在内隐学习条件下任务难度对于判断准确率的影响

本研究利用自行设计的复杂规则产生出不同难度的任务系统,进而通过实验阐明了内隐学习的三个特征;（一）在任务难度极大的情况下,内隐学习并不发挥作用;（二）在任务难度降低到一定程度的时间,内隐学习开始发挥作用,这仿佛是一个“阈限”;（三）随着任务难度逐渐降低,内隐学习的效率也随着提高,但是最科停止在一个较高的水平而再继续上升,可以间接推断,内隐学习获得了样例的具体信息。     

Women in male-dominated professions: Contrasts in their personal and vocational histories

Women in four high-status, male-dominated professions—architecture, law, medicine, and psychology—are described in terms of a variety of historical, social, and career variables. The women share common antecedents of their vocational choices and similar perceptions of their work, but the occupational groups are dissimilar on a number of dimensions. Psychologists stand in particular contrast to the other three groups of professionals, describing experiences and career patterns less in conflict with stereotypic female roles. These contrasts may reflect differences in the sex-typed characterizations of the professions even though all are male-dominated.     

Reinforcement and attraction specifying the effects of affective states

A multiplicative effect of magnitude and proportion of positive reinforcements on attraction and self-rated feelings was examined. Subjects (N = 270) rated their attraction toward persons associated with one of three reinforcement magnitudes (personality similarity, attitude similarity, and personal evaluations) and one of six proportions of positive reinforcements (.00, .20, .40, .60, .80, and 1.00). Results indicated that the slope of the linear attraction function increased and the Y-intercept decreased with increasing magnitude of reinforcement (p < .05). A similar interaction effect was found on the feelings of the subjects (N = 90) in another experiment. The results were interpreted as added support for Byrne's reinforcement-affect model of interpersonal attraction.     

Comparison of women engineers who persist in or depart from engineering

The current research examined differences between women engineers who persisted in an engineering career versus those who left engineering using a combination of two prominent theories of career change: social cognitive career theory (SCCT, Lent, Brown & Hackett, 1994; 2002) and integrated model of career change (Rhodes & Doering, 1983). The two groups of women did not differ in three domains of self-confidence or outcome expectations (engineering tasks, navigating organizational climate, or multiple roles), in vocational interests, or in workplace barriers. Women who continue in engineering do differ from those who leave in their experience of workplace supports and their levels of occupational commitment. Engineering turnover intentions and occupational commitment emerged as the two key variables that explained 33.4% of the variance in persistence in engineering careers. We discuss the implications of the results in terms of theoretical development and practical implications for organizations.     

Cognitive adjustment as an indicator of psychological health at work: Development and validation of a measure

Based on organizational socialization literature (e.g., Bauer, Bodner, Erdogan, Truxillo, & Tucker, 2007; Kammeyer-Mueller & Wanberg, 2003; Saks, Uggerslev, & Fassina, 2007) and Conservation of Resources theory (COR theory; Hobfoll, 1989, 2001), this article aims to develop a conceptualization and a measurement of cognitive adjustment at work (CAW), as an indicator of psychological health in the workplace. Two studies, including three independent samples (N_A = 296, N_B = 350, N_C = 139), were conducted to test an operational proposal of CAW. In Study 1, exploratory and confirmatory factor analyses, as well as reliability and temporal invariance analyses, were performed to test the structure of both the construct and the instrument. In Study 2, nomological network analysis was conducted. Results suggest strong empirical support for the structure and validity of CAW, defined as a second-order factor, which includes task adjustment, work group adjustment and organizational adjustment.     

The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions

This study examined the relation between career adaptability (CA), promotability, and career satisfaction (CS), and their impacts on turnover intentions (TI). Eight hypotheses were proposed. Based on data collected from a sample of 431 employees in Macau, career adaptability was significantly and positively related to both promotability and CS after controlling for the influences of demographic variables including age, gender, education and tenure. CA, promotability and CS were also significantly and negatively linked to TI. The results further revealed that promotability and CS mediated the effect of CA on TI. The study contributed new insights that may inform career development and retention of employees. Practical implications on how to retain employees were discussed.     

A test for conditional independence between response time and accuracy

An important distinction between different models for response time and accuracy is whether conditional independence (CI) between response time and accuracy is assumed. In the present study, a test for CI given an exponential family model for accuracy (for example, the Rasch model or the one‐parameter logistic model) is proposed and evaluated in a simulation study. The procedure is based on the non‐parametric Kolmogorov–Smirnov tests. As an illustrative example, the CI test was applied to data from an arithmetics test for secondary education.     

Regularity as a Form of Constraint

Regularity theories of causation are guided by the idea that causes are collectively sufficient for their effects. Following Mackie [1974], that idea is typically refined to distinguish collections that include redundant members from those that do not. Causes must be collectively sufficient for their effects without redundancy. While Mackie was surely right that the regularity theory must distinguish collections that are in some sense minimally sufficient for an effect from those that include unnecessary hangers-on, I believe that redundancy is the wrong mark of that distinction. I propose a way to develop the regularity theory without it. Instead of distinguishing minimal from mere sufficiency in terms of redundancy, we should look to the influence that events have in the world. Causes, so construed, must have just enough collective influence to ensure that an effect occurs. I argue that such an account provides a uniform solution to the problem of epiphenomena and to a pair of related problems that arise for prior iterations of the regularity theory.