“心理阻抗”真的可以提升生育意愿吗？社会经济地位的调节作用

“恐生”这一话题受到广大网民的热议，针对该现象，国家出台了一系列鼓励生育政策，但我国的生育率依然持续下降，甚至面临“低生育率陷阱”的生育危机。为什么在国家出台“全面二胎”的鼓励生育政策之后，国民生育意愿却下降？本研究考察了生育年龄限制感对生育意愿的影响，以及社会经济地位在其中的边界条件。研究1通过两个子研究考察了生育年龄限制感与生育意愿的关系，其中研究1a对400名在职育龄个体进行问卷调查；研究1b对500名二孩育龄人群进行线上实验，启动被试二孩最佳生育年龄为40岁；研究2以100名硕士研究生为研究对象，使用实验操纵生育年龄限制感：最佳生育年龄为26岁（VS.对照组），并进一步探讨社会经济地位在生育年龄限制感与生育意愿之间的调节作用。结果发现：被试的实际年龄越接近自己认为的最佳生育年龄，其生育意愿越强烈；社会经济地位在生育年龄限制感和生育意愿间的调节作用显著。该研究丰富了心理学视角下生育意愿的文献，为提升育龄人群的生育意愿，提高我国的总和生育率、走出“低生育率陷阱”具有一定的理论价值与实践指导意义。     

Is recursion language-specific? Evidence of recursive mechanisms in the structure of intentional action

In their 2002 seminal paper Hauser, Chomsky and Fitch hypothesize that recursion is the only human-specific and language-specific mechanism of the faculty of language. While debate focused primarily on the meaning of recursion in the hypothesis and on the human-specific and syntax-specific character of recursion, the present work focuses on the claim that recursion is language-specific. We argue that there are recursive structures in the domain of motor intentionality by way of extending John R. Searle’s analysis of intentional action. We then discuss evidence from cognitive science and neuroscience supporting the claim that motor-intentional recursion is language-independent and suggest some explanatory hypotheses: (1) linguistic recursion is embodied in sensory-motor processing; (2) linguistic and motor-intentional recursions are distinct and mutually independent mechanisms. Finally, we propose some reflections about the epistemic status of HCF as presenting an empirically falsifiable hypothesis, and on the possibility of testing recursion in different cognitive domains.     

When implicit fails: Explicit but not implicit attitudes predict choices of decided and undecided voters

IntroductionA recent study (Friese et al., 2012) involving two major political elections in the US and Germany reported that voting behavior was better predicted by explicit than implicit attitudes for both decided and undecided voters and that when voting behavior was predicted by implicit attitudes, the prediction was better for decided than undecided voters.ObjectiveWe conducted a comparable study for the 2012 French presidential election using voter volatility as a measure of voter decidedness, in order to test the generalizability of the findings of Friese et al. (2012).MethodParticipants’ voting intention, explicit and implicit attitudes towards the candidates Sarkozy and Hollande were collected during the 2 weeks separating the two rounds of the election.ResultsOur findings confirm that explicit attitudes outperform implicit attitudes when predicting voting choice, but not that the relationship between implicit attitudes and voting intention is moderated by voter decidedness.ConclusionFurther research is needed in order to test whether the moderation of implicit attitudes by voter decidedness is a robust finding or not.     

Changes in cooperative behaviour and belief in finitely repeated social dilemmas

Economic and psychological studies have determined the tendency to improve cooperation in initial interactions in which people are required to contribute in public good games. The current study examined the behavioural changes of individuals during finite interaction times. Participants were invited to make decisions twice in a step‐level public good game, and their belief in achieving the collective interest was measured. Participants were divided into three groups based on their first decisions. Results showed that high contributors demonstrated high levels of contribution in their subsequent interactions, whereas low and equal contributors increased their levels of contribution after the initial interaction. Additionally, the cooperative level of low contributors increased along with their cooperative belief. The theoretical and practical implications of changes of behaviour and belief in repeated social dilemmas were identified.     

人际控制感对合作行为的影响:一项囚徒困境的ERPs研究

社会困境中的合作行为是通过抑制个体利益最大化的诱惑从而满足集体利益最大化的过程。研究采用囚徒困境游戏范式考察个体的合作行为,通过设置决策顺序操控人际控制感的高低,利用ERPs技术探讨了人际控制感影响合作行为的神经机制。行为结果发现:高人际控制感条件下个体做出合作行为的频率显著高于低人际控制感。ERPs结果发现:个体在高人际控制感条件下博弈时顶枕区所诱发的P2波幅更小,且右侧额区所诱发的N2波幅也更小。这表明被试在高人际控制感条件下感知到的不确定性更小,冲突控制水平更高,从而更能抑制利己诱惑,表现出更多的合作行为。     

When Does a Proactive Personality Enhance an Employee’s Whistle-Blowing Intention?: A Cross-Level Investigation of the Employees in Chinese Companies

To identify the boundary conditions for proactive employees making whistle-blowing decisions, we developed a cross-level model comprising employee proactive personality and two types of whistle-blowing intentions that incorporates the influences of organizational- and individual-level attributes. Analyses of data collected from 432 Chinese employees in 32 companies indicated that proactive personality was positively related to internal whistle-blowing intention and even more positively related to external whistle-blowing intention when individuals were working in organizations characterized by an instrumental ethical climate and employees with a high level of moral identity.     

The end is the beginning – the role of residual affective commitment in former interns’ intention to return and word-of-mouth

Interns are ubiquitous in organizations, yet relatively rarely studied, particularly after their temporary organizational membership has ended. Adopting an organizational commitment perspective, we conducted two studies to investigate two important outcomes of former interns’ membership: intention to return to their former employer, and word-of-mouth, that is, promoting the organization as an employer. In Study 1 (N = 436; lagged design), we found that residual affective commitment, that is, the remaining commitment after leaving an organization, related to former interns’ subsequent intention to return and word-of-mouth. In Study 2 (N = 236; cross-sectional design), we replicated our findings, and further found that intention to return was related to (lack of) alternative employment, hiring expectation, and attractiveness of the organization’s location. Location attractiveness also interacted with residual affective commitment on both intention to return and word-of-mouth, albeit in different directions. Overall, our findings suggest that the internship experience relates to future behaviours important for recruiting new (and old) employees. We discuss theoretical and practical implications of our studies.     

理性-经验加工对不公正情绪和行为反应的影响:公正敏感性的调节作用

基于认知-经验理论,采用行为实验法和情境故事法,探讨了不同信息加工方式对不公正情绪和行为反应的影响,以及受害者敏感性对两者关系的调节作用。结果表明,与理性加工相比,经验加工下个体对不公正有更强烈的负性情绪反应,合作意向更低;受害者敏感性调节加工方式与不公正行为反应之间的关系,即受害者敏感性低时,加工方式与人际公正对合作意向交互作用显著,受害者敏感性高时,加工方式与人际公正对合作意向没有交互作用。     

包容性领导与下属揭发意愿的关系:一个被调节的中介效应模型

通过332组在职MBA学员样本数据分析验证了包容性领导对下属揭发意愿的影响机制,结果表明:(1)包容性领导显著正向影响下属的揭发意愿;(2)组织支持感在包容性领导与揭发意愿之间起完全中介作用;(3)上司组织代表性调节包容性领导与下属组织支持感之间的关系,上司的组织代表性越高,二者间的正向关系越强;(4)上司组织代表性调节组织支持感对包容性领导与下属揭发意愿之间关系的中介作用。