慢性乙型肝炎T细胞功能与HBV前C区变异的研究

通过研究慢性HBV感染者前C区变异及T细胞免疫功能与疾病的相关性,评估前C（preC）区变异及T细胞免疫功能对于慢性乙型肝炎（chronichepatitisB,CHB）预后的影响。分别采用实时荧光法、突变特异PCRmsPCR法及微粒酶免疫分析法对150例HBV-DNA阳性的CHB及50例健康体检者进行血清HBV-DN...     

对T1G3膀胱癌治疗方法的探讨

T1G3膀胱癌有高复发和进展倾向,选择恰当的治疗方法成为难题。使用BCG治疗可促肿瘤进展和转移,但可保留膀胱。膀胱切除也许提供了最好的治疗方案,但膀胱切除仍会复发且具有手术风险,且被认为是过度治疗。此文从哲学角度来探讨T1G3膀胱癌的治疗方法,以便为临床实践和进一步的研究提供思路。     

CD_4~+ CD_(25)~+调节性T细胞在妊娠与分娩中的作用

近代生殖免疫学研究认为,正常妊娠维持有赖于母胎免疫耐受的形成,耐受一旦失调,就可能妊娠失败,发生如流产,妊娠期高血压疾病,胎膜早破,分娩发动等。近几年来,国内外学者逐渐认识到CD4+CD25+调节性T细胞在妊娠中的重要作用并进行系列研究。本文就目前CD4+CD25+调节性T细胞在妊娠与分娩中的作用作一综述。     

Ralph Burhoe's Evolutionary Theory of Religion

Ralph Wendell Burhoe's legacy rests on a series of interrelated theories that deal with (1) the emergence of life within physical nature; (2) the symbiosis of genes and cultures in human evolution; (3) the central importance of the brain in this symbiosis; and (4) the function of religion within this evolutionary process to carry the traditions of trans-kin altruism that make human civilization possible. These theories give rise to a number of issues that are of current importance. Burhoe's stature is enhanced when one considers that these theories were first articulated by him in the 1970s, in reliance upon the work of J. Bronowski, Alfred E. Emerson, and Donald T. Campbell.     

Sheldon's physical-psychical typology revisited

In order to clarify some of the general findings in the literature with respect to relationships between body type and the personality dimension extraversion/introversion, typical experimental paradigms common to this field were replicated but using the first-order factors (from the R. B. Cattell, H. W. Eber, & M. M. Tatsuoka (1970, Handbook for the sixteen personality factor questionnaire, Windsor: N.F.E.R.) analysis) that load on this continuum rather than the continuum itself. Use was made of standard statistical procedures as well as discriminant analysis. The most noteworthy finding was that subjects were able to utilize the first-order factor structure for the continuum extraversion/introversion in a discriminating manner and to assign such factors in a fairly clear-cut way to three extreme body types. Personality appraisals of the mesomorphic body type and an ideal type (composed by the subjects) were shown to be virtually identical. The most positive extravert characteristics were assigned to the endomorph body build and the most positive introvert characteristics to the ectomorph. No differences in personality appraisals by male (n = 50) and female (n = 50) subjects with the exception of factor Q₂ by the ectomorphic body type were found. Both male and female subjects showed a preference for the (male) mesomorphic body type although significant differences between male and female subjects in the pattern of their distribution of preferences over the three body types were found. While the results confirm previous findings, they also extend them by the use of a first-order factor structure for the continuum extraversion/introversion and by the introduction of the explanatory concepts “extravert of affect” and “extravert of action.”     

The interaction of personality and job scope in predicting turnover

The interaction of employee personality characteristics and job scope in the prediction of turnover was studied. One hundred and nine individuals employed as machine operators (low-scope job) and scientific and technical personnel (high-scope job) within a large manufacturing organization were the sample. No direct relationships were found between personality characteristics and turnover for the combined sample of employees on high- and low-scope jobs. When correlational analyses were carried out within job scope samples it was evident that personality and job scope interacted in predicting turnover. For employees on high-scope jobs, turnover was negatively related to the need for achievement and positively related to the need for affiliation. Turnover was negatively related to the need for affiliation among employees on low-scope jobs. The implications of these findings for future research on turnover were discussed.     

Duration of failure,causal attributions for failure,and subsequent reactions

Subjects were given a preliminary problem solving task of either short or long duration, and were told that they could shorten the duration of aversive noise bursts by correctly solving the problems. They were then given false feedback that they had done either well or poorly on the problems. Two groups of failing subjects were given information designed to lead them to attribute failure to either lack of ability or a difficult task. Two additional groups received “success” or “failure” feedback without any attributional cues. Failure-induced stress was reported to be greater under short duration conditions than under long duration conditions, and increased to the extent that subjects were led to believe they were personally responsible for failure. Following the preliminary failure period, task performance in the same situation and task performance and persistence in a different situation were assessed. In each case, performance and persistence decreased (a) following short-duration failure when subjects were led to attribute failure to a difficult task, and (b) following long-duration failure when subjects were led to attribute failure to lack of ability. These results are discussed within a framework that emphasizes the role of casual attributions in mediating the effects of failure.     

An evaluation of self-esteem and impression management theories of anticipatory belief change

The predictions of self-esteem and impression management theories of anticipatory belief change were examined as a function of whether or not subjects were reminded that their preexperimental attitudes has been assessed, the source of the expected persuasive communication (expert vs. peer), and whether or not explicit instructions were given regarding the experimenter's concern with opinion change. Anticipatory shifts changed as a function of an interaction of all three variables. In the Reminder conditions, subjects changed their attitudes toward a peer's position when the experimenter explicitly referred to opinion change. In the No Reminder conditions, subjects shifted toward an expert when the instructions were explicit and toward a peer when the instructions were implicit. The results were discussed as qualifying previous research in this area and as problematic for both self-esteem and impression management approaches to anticipatory shifts.     

Symbolic distance and congruity effects for paired-comparisons judgments of degree of self-reference

Two experiments are reported which speak to the properties of the process of self-reference. The first demonstrated a “symbolic distance effect” for self-reference. An inverse linear relation was found between item difference on a self-referent continuum and the time required to judge which of a pair of adjectives best described the respondent. The second experiment failed to demonstrate a “congruity effect” in a situation where subjects decided which of a pair of adjectives BEST or LEAST described them. This failure was interpreted as support for the proposition that the self functions as an immovable, rigid, and fixed reference point during the processing of personal information. Discussion focused upon how this fixed reference point property helps understand some other research findings.