两汉经学的式微与魏晋玄学的孕育--论王符《潜夫论》治道思想的历史地位

王符《潜夫论》治道思想的历史地位在两汉经学的式微与魏晋玄学的孕育中得以显现出来,其表现有三：一是其治道思想作为社会批判思潮的代表性;二是其所关注时代问题的转变,围绕本末、名实、才性诸问题而展开;三是王符治道思想中所彰显出的人本理性精神。     

当今高校新生的主要心理问题及辅导策略

为深入认识当今高校新生的心理问题,探究学生辅导策略,本研究用SCL-90对来自全国各地的6619名2004级江西高校新生做深入调查,发现新生群体的心理问题广泛存在,强迫症状尤其严重,并具体分析了心理问题的社会、教育及新生自身等多方原因,还进一步提出了提高自觉性、强化针对性和增强协调性的学生辅导策略。     

Predictors of decision-making on the Iowa Gambling Task: independent effects of lifetime history of substance use disorders and performance on the Trail Making Test

Poor decision-making and executive function deficits are frequently observed in individuals with substance use disorders (SUDs), and executive deficits may contribute to poor decision-making in this population. This study examined the influence of lifetime history of an alcohol, cocaine, heroin, or polysubstance use disorder on decision-making as measured by the Iowa Gambling Task (IGT) after controlling for executive ability, demographic characteristics, and current substance use. Participants (131 with lifetime history of SUD and 37 controls) completed the IGT and two neuropsychological tests: the Trail Making Test and the Controlled Oral Word Association Test. Control participants performed significantly better than those with a lifetime SUD history on the IGT, but performance on the neuropsychological tests was comparable for the two groups. A lifetime SUD diagnosis was associated with performance on the IGT after controlling for covariates, and Trail Making Test performance was associated with IGT performance in both SUD and control participants.     

The Inwald Personality Inventory (IPI) and Hilson Research inventories: Development and rationale

This article provides a “behind-the-scenes” account of how and why the Inwald/ Hilson tests were developed. Since the 1970s, personality testing has been adapted and customized for use in selecting applicants for different occupations, including police, public safety, fire and emergency services personnel. The author developed the Inwald Personality Inventory (IPI) in 1979 as the first comprehensive behaviorally-based personality measure designed and validated specifically for use in high risk occupations, such as law enforcement. Over time, studies consistently demonstrated that the IPI was a better predictor of poor job performance than were traditional tests of psychopathology. While antisocial behavior patterns and characteristics measured by the IPI predicted poor job performance, there also developed a need for measures that would predict above-average/excellent performance in the workplace. In 1988, the author designed and validated the first comprehensive test of “positive” work-related characteristics or “emotional IQ,” the Hilson Personnel Profile/Success Quotient (HPP/SQ). Other instruments followed, including the Inwald Survey 5 — Revised (IS5-R) with questions added on domestic violence. This article describes the theoretical rationale, development and validation of several instruments developed by the author and now widely used for high risk occupations and for screening corporate managers and key personnel in occupational settings.     

An Efficient MCMC Algorithm to Sample Binary Matrices with Fixed Marginals

Uniform sampling of binary matrices with fixed margins is known as a difficult problem. Two classes of algorithms to sample from a distribution not too different from the uniform are studied in the literature: importance sampling and Markov chain Monte Carlo (MCMC). Existing MCMC algorithms converge slowly, require a long burn-in period and yield highly dependent samples. Chen et al. developed an importance sampling algorithm that is highly efficient for relatively small tables. For larger but still moderate sized tables (300×30) Chen et al.’s algorithm is less efficient. This article develops a new MCMC algorithm that converges much faster than the existing ones and that is more efficient than Chen’s algorithm for large problems. Its stationary distribution is uniform. The algorithm is extended to the case of square matrices with fixed diagonal for applications in social network theory. I am indebted to my colleague Gunter Maris for his suggestion to add a Metropolis–Hastings step as the finishing touch of the algorithm.     

Improving adolescents' standardized test performance: An intervention to reduce the effects of stereotype threat

Standardized tests continue to generate gender and race gaps in achievement despite decades of national attention. Research on “stereotype threat” (Steele & Aronson, 1995) suggests that these gaps may be partly due to stereotypes that impugn the math abilities of females and the intellectual abilities of Black, Hispanic, and low-income students. A field experiment was performed to test methods of helping female, minority, and low-income adolescents overcome the anxiety-inducing effects of stereotype threat and, consequently, improve their standardized test scores. Specifically, seventh-grade students in the experimental conditions were mentored by college students who encouraged them either to view intelligence as malleable or to attribute academic difficulties in the seventh grade to the novelty of the educational setting. Results showed that females in both experimental conditions earned significantly higher math standardized test scores than females in the control condition. Similarly, the students—who were largely minority and low-income adolescents—in the experimental conditions earned significantly higher reading standardized test scores than students in the control condition.     

H管理理论探索

H管理理论是我国学者提出的具有中国特色的管理理论。本文针对H管理理论的主要思想、构成内容进行了探索 ,着重考察了H管理理论中的人格学说 ,并对该理论的理论基础和实践基础进行了分析和论证 ,最后指出H管理理论的理论意义和实践意义 ,以及以后需要完善之处。     

管理胜任特征与工作绩效关系研究

本研究以情景评价为基础,对管理胜任特征与工作绩效间的关系进行了探讨。结果表明：管理胜任特征在职位层次和性别上存在显著差异;管理胜任特征指标对工作绩效维度的预测效应不同,关系胜任特征是人际促进和工作奉献的有效预测指标,问题解决特征主要对任务绩效和人际促进有预测力．而诚信责任特征则更多的影响管理者的工作奉献。研究为理解管理胜任特征与绩效间的关系提供了实证支持。     

The effects on the predictive variance of a new subject’s score for a new test

Abstract: It is often required to predict the scores or their variations under interest. Ishii and Watanabe (2001) investigated, in the context of psychological measurement, the Bayesian predictive distribution of a new subject’s scores for tests and subjects’ scores for a new test. In this paper, the Bayesian posterior predictive distribution of a new subject’s scores for a new parallel test were considered. And the effects of the number of subjects, the number of the tests, and the test reliability were investigated. Then, it was found that, under assumptions that (co)variance parameters are known, the predictive variance of a new subject’s score for a new test was equal to the predictive variances of the new subject’s scores for the existent tests. It was also found that the effect of the number of subjects was relatively large and the effect of the number of tests was relatively small, when a new subject’s scores for existent tests were not observed.