中学教师问题行为概念的分析整合和访谈,初步确立了教师问题行为的基本维度,以此为基础编制问卷,并对1274名中学教师进行测查,采用探索性因素分析和验证性因素分析对教师问题行为的结构进行剖析.结果表明:(1)中学教师的问题行为可以分为三个维度:认知问题、行为问题与适应问题;(2)这三个维度由10个因子组成,它们是粗暴行为、教学观、放任敷衍行为、职业道德、学生观、职业观、职业适应、情绪、人际关系和不公正感受;(3)本研究自编的教师问题行为问卷具有较好的信度、效度和可用性.     

简易自我放松催眠对学习疲劳的缓解作用

以简化的自生训练为基础,并整合进传统催眠和NLP经验擎技术的有效成分,编制易于学生自我操作,并能在课间或课后短时间内完成的,有利于心理放松的简易自我放松催眠方法,检验其对中学生学习疲劳的缓解作用.以382名高中生为对象,采用实验组对照组前测后测设计,以韦克斯勒成人智力测验中的译码分测验作为缓解学习疲劳、恢复认知水平的指标.结果表明,译码测验成绩实验组优于对照组,且差异显著;实验组后测成绩优于前测成绩,差异也很显著,说明简易自我放松催眠可以有效缓解学习疲劳,并能在一定程度上恢复认知水平.     

Beauty Revisited: The impact of attractiveness,ability, and personality in the assessment of employment suitability

This study examined the relative weight that hiring managers place on applicants' attractiveness, general mental ability (GMA), and the Big Five personality dimensions in assessing employment suitability for high and low customer contact positions. A sample of 130 managers from 43 hotel properties in the United States and Canada evaluated applicant profiles that varied on these dimensions. The policy capturing results demonstrated that attractiveness does impact employment suitability ratings across positions. However, attractiveness is valued less than GMA and conscientiousness. The attractiveness weight was greater in the evaluation of high customer contact positions, suggesting that attractiveness may be perceived as more job‐relevant for positions where employees interact extensively with people outside the organization. These findings are discussed along with implications for practice and future research attention.