One year after ischemic stroke: Changes in leg movement path stability in a speed–accuracy task but no major effects on the hands

First year after the stroke is essential for motor recovery. The main motor control strategy (i.e., faster movement production at the expense of lower movement accuracy and stability, or greater movement accuracy and stability at the expense of slower movement) selected by poststroke patients during a unilateral speed–accuracy task (SAT) remains unclear. We aimed to investigate the poststroke (12 months after stroke) effects on the trade-off between movement speed and accuracy, and intraindividual variability during a motor performance task. Healthy right-handed men (n = 20; age ∼ 66 years) and right-handed men after ischemic stroke during their post rehabilitation period (n = 20; age ∼ 69 years) were asked to perform a simple reaction task, a maximal velocity performance task and a SAT with the right and left hand, and with the right and left leg. In the hand movement trial, reaction time and movement velocity (V_max) in the SAT were slower and time to V_max in the SAT was longer in the poststroke group (P < .01). In the leg movement trial, poststroke participants reached a greater V_max in the SAT than the healthy participants (P < .01). The greatest poststroke effect on intraindividual variability in movements was found for movement path in the SAT, which was significantly greater in the legs than in the hands. Poststroke patients in the first year after stroke mainly selected an impulsive strategy for speed over hand and leg motor control, but at the expense of lower movement accuracy and greater variability in movement.     

信任氛围、内部人身份认知与员工角色内绩效:中介的调节效应

虽然已有研究从逻辑上推理内部人身份认知在信任氛围与角色内绩效之间起中介作用,但却极少给出实证的结果。本研究基于角色认同理论和自我认知理论,以31家生产型企业的330员工为调查对象,从心理安全感的视角对信任氛围是否以及如何通过内部人身份认知影响角色内绩效进行了实证研究。结果显示:1)信任氛围对员工角色内绩效具有正向影响;2)内部人身份认知部分中介信任氛围对员工角色内绩效的影响;3)心理安全感在信任氛围与内部人身份认知的关系中起调节作用;进一步,4)心理安全感调节了内部人身份认知对信任氛围-角色内绩效中介作用。研究证明了被中介的调节效应模型全新地解释了信任氛围对角色内绩效的作用机理,对员工创新绩效管理实践提供有益的启示。     

学校组织气氛与教师工作绩效的关系分析

本研究借助于自编的学校组织气氛量表和教师工作绩效量表,通过对分层随机抽取的378名教师进行了调查,探讨了学校组织气氛与教师工作绩效的关系,结果发现学校组织气氛与教师工作绩效相关非常显著。回归分析和差异检验的结果进一步揭示:学校组织气氛是教师工作绩效的较好预测变量。其中,教学气氛是教师工作绩效的显著预测变量。同时,本研究还发现学校组织气氛对教师任务绩效影响非常显著,但对教师情境绩效影响不显著。