巨猿、化石人和智人牙齿的波动不对称：人类进化中压力源变化的意义

波动不对称（FA）是压力的随机性引发双侧完美对称偏离的现象,这是个体无力免受发展中不利因素（如早期营养不良）侵害的一个标志。比较个体口腔两侧牙齿的大小是一种测量FA的方法。本研究汇集了10个物种共296名个体的牙齿测量结果,测量对象包括黑猩猩（学名Pan troglodytes）、猩猩（学名Pongo pygmaeus）、大猩猩（学名Gorilla gorilla）、智人（学名Homo sapiens）,以及许多化石人。分析发现,猩猩样本牙齿的FA水平要显著低于大猩猩、黑猩猩、直立人、尼安德特人和智人样本的FA水平。而与之相反的是,智人与尼安德特人样本的牙齿FA水平要显著高于其它任何一种巨猿样本的FA水平。该文提出了有关缓和的选择压力的解释     

未来配偶偏爱的特征——选择长期配偶与短期配偶的条件

该研究中被试分配有限“配偶币”来抉择与理想配偶标准相符合的性交往对象。首先,该研究重复验证了Li 等人 (2002) 和Kenrick (2006)的发现,男性理想的长期配偶需要外表出众,而女性理想的长期配偶需要社会地位较高;两性理想的短期配偶都必须外表出众。其次,两性所投射出的理想自我与潜在配偶偏好的特征一致,研究发现,长期性交往条件下,男性需要具有较高社会地位,女性需要外表出众;短期性交往条件下,男性和女性都需要外表出众。评价潜在配偶的机制与评价现有配偶的机制可能是两种受到选择的不同的心理机制。     

植入前遗传学诊断中性别选择的伦理辩护

植入前遗传学诊断（PGD）是在胚胎植入子宫前进行遗传学检查的新技术。它可对植入胚胎进行性别选择,从而引发了会增加我国出生人口性别比的担忧。通过对PGD性别选择伦理风险的分析,指出其用于医学需要时不会对性别比造成危害。但在实施过程中需要医生、患者及社会全体人员共同参与,避免该技术用于非医学目的的需要。     

Assessing personality at risk in personnel selection and development

This paper demonstrates the validity and usefulness of a count technique to screen for potential personality dysfunctioning in NEO‐PI‐R ratings obtained in selection and professional development assessments. The usefulness of this screening technique for Industrial, Work and Organizational (IWO) psychologists is demonstrated in five different samples that were administered the NEO‐PI‐R for selection or development purposes. Three additional samples served as normative data to compute FFM PD count cut‐offs that can be used for selection and career development decisions. Evidence for the construct validity of 6 out of 10 FFM PD counts was provided, and all FFM PD compound scales were significantly related to important criteria, including the final selection decision, the results of a behaviourally oriented selection interview and self‐rated work competencies. The practical utility and limitations of this count technique for personnel selection and development are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

条件推理和选择任务的关系：选择任务中的条件推理逻辑

要求大学生被试在相同的情境和规则下先后完成选择任务和条件推理任务,从而系统考察两项条件命题任务之间的关系。结果表明,当规则的语义表征意义为条件命题和反条件命题时,两项任务的反应模式具有一致性;当为双向条件和非条件命题时,两项任务的反应模式出现了分歧,而且四种推理形式和四张卡片之间不存在直接的对应关系。两项条件命题任务之间的关系表现在,它们可能享有共同的语义关系表征空间,但推理过程和策略有所不同。     

Recruiting and Selecting Professionals: Context,Qualities and Methods

Evidence based on a survey of professional firms and in-depth interviews with decision-makers responsible for selection examines the most frequently used and valued methods for hiring qualified professional staff in a sample of Scottish accountancy, architecture, law, and surveying practices. The survey suggests an emphasis on personality, work experience and general attributes for senior posts, and that high value is placed on interviews and informal sources of information in assessing these qualities. Firm characteristics and context, particularly size of practice, the role of the partner in the selection process, labour supply, and perception of recruitment difficulties are shown to be related to the type of selection method used. Consistent with the view of selection as a social process, the case study evidence suggests that ‘informality’ may play an important role when partners responsible for selection have long tenure with their firm and when firms experience recruitment difficulties. More generally, informal networks and interview processes may act as effective information and communication vehicles for small and medium-sized professional practices.     

Preference for human or algorithmic forecasting advice does not predict if and how it is used

Past research has found that people treat advice differently depending on its source. In many cases, people seem to prefer human advice to algorithms, but in others, there is a reversal, and people seem to prefer algorithmic advice. Across two studies, we examine the persuasiveness of, and judges' preferences for, advice from different sources when forecasting geopolitical events. We find that judges report domain-specific preferences, preferring human advice in the domain of politics and algorithmic advice in the domain of economics. In Study 2, participants report a preference for hybrid advice, that combines human and algorithmic sources, to either one on it's own regardless of domain. More importantly, we find that these preferences did not affect persuasiveness of advice from these different sources, regardless of domain. Judges were primarily sensitive to quantitative features pertaining to the similarity between their initial beliefs and the advice they were offered, such as the distance between them and the relative advisor confidence, when deciding whether to revise their initial beliefs in light of advice, rather than the source that generated the advice.     

Exploratory analysis of contingency tables by loglinear formulation and generalizations of correspondence analysis

Goodman's (1979, 1981, 1985) loglinear formulation for bi-way contingency tables is extended to tables with or without missing cells and is used for exploratory purposes. A similar formulation is done for three-way tables and generalizations of correspondence analysis are deduced. A generalized version of Goodman's algorithm, based on Newton's elementary unidimensional method is used to estimate the scores in all cases.This research was partially supported by National Science and Engineering Research Council of Canada, Grant No. A8724. The author is grateful to the reviewers and the editor for helpful comments.     

Military Enlistment Selection and Classification: Moving Forward

This article places the articles included in this special issue within the larger context of the objectives of a selection and classification system. It examines the full range of individual differences and how, until relatively recently, a focus on training success has led to an emphasis on the cognitive subset of these differences within the military. It describes how, consistent with a greater recognition of the importance of job performance, the research described in this issue has opened the door to expanded coverage of both cognitive and noncognitive attributes. It summarizes the methodological advances that have contributed to the efficacy of new noncognitive measures. It explores how popular approaches to the measurement of classification efficiency have led to unwarranted pessimism regarding the classification potential of multiattribute measures and discusses research indicating how much greater classification efficiency is possible with existing measures. Finally, it examines potentially fruitful areas of future research to better meet military objectives. These include development of an approach to performance measurement and validity transportation that makes future military classification research feasible; exploration of currently untapped individual-difference domains, particularly those that might differentially predict across job groupings; exploration of the interaction between cognitive and noncognitive attributes; and exploration of alternative measurement techniques.     

Clinically useful,research validated assessment of persons with alcohol problems

Advances in treatment approaches available for persons with alcohol problems, particularly the advent of cognitive behavioral and motivational approaches, have made systematic assessment of these problems more important than ever for clinicians. There is a plethora of assessment instruments available, and it is a difficult task for clinicians to conceptualize, select and use these instruments in a coherent fashion. Particularly important in this task is the identification of research validated instruments that provide both clinically useful and psychometrically sound data. This paper presents a model of alcohol assessment and reviews selected research validated instruments that can be assembled into an assessment battery that provides useful data to guide treatment of alcohol problems while also addressing practical concerns encountered by clinicians in practice.