Shaping of Reach-to-Grasp Kinematics by Intentions: A Meta-Analysis

When we reach to grasp something, we need to take into account both the properties of the object we are grasping and the intention we have in mind. Previous research has found these constraints to be visible in the reach-to-grasp kinematics, but there is no consensus on which kinematic parameters are the most sensitive. To examine this, a systematic literature search and meta-analyses were performed. The search identified studies assessing how changes in either an object property or a prior intention affect reach-to-grasp kinematics in healthy participants. Hereafter, meta-analyses were conducted using a restricted maximum likelihood random effect model. The meta-analyses showed that changes in both object properties and prior intentions affected reach-to-grasp kinematics. Based on these results, the authors argue for a tripartition of the reach-to-grasp movement in which the accelerating part of the reach is primarily associated with transporting the hand to the object (i.e., extrinsic object properties), the decelerating part of the reach is used as a preparation for object manipulation (i.e., prepare the grasp or the subsequent action), and the grasp is associated with manipulating the object's intrinsic properties, especially object size.     

How intention and monitoring your thoughts influence characteristics of autobiographical memories

Involuntary autobiographical memories come to mind effortlessly and unintended, but the mechanisms of their retrieval are not fully understood. We hypothesize that involuntary retrieval depends on memories that are highly accessible (e.g., intense, unusual, recent, rehearsed), while the elaborate search that characterizes voluntary retrieval also produces memories that are mundane, repeated or distant – memories with low accessibility. Previous research provides some evidence for this ‘threshold hypothesis’. However, in almost every prior study, participants have been instructed to report only memories while ignoring other thoughts. It is possible that such an instruction can modify the phenomenological characteristics of involuntary memories. This study aimed to investigate the effects of retrieval intentionality (i.e., wanting to retrieve a memory) and selective monitoring (i.e., instructions to report only memories) on the phenomenology of autobiographical memories. Participants were instructed to (1) intentionally retrieve autobiographical memories, (2) intentionally retrieve any type of thought (3) wait for an autobiographical memory to spontaneously appear, or (4) wait for any type of thought to spontaneously appear. They rated the mental content on a number of phenomenological characteristics both during retrieval and retrospectively following retrieval. The results support the prediction that highly accessible memories mostly enter awareness unintended and without selective monitoring, while memories with low accessibility rely on intention and selective monitoring. We discuss the implications of these effects.     

9-16岁儿童的合作倾向与合作意图的发展研究

本研究采用情境故事法,对154名9-16岁儿童的合作倾向与合作意图进行了探讨。结果表明,随着年级升高,儿童的合作倾向逐渐减小,初二到高一之间是儿童的合作倾向发展的转折期,同伴关系是影响儿童合作倾向的稳定因素;儿童的合作意图随年龄增长日趋复杂和分化,维系良好的同伴关系的意图随年龄增长变化不大,自利意图逐渐减弱,利他意图逐渐增强。     

组织信任对员工态度和离职意向、组织财务绩效的影响

为了探讨组织信任对个体和组织的作用,在全国不同地区43家企业进行了问卷调查,得到801份有效问卷。结果表明,在个体方面,多层线性模型（HLM：hierarchical linear modeling）分析的结果显示：组织信任对个体的工作满意度、情感承诺有显著的正向预测效果,对离职意向具有显著的负向预测效果;组织信任对工作满意度、情感承诺与离职意向之间的关系都具有显著的调节（加强）作用。在组织方面,结构方程模型的分析结果显示：组织信任通过组织学习和组织创新的完全中介作用于组织的主观财务绩效,即一方面分别通过组织学习和组织创新的完全中介作用于财务绩效,另一方面直接通过组织创新的完全中介作用于组织的财务绩效     

教师倦怠与自尊、心理健康和离职意向的关系

为探讨教师倦怠与自尊、心理健康和离职意向之间的关系,利用工作倦怠问卷、自尊问卷、一般健康问卷和离职意向问卷对350名教师进行施测。结果表明:(1)耗竭对自尊、心理健康和离职意向有显著的预测作用(p<0.01),人格解体对自尊有显著的预测作用(p<0.01),成就感降低对自尊和心理健康有显著的预测作用(p<0.01);(2)自尊部分中介耗竭和成就感降低对心理健康的影响(p<0.01),并能完全中介人格解体对心理健康的影响(p<0.01)。     

Testing the relationship between three-component organizational/occupational commitment and organizational/occupational turnover intention using a non-recursive model

This study explored the relationship between three-component organizational/occupational commitment and organizational/occupational turnover intention, and the reciprocal relationship between organizational and occupational turnover intention with a non-recursive model in collectivist cultural settings. We selected 177 nursing staffs out of 30 hospitals in Taiwan as our sample, and structural equation modelling analysis was conducted to test our hypotheses. The results showed that normative organizational commitment negatively correlates with organizational turnover intention most strongly, and affective occupational commitment negatively correlates with occupational turnover intention most strongly. Moreover, organizational turnover intention plays a mediating role in the relationship between normative organizational commitment and occupational turnover intention, while occupational turnover intention mediates the relationship between affective occupational commitment and organizational turnover intention. In particular, the reciprocal relationship exists between organizational and occupational turnover intention. Practical implications and suggestions for future research were also discussed.     

Portraits in painting and photography

In this paper, we offer an analysis of ‘group intentions.’ On our proposal, group intentions should be understood as a state of equilibrium among the beliefs of the members of a group. Although the discussion in this paper is non-technical, the equilibrium concept is drawn from the formal theory of interactive epistemology due to Robert Aumann. The goal of this paper is to provide an analysis of group intentions that is informed by important work in economics and formal epistemology.     

工作-家庭支持的结构与测量及其调节作用

在深度访谈和开放式问卷调查的基础上, 编制了工作-家庭支持问卷。探索性因素分析和验证性因素分析结果表明, 中国文化背景下的工作-家庭支持由组织支持、领导支持、情感支持和工具性支持四个维度构成。问卷的信效度指标良好。无约束结构方程模型分析结果表明, 工作-家庭支持能够有效调节工作-家庭冲突与离职意向的关系。     

The criterion‐related validity of a short commensurate measure of personality‐based person‐organization fit

Our goal was to develop a commensurate measure of personality‐based person‐organization fit and examine its criterion‐related validity for two retention‐related attitudes: job satisfaction and intention to stay. At T0, 637 employees completed our questionnaire. Two years later, at T1, 171 of the original respondents completed our questionnaire again. Results showed that the organizational personality perceptions are relatively stable. Polynomial regression analyses and surface plots revealed that job satisfaction and intention to stay are higher when there is perfect fit between the person and the organization compared to when the person and the organization differ in traits. However, in most cases, we found the work attitudes to be maximized when both the person and the organization score high on the personality traits.