C1调制效应的理论评述及影响因素

C1成分是对视觉刺激最早做出反应的视皮层诱发电位,C1调制效应是指注意等因素能够影响C1振幅的现象.以往多数研究未观察到注意等因素对C1振幅的影响,仅发现注意等因素对晚于C1的P1与N1等成分存在调制作用,并有研究者据此提出延迟反馈假说.但近期研究提示,注意等因素可能会对C1成分产生影响,提示初级视皮层(V1)可能在视觉信息加工初期直接受注意调制.目前,对C1调制效应的影响因素尚未完全确定,知觉学习、负载等因素的作用尚待考察.未来研究需进一步明确C1调制效应的影响因素及实验条件.     

Self-esteem,performance feedback,and cardiovascular stress reactivity

Abstract

This study sought to establish the impact of performance-related feedback on cardiovascular responses to stressors, and whether this impact is influenced by individual differences in self-esteem. A total of 66 college women were categorized as either high or low in self-esteem on the basis of their scores in a standardized psychometric test. They then took part in a laboratory experiment, in which they were assigned to one of three performance-feedback manipulations. Following the provision of feedback on an initial laboratory task (picture-matching), they undertook a second task (mental arithmetic). Cardiovascular functioning was monitored throughout. Provision of negative feedback to the initial task exerted an adverse impact on cardiovascular responses, suggestive of unhappiness with performance. Provision of positive feedback to the initial task exerted an impact on cardiovascular functioning during the second task, suggestive of task engagement. Importantly, low self-esteem exacerbated the adverse impact of negative feedback. The impact of feedback and the buffering role of self-esteem may have important consequences for cardiovascular health. Further, discrepancies in the findings of previous feedback research may be accounted for by dispositional individual differences.     

Harnessing members' positive mood for team-directed learning behaviour and team innovation: The moderating role of perceived team feedback

This study examines the role of individual team members' positive mood and perceived team feedback for their team-directed learning behaviour. Results obtained in a sample of 186 members from 27 work teams showed that positive mood was positively associated with team-directed learning behaviour if individual members perceived that the feedback they received was based on the performance of the team as a whole, but not if they perceived such team feedback to be lacking. Moreover, teams were found to be more innovative to the extent that their members, on average, engaged in team-directed learning behaviour to a greater extent. These results offer new insights into the micro-foundations of team learning. Our findings explicate why the contributions of individual members to their team's learning may differ and suggest that, if managed effectively, members' positive mood may be an important resource in facilitating team learning.     

Check-in/check-out: a systematic evaluation and component analysis

Tier 2 interventions are implemented similarly across students and thus serve as an efficient and cost-effective method of behavior support in school settings. Check-in/check-out is a Tier 2 intervention with documented effectiveness (e.g., Hawken & Horner, 2003; Todd, Campbell, Meyer, & Horner, 2008). Key features of the intervention include brief morning and afternoon meetings with the intervention coordinator, use of a point card on which the teacher monitors student behavior, and teacher feedback at predetermined times. The present study sought to add to the literature by examining the relative contributions of the teacher-feedback components of check-in/check-out via the use of a component analysis. Working with 4 children in a general education setting, we first evaluated the effectiveness of the procedure using reversal designs. Next, we systematically removed teacher-feedback components to assess effects on problem behavior and academic engagement. For 3 of 4 participants, we were able to remove all teacher-feedback sessions and the point card; for the 4th participant, we removed only 2 of 3 teacher-feedback sessions due to time constraints.     

Generalization of posture training to computer workstations in an applied setting

Improving employees' posture may decrease the risk of musculoskeletal disorders. The current paper is a systematic replication and extension of Sigurdsson and Austin (2008), who found that an intervention consisting of information, real-time feedback, and self-monitoring improved participant posture at mock workstations. In the current study, participants worked in an applied setting, and posture data were collected at participants' own workstations and a mock workstation. Intervention in the mock setting was associated with consistent improvement in safe posture at the mock workstation, but generalization to the actual workstation was limited.     

Adherence with universal precautions after immediate, personalized performance feedback

We evaluated the effects of immediate, personalized performance feedback on adherence with hand hygiene by health‐care staff in the context of a multiple baseline design across participants. Target behaviors reached mastery levels and were maintained near 100% throughout 2 months of maintenance probes.     

The impact of checklist-based training on teachers' use of the zone defense schedule

We assessed the impact of checklist-based training on teaching teams' use of the zone defense schedule. Three teaching teams (lead teacher plus 2 assistant teachers) in an inclusive early childhood program participated. A multiple baseline design across teams was used to determine whether accurate implementation of the zone defense schedule increased when checklist-based training was provided. All teaching teams reached the preestablished criterion, implementing a minimum of 80% of checklist items accurately for 3 consecutive observations.     

利他惩罚中的结果评价—— ERP研究

利他惩罚是指个体为惩罚违反社会规范的人, 自愿支付成本。前人研究发现利他惩罚行为激活了背侧纹状体等与奖赏有关的脑区, 因此可以认为利他惩罚的结果是一种相当于金钱奖赏的正性结果, 不惩罚结果则是一种负性结果。本研究利用事件相关电位技术考察了被试在多次信任博弈游戏中观察“利他惩罚结果”和“不惩罚结果”的脑电成分, 结果发现被试产生了明显的反馈相关负波(feedback related negativity, FRN), 且负性程度更大的“不惩罚”结果其FRN波幅大于负性程度更小的“惩罚”结果。因为FRN是对负性反馈结果敏感的一个脑电成分。可见个体并非把利他惩罚结果知觉为一种正性结果, 因此FRN反映了对社会结果的情绪动机意义的评价。     

员工建言行为的情绪机制：一个新的探索视角

已有研究考察了建言行为的诸多影响因素, 然而探讨情绪影响建言的研究则是新崛起的一个方向。文章一方面从情绪影响认知信息加工最终影响建言决策的微观角度来分析情绪与建言的关系, 另一方面从组织行为研究的宏观层面探讨情绪与建言关系, 并以情绪事件理论、情绪循环理论和情绪反馈理论为基础, 结合情绪研究的相关文献, 对员工情绪产生的几大来源, 员工情绪对建言决策的影响, 建言者的情绪对被建言者(建言对象)的情绪影响, 员工建言被采纳与否等几个涉及情绪的过程进行分析和阐述, 并构造了建言行为情绪机制模型; 系统地揭示了整个建言行为链上伴随的情绪机制, 并对恐惧、希望、心理安全、后悔等情绪对建言的影响作了示例分析。文章最后进行了总结与展望。     

个人自立、反馈对长时距估计的影响

为了探索人格与反馈对时间估计的影响,本研究采用非时间任务和预期式时距估计的方法对个人自立高分组与低分组共40名被试进行了研究。结果发现：（1）虽然差异不显著,但是在两次时距估计中个人自立高分组的时距估计绝对错误量均小于低分组;（2）个人自立高分组的时距估计绝对错误量变化幅度显著小于低分组;（3）个人自立高分组在两次时距估计绝对错误量上的相关明显大于低分组;（4）有反馈组的时距估计绝对错误量显著小于无反馈组。据此可以认为：（1）由个人自立导致的时间估计的个体差异表现在时间估计的误差变异度和准确性两个方面。高个人自立者的时间估计误差的变异度更小,同时可能倾向于更准确地进行时距估计。（2）反馈有助于提高时间估计的准确性。（3）“绝对错误量变化幅度”和“时距估计绝对错误量的相关”是两个值得在今后的研究中应用的指标。