儿童运动视觉表象操作水平的发展及影响因素

采用计算机软件控制实验,以暴露运动一段行程后进入遮蔽的光点为刺激物,光点以三种不同运动速度、三种不同运动行距组合呈现,要求儿童判断光点到达目标位置时按键反应。结果表明：5—19岁儿童运动视觉表象操作水平的发展存在5一8岁、11—14岁两个加速期;客体运动速度对运动视觉表象操作绩效有显著影响,5、8、11岁组快速较中速下．5．8岁组中速较慢速下操作准确性均有显著降低;客体运动行距对运动视觉表象操作绩效也有显著的影响．5、8、11岁组右目标位置下较中目标位置下操作准确性显著降低;性别对运动视觉表象操作水平无显著影响。     

运动视觉中计时行为的控制操作理论

运动视觉中的计时行为分为两类 :拦截行为和制动行为。“环境—活动者系统”(EAS)中的信息决定着计量行为的控制操作。本文阐明了信息和EAS的特性 ,通过对 tau-margin在拦截行为中的作用以及视觉变量τ对于制动操作重要性的分析 ,论述了运动视觉中计时行为的控制操作理论。     

Inter-individual differences in intra-individual variability in personality within and across contexts

This study focuses on intra-individual variability in personality at work, and how it relates to job performance. 288 professionals completed contextualised adjective-based personality assessments in work and non-work contexts, and a non-contextualised personality measure. Ratings of their personality were also obtained from colleagues, family members and friends. Supervisors provided performance ratings for 130 participants. Results indicate that personality is context- and source-dependent, and varies systematically within contexts intra-individually regardless of source. Whilst this variability was predictive of some performance criteria when based on other-ratings, overall predictive effects were small in number and size. This study adds to the relatively small body of research on personality variability and performance and contributes to the conceptualisation of personality as a dynamic construct.     

A taxonomic foundation for evidence-based research on employee performance management

This study presents a taxonomic foundation for research on employee performance management practices based on a comprehensive review of the literature (198 articles and book chapters). The taxonomy consists of 50 practices organized within seven topic categories, including an evaluation of the amount of research evidence supporting each practice. This taxonomic foundation facilitates the aggregation, integration, interpretation, and explanation of performance management research based on a role-theoretic perspective derived from the behavioural approach to strategic human resource management. The proposed direct-linkage path model shows how this taxonomic foundation ties performance management practices to behaviours and results. We build on this Practice – Behaviour – Results (PBR) critical path model with moderators and mediators based on cognitive and social factors identified in the extensive previous research. This PBR model provides a foundation for orderly and structured growth for future research that will enhance the connection between research and improved organizational practices in performance management, as well as a guide to best practices in performance management.     

Getting credit for OCBs: potential costs of being a good actor vs. a good soldier

Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attitudes and underlying motivation for engaging in organizational citizenship behaviours (OCBs) differentially relate to supervisors’ assessments of their individual performance and reward recommendations. We theorized that employees who perform OCBs with self-serving motives would be low on affective commitment and high on equity sensitivity, and that such individuals would receive lower performance ratings and fewer reward recommendations than those who are high on affective commitment, low on equity sensitivity, and more selflessly motivated. Our results suggest that employees with high affective commitment, low equity sensitivity, and high selfless motives were more likely to receive positive supervisor performance ratings and high reward recommendations. We also found that affective commitment moderated the mediating path of prosocial values (a selfless motive) on the relationship between OCBs and reward recommendations. Practical implications and future research directions are discussed.     

Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment

Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.

Design: The study design was a three-wave self-reported questionnaire.

Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.

Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.

Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.     

Sexual‐perception processes in acquaintance‐targeted sexual aggression

This study analyzes data from seven published studies to examine whether three performance‐based indices of men's misperception of women's sexual interest (MSI), derived from a self‐report questionnaire, are associated with sexual‐aggression history, rape‐supportive attitudes, sociosexuality, problem drinking, and self‐reported MSI. Almost 2000 undergraduate men judged the justifiability of a man's increasingly unwanted advances toward a woman on the Heterosocial Perception Survey‐Revised. Participants self‐reported any sexual‐aggression history, and some completed questionnaires assessing rape‐supportive attitudes, sociosexuality, problem drinking, and self‐reported MSI. A three‐parameter logistic function was fitted to participants’ justifiability ratings within a non‐linear mixed‐effects framework, which provided precise participant‐specific estimates of three sexual‐perception processes (baseline justifiability, bias, and sensitivity). Sexual‐aggression history and rape‐supportive attitudes predicted: (a) reduced sensitivity to women's affect; (b) more liberal biases, such that the woman's affect had to be more negative before justifiability ratings dropped substantially; and (c) greater baseline justifiability of continued advances after a positive response. Sexual‐aggression history and attitudes correlated more strongly with sensitivity than baseline justifiability; remaining variables showed the opposite pattern. This work underscores the role of sexual‐perception processes in sexual aggression and illustrates the derivation of performance‐based estimates of sexual‐perception processes from questionnaire responses.

     

自适应背景焦点显示技术在遥操作中的应用

遥操作界面中可视信息的有效呈现是提高操作绩效的重要途径。本研究提出自适应背景焦点显示技术原型,构建新型遥操作显示平台,并通过比较不同显示条件下遥操作绩效,考察其应用有效性及特点。结果显示：1）相比其他显示（单一纠正信息、单一指导信息、恒定背景信息和无背景信息）,自适应背景焦点显示可有效提高操作绩效;2）在降低主观负荷方面,单一纠正信息显示显著优于其他显示。本研究结果为遥操作显示界面的优化提供了新思路。