基于项目自动生成的认知诊断测验开发

认知诊断、项目自动生成是现代心理测量领域的重要发展领域,二者的结合更是心理测量领域亟待开展的重要课题。本研究以小学数学问题解决认知诊断项目自动生成为例,探讨认知诊断领域的项目生成技术及算法。研究发现：(1)计算机自生成的项目参数与原模板参数具有较高的一致性。(2)同一项目模板下生成的不同试题的测量学特征基本不变。(3)同一批被试在自动生成的两份试卷的前、后测的能力( )值高度相关(r=0.811),前、后两次对被试诊断结果的一致性高达86.5%。这表明本文所设计的认知诊断测验项目的自动生成技术及其算法基本可行,小学数学问题解决认知诊断项目的自动生成效果较好。这也为其它认知诊断领域的项目自动生成提供了技术借鉴和支持。     

组织成员地位的形成及影响机制

组织成员地位通常是指组织内个体受组织其他成员尊重和钦佩的程度,是近些年备受关注的一个心理学构念。虽然组织成员地位与权力、阶层、面子、基于组织的自尊等概念具有一定的关联性,但它们之间存在着明显的界限。组织成员地位主要受到外在显性因素(形体特征、人口统计特征)、内在心理因素(人格、认知、情绪、行为)以及神经生理因素(睾酮激素、皮质醇激素)的影响,并能够对组织成员的认知、情绪、行为和绩效产生显著的影响。未来研究应当进一步区分组织成员地位的维度,探索组织成员地位的生物学基础和文化差异,关注组织成员地位的动态演化及其后果,并检验团队和组织层面地位分布的作用机制。     

Unresolved questions in nudging research: Putting the psychology back in nudging

Nudging interventions are broadly defined as a rearrangement of a choice context that gently suggests a specific choice. Their increasing popularity has attracted attention and discussion from researchers, policy makers, and practitioners alike. After some applications to domains such as health, environmental issues, and retirement savings, the next step in nudging is to understand the psychological boundary conditions when applied to varied domains of daily life. It is yet unclear for example to what extent nudging interventions can be transparent without losing effectiveness, or how permanent the effects are. These unresolved questions may have contributed to heated political and scientific discussions, on for example the ethics of using nudges in the public health domain, due to the missing scientific evidence. Indeed, this popularity may have led to forget how nudging harnesses insights from decades of research in psychology to change people's behavior. The aim of this paper is to shift the focus back to the psychological premises nudges were built upon. It summarizes several outstanding questions that future research in the psychology of nudging should address. Advancing research in nudging will help to improve our understanding of applied nudging interventions and provide clarity to debates such as ethical appropriateness, effectiveness, and public approval.     

A tutorial on how to do a Mokken scale analysis on your test and questionnaire data

Over the past decade, Mokken scale analysis (MSA) has rapidly grown in popularity among researchers from many different research areas. This tutorial provides researchers with a set of techniques and a procedure for their application, such that the construction of scales that have superior measurement properties is further optimized, taking full advantage of the properties of MSA. First, we define the conceptual context of MSA, discuss the two item response theory (IRT) models that constitute the basis of MSA, and discuss how these models differ from other IRT models. Second, we discuss dos and don'ts for MSA; the don'ts include misunderstandings we have frequently encountered with researchers in our three decades of experience with real‐data MSA. Third, we discuss a methodology for MSA on real data that consist of a sample of persons who have provided scores on a set of items that, depending on the composition of the item set, constitute the basis for one or more scales, and we use the methodology to analyse an example real‐data set.     

《周易》责任伦理思想浅析

本文以西方责任伦理理论作为参照,来诠释<周易>所蕴含的责任伦理思想,认为<周易>责任伦理意识的生成体现于责任主体对行为之不良后果的强烈忧患,<周易>对责任主体行为的调适以前瞻得到的后果为价值导向,<周易>通过对行为之不良后果进行积极转化而实现其责任伦理价值.     

Working with Fischer and Ravizza’s Account of Moral Responsibility

This paper examines the account of guidance control given in Fischer and Ravizza's book, Responsibility and Control, with the aim of revising it so as to make it a better account of what needs to be added to having alternatives open to yield a specification of the control condition for responsibility that will be acceptable to an adherent of the principle that one is responsible for something only if one could have avoided it.     

组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

Reducing Alcohol‐Related Consequences Among High School Seniors: Efficacy of a Brief,Web‐Based Intervention

The authors examined the efficacy of a brief, web‐based personalized feedback intervention on reducing alcohol‐related consequences among high school seniors (N = 105) using a group‐randomized controlled design. Results of repeated measures mixed‐models analyses indicated significant intervention effects over time for alcohol‐related consequences at 30‐day and 6‐month follow‐up assessments. Drinking risk status moderated intervention effects such that results were only significant for high‐risk drinkers (i.e., students reporting initiation of heavy episodic drinking at baseline).     

A COMPUTATIONAL THEORY OF SELECTION BY CONSEQUENCES APPLIED TO CONCURRENT SCHEDULES

Virtual organisms animated by a computational theory of selection by consequences responded on symmetrical and asymmetrical concurrent schedules of reinforcement. The theory instantiated Darwinian principles of selection, reproduction, and mutation such that a population of potential behaviors evolved under the selection pressure exerted by reinforcement from the environment. The virtual organisms' steady‐state behavior was well described by the power function matching equation, and the parameters of the equation behaved in ways that were consistent with findings from experiments with live organisms. Together with previous research on single‐alternative schedules (McDowell, 2004; McDowell & Caron, 2007) these results indicate that the equations of matching theory are emergent properties of the evolutionary dynamics of selection by consequences.     

自我控制行为中的情绪因素

对冲动行为的控制及失控(放任)会产生不同的情绪结果,并形成两种自我控制的两难:失控后可能产生的愉悦与内疚、成功自控后可能产生的自豪与遗憾。自控行为-情绪结果的联结,使个体能自发地基于预期情绪选择当前行为。情绪预测会受到情境、个体差异等的影响,并有一定的误差。