成人注意缺陷多动障碍在内外源冲突时的表现:眼动的证据

在注意定向与维持上,注意缺陷多动障碍(ADHD)个体更容易受到外部刺激的干扰而导致目标任务加工进程受阻,表现出了注意定向反应的缺陷,但导致任务失败的原因是由于对突然出现的外部无关刺激的过度兴奋还是对内源性目标刺激的持续维持能力减弱,尚不清楚。研究采用反向眼跳范式、记忆导向眼跳范式和视觉导向眼跳范式,来探索成人ADHD内外源注意定向反应的情况,以及当二者发生冲突时,成人ADHD失败的可能机制。结果发现,在反向眼跳任务上,成人注意缺陷多动障碍组错误率更高,并且差异性显著。但在记忆导向眼跳任务中,成人注意缺陷多动障碍组与正常组的差异不显著。在视觉导向眼跳任务中,成人注意缺陷多动障碍组的正确眼跳潜伏期比正常组要短,且二者之间的差异显著。这说明,在内外源刺激反应的冲突导致的情境中,成人注意缺陷多动障碍的反应明显落后于正常个体,这种缺陷并非由于其维持内源性注意产生定向反应落后所导致的,而是与其外源注意定向反应过强有关。     

血糖水平对STZ鼠探究行为及学习记忆的影响

为了解不同血糖水平下链脲佐菌素诱导鼠（STZ鼠）探究行为与学习和记忆的变化情况,把60只STZ鼠按血糖水平分成高血糖组、良好血糖组和低血糖组3组,进行延迟时间、探究时间测定和小鼠跳台试验,并与正常对照组比较。结果发现,良好血糖组与正常对照组各检测指标均相近;3组STZ鼠延迟时间、完成迷津作业时间均按血糖值递增;组间差异显著;小鼠跳台试验中高血糖组的错误数最多,24小时后错误数最少,前后差值有组间差异;延迟时间、探究时间与血糖呈显著正相关,错误数差值与血糖呈显著负相关。结果表明,高血糖鼠的探究行为和学习能力最差,但对被动回避学习的记忆保持相对较好。     

移情与后果认知训练对儿童欺负行为影响的实验研究

研究以移情和后果认知为训练内容,运用个体心理咨询、团体心理咨询等教育干预手段对有欺负行为的18名儿童进行了为期3个月的教育干预。结果表明:综合性的教育干预能够有效地减少儿童的欺负行为。     

Drawing what lies ahead: False intentions are more abstractly depicted than true intentions

The aim of this study was to examine how people mentally represent and depict true and false statements about claimed future actions—so‐called true and false intentions. On the basis of construal level theory, which proposes that subjectively unlikely events are more abstractly represented than likely ones, we hypothesized that false intentions should be represented at a more abstract level than true intentions. Fifty‐six hand drawings, produced by participants to describe mental images accompanying either true or false intentions, were rated on level of abstractness by a second set of participants (N = 117) blind to the veracity of the intentions. As predicted, drawings of false intentions were rated as more abstract than drawings of true intentions. This result advances the use of drawing‐based deception detection techniques to the field of true and false intentions and highlights the potential for abstractness as a novel cue to deceit.     

Les profils recherchés et rejetés par des recruteurs professionnels en France

This research explores the expectations of recruiters in terms of what they think are prerequisite qualifications of applicants at different job levels. The professional recruiters (N=384) practicing in France, read a job profile (managers or blue-collar workers) and subsequently indicated the five most advisable and inadvisable characteristics for performance on the job. The results confirm our hypothesis and are evidence of a strong prevalence of personality traits in recruiters’ choices. Moreover, the profiles of the « ideal » and « unacceptable » personality mentioned by the recruiters differ according to the job level. Finally, for the management level as well as for the blue-collar worker level, the « ideal » profile is not a simple reversal of the « unacceptable » profile, each profile implies specific personality traits.