INCREASING COMMUNICATIVE INTERACTIONS OF YOUNG CHILDREN WITH AUTISM USING A VOICE OUTPUT COMMUNICATION AID AND NATURALISTIC TEACHING

We evaluated the effects of a voice output communication aid (VOCA) and naturalistic teaching procedures on the communicative interactions of young children with autism. A teacher and three assistants were taught to use naturalistic teaching strategies to provide opportunities for VOCA use in the context of regularly occurring classroom routines. Naturalistic teaching procedures and VOCA use were introduced in multiple probe fashion across 4 children and two classroom routines (snack and play). As the procedures were implemented, all children showed increases in communicative interactions using VOCAs. Also, there was no apparent reductive effect of VOCA use within the naturalistic teaching paradigm on other communicative behaviors. Teachers' ratings of children's VOCA communication, as well as ratings of a person unfamiliar with the children, supported the contextual appropriateness of the VOCA. Probes likewise indicated that the children used the VOCAs for a variety of different messages including requests, yes and no responses, statements, and social comments. Results are discussed in regard to the potential benefits of a VOCA when combined with naturalistic teaching procedures. Future research needs are also discussed, focusing on more precise identification of the attributes of VOCA use for children with autism, as well as for their support personnel.     

语音告警信号语速研究

用普通会话句表和飞机告警句表两种测试材料 ,以言语可懂度测试法和主观评价法研究言语告警信号的适宜语速。实验中的语速定为 0 .1 1、0 .1 5、0 .2 0、0 .2 5、0 .3 5和 0 .45秒 /字六级。实验模拟飞机座舱环境 ,采用计算机生成的数字化言语信号 ,在 90 d B(A)的飞机噪声环境下 ,通过耳机传递给被试。研究得到以下结论 :言语告警信号的适宜语速为 0 .2 5秒 /字 (或 4字 /秒 ) ,它的下限为 >0 .2 0秒 /字 (或 <5字 /秒 ) ,它的上限为 0 .3 0秒 /字 (或 3 .3 3字 /秒 )。     

Individual differences in face and voice matching abilities: The relationship between accuracy and consistency

Deciding whether two different face photographs or voice samples are from the same person represent fundamental challenges within applied settings. To date, most research has focussed on average performance in these tests, failing to consider individual differences and within‐person consistency in responses. Here, participants completed the same face (Experiment 1) or voice matching test (Experiment 2) on two separate occasions, allowing comparison of overall accuracy across the two timepoints as well as consistency in trial‐level responses. In both experiments, participants were highly consistent in their performances. In addition, we demonstrated a large association between consistency and accuracy, with the most accurate participants also tending to be the most consistent. This is an important result for applied settings in which organisational groups of super‐matchers are deployed in real‐world contexts. Being able to reliably identify these high performers based upon only a single test informs regarding recruitment for law enforcement agencies worldwide.     

The implication of the sadistic superego in anorexia

Based on our clinical experience with anorexia, we propose to distinguish two paradoxical aspects of this disorder. On the one hand, anorexia may serve as a shield and support to open up a space for subjectivity, promoting a separation from the mother. Eros is responsible for this defense of subjectivity and of the assumption of one's own wish. But the anorexic individual may, on the other hand, be subjected to the death drive and to the voice of a sadistic and ferocious superego that demands immediate obedience. The death drive, present in different combinations with Eros, is an obstacle to the work of the psychoanalyst.     

员工建言行为的结果及其调节机制

该文从个体层面和群体层面对员工建言行为结果的研究进行综述。个体层面建言结果大致可以分为五个方面：员工绩效、工作态度、人际关系、建言采纳和后续建言行为; 群体层面的结果主要包括群体绩效、群体创新和群体离职。无论是在个体层面还是在群体层面, 建言对其结果的影响研究结论都不尽一致。个体层面研究结论的不一致可能是受建言特点(类型和策略)、建言者身份、建言对象反应、建言情境等调节因素的影响; 群体层面结论的不一致可能归因于建言对象和管理者可用资源等的调节作用。未来研究应进一步探索管理者对建言不同类型反应的原因, 探究群体建言的作用机制。     

建言行为的理论机制及未来研究展望

自Van Dyne和LePine把建言行为引入到组织行为学(OB)领域之后,这一概念便成为理论界研究的热点问题。经过系统梳理,本文提出了建言行为以往研究三种范式的整合框架,即人际风险观、责任义务观和价值信念观。并且,基于控制论(Control Theory)的视角,本文从个体建言内容产生、建言行为目的、个体建言是否被采纳、建言实施四个环节进行系统展望,提出了未来建言行为相关研究的方向。     

让建言更多含金量：员工建言质量的前因机制

员工高质量的建议是企业提质增效的重要途径。然而, 以往研究主要聚焦在员工的“建言参与”和“建言数量”上, 忽略了一个最本质的问题——员工的建言质量如何?为解决这一关键问题, 分别从员工建言质量的内涵、测量、前因机制的角度构建一个关于员工建言质量的系统研究。研究一基于扎根理论, 探讨员工建言质量的内涵与结构, 开发员工建言质量的测量工具; 研究二是基于内隐建言理论, 从个体和团队两个层面探讨员工与领导的批判性思维对员工建言质量的影响机制。理论贡献在于推动员工建言质量的理论构建, 拓展批判性思维理论、内隐建言理论的应用。     

情绪耗竭对建言行为的U型影响——内在动机的调节作用

基于资源保存理论,通过201名员工及其直接上级的配对样本,探讨了中国组织背景下员工情绪耗竭对其促进性建言与抑制性建言的非线性影响及其边界条件。研究结果表明,情绪耗竭对促进性建言与抑制性建言有显著的U型影响。与抑制性建言相比,情绪耗竭对促进型建言的U型影响更强。内在动机显著调节了情绪耗竭对促进性建言的U型影响,对于低内在动机的员工而言,情绪耗竭对促进性建言的U型影响更明显。     

领导人际情绪管理和员工建言的关系：有调节的中介效应分析

近年来,领导人际情绪管理（LIEM）作为一种管理和调节下属消极情绪的领导行为正逐渐受到学界关注。本研究通过问卷调查,搜集了314份员工和领导的配对数据。研究结果显示：领导人际情绪管理积极影响员工建言行为;下属信任在领导人际情绪管理和员工建言行为间起到部分中介作用;权力距离对下属信任的中介效应起到调节作用。     

从征求到反应：建言行为链中的管理者角色

在建言行为发生链中,管理者扮演着征求者和反应者的不同角色。在管理实践中,管理者却罕于从员工处征求建言,或未能对员工建言做出有效反应。在学术界,目前有关管理者征求建言、纳谏和建言/建言者评估的研究日益丰富,但不成系统。为解决这些实践和理论上的不足,提出并整合建言行为链框架;并基于输入-过程-输出模型,从管理者角色入手,系统分析和归纳管理者征求建言、采纳建言、评估建言(者)的前提和结果,以诠释管理者在员工建言行为链中发挥的作用及其机制,并为管理者更好履行建言管理职能提供实践参考。