爱荷华博弈任务(IGT)与决策的认知神经机制

爱荷华博弈任务(IGT)是一项检查情感性决策机制的常用实验范式。据此, Damasio等人提出了躯体标记假设(SMH)解释情绪影响决策的神经生理机制。近期, 大量研究在IGT究竟是模糊决策还是风险决策、与情绪和认知的关系、与工作记忆和陈述性记忆的关系以及IGT的神经网络与分子遗传机制等方面积累了丰富资料。结果显示, IGT加工的早期由模糊决策主导, 情绪性躯体信号对引导决策选项的偏好可能起关键作用, 后期则倾向是一种风险决策, 认知评价和预期对选项偏向逐渐占优势; IGT与工作记忆的加工成分有相互重叠, 也需陈述性记忆的参与; IGT的加工不仅依赖于杏仁核、腹内侧前额皮层、眶额皮层等组成的情绪脑网络的活动, 还与背外侧前额皮层、海马、腹侧纹状体、岛叶皮层、辅助运动前区、扣带回皮层等许多脑区的活动有关; COMT和5-HTT的基因多态性会调节IGT相关的决策加工。总之, IGT是一项需要多重神经系统协同活动的决策加工任务, 且模糊与风险决策可能具有不同的遗传基础。     

SPEECH EVENTS, LANGUAGE DEVELOPMENT, AND THE CLINICAL SITUATION

Psychoanalysis brings about psychic change by the mediation of speech. This paper reflects upon the significance of the structure and developmental organisation of the speech event as a verbal and non-verbal unit composed of semantically and prosodically encoded messages, interactions and emotional contact between partners. Spoken words communicate semantic meanings and the affects of a given speech event. Words carry personal emotional meanings which are inseparable from their referential significance. Such emotional meanings are very hard to articulate in words. They are conveyed by the ineffable but essential feelings present in their sound and pronunciation. Speech is an intentionally object-related and emotionally engaging social activity resulting from a child having been spoken to early in life by an adult wanting to establish affective verbal contact. The early organisation and later transformation of the structure of the speech event carries private meanings for each person's listening and speaking stance. A refined understanding of the structural and emotional complexities of verbal communicative exchanges during analysis may enhance the analyst's ability to understand the patient'smanner of participation in the analytic process.     

Job Satisfaction as a Mediator of the Relationship Between Job Stressors and Affective, Continuance, and Normative Commitment: A Path Analytical Approach

This article investigates the potential mediating role of job satisfaction between job stressors—namely, role overload-quantitative, role overload-qualitative, and lack of career development—as sources of stress on the one hand, and various facets of organizational commitment—namely, affective, continuance, and normative—on the other hand. A sample of 361 employees in a number of organizations in the United Arab Emirates (UAE) was used. Path analysis revealed that role overload-quantitative directly and negatively influences both job satisfaction and affective commitment and that lack of career development as a source of stress directly and negatively influences job satisfaction. Findings also suggest that job satisfaction mediates the influences of role overload-quantitative on various facets of organizational commitment. Implications, future lines of research, and limitations are discussed.     

Haybron on Mood Propensity and Happiness

Daniel Haybron has made an original contribution to philosophical discussions of happiness. He has put forward a theory that identifies happiness with moods and the propensity to experience moods. Haybron’s contribution deserves a critical examination. The first section of my paper is interpretive. I show how Haybron uses the concepts of ‘central affective states’ and ‘mood propensity’ to define happiness. The second and third sections of the paper are critical. They focus on the inclusion of mood propensity in Haybron’s theory. In the second section I argue that his theory fails because there is an example that shows a subject can be happy even when that subject does not have a positive mood propensity. In the third section of the paper, I consider Haybron’s objection that the case in question is ‘object-specific’ and that it is not ‘emotionally-based’. I discuss both of these technical terms in detail. Moreover, I argue that a modified version of the counter example accommodates these technical terms while retaining the persuasiveness of the original example.

愿望采择发展水平对幼儿情感决策的影响

选取148名4岁儿童, 运用实验法考察了幼儿的愿望采择发展水平对其情感决策的影响。结果表明: (1) 幼儿的愿望采择水平对其情感决策具有显著影响。情境中他人愿望信息充足时, 幼儿会采择他人愿望并以此为线索为他人决策, 但对线索的利用程度受其愿望采择水平的制约。(2) 在无关于他人愿望信息提示的条件下, 4岁儿童为他人与为自己的情感决策不存在显著差异。(3) 4岁儿童能够采择他人的单一愿望, 但其冲突愿望采择能力还不成熟。     

情绪通路异常与认知情绪偏差:慢性痛与抑郁症共病的神经心理机制

慢性疼痛与抑郁症具有高度共病性,但迄今尚无成熟理论能够阐释二者共病的神经心理机制。对慢性痛与抑郁的脑机制研究提示,慢性痛和抑郁常常涉及到相似的情绪脑区活动的异常改变;与此相对应的是,行为学研究发现,疼痛患者与抑郁患者在加工疼痛或抑郁相关信息时表现出了模式相似的认知情绪偏差(CAB)。近年来,越来越多证据趋于一致,指出慢性痛和抑郁共有的情绪通路异常变化可能导致了相似的信息加工异常,是二者共病的神经心理基础,而认知情绪偏差则在行为上反映了这种变化,并且很可能是共病发生、发展及维持的重要因素。     

真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

CPM领导行为模式对员工利他行为及工作投入的作用机制

通过对我国26个省市企事业单位员工的问卷调查,探讨了CPM领导行为模式对员工利他行为和工作投入的影响途径。采用潜变量路径分析的方法,对两个阶段的模型进行检验和比较,结果表明：（1）C因素和M因素通过信任上司的完全中介作用影响利他行为和工作投入,而P因素则通过信任上司的部分中介作用对它们产生影响。（2）信任上司通过情感承诺的完全中介作用影响工作投入,通过情感承诺的部分中介作用影响员工的利他行为。     

Effects of Interpersonal Affect Upon Fairness Judgment

We examined the effect of interpersonal affect on fairness judgment. In Experiment 1, participants were asked to write down fair and unfair behaviors that positive and negative persons performed, giving as many examples as possible within 5 minutes. Participants wrote more fair behaviors for the positive person than for the negative, and wrote more unfair behaviors for the negative person than for the positive. In Experiments 2 and 3, subjects rated the perceived frequency of 60 behaviors (30 fair and 30 unfair). In both experiments, they evaluated fair behaviors by the positive person to be more frequent than those of the negative, and unfair behaviors by the negative person to be more frequent than those of the positive. The results indicate that fairness judgment is influenced by the participant's positive and negative affect toward the judged object. The effects of positive and negative interpersonal affect on fairness judgment are discussed.