12个月中国婴儿熟悉词表征中声调的语义特性

12个月婴儿能否表征母语的音位语义特性(phonological specificity)是资源有限理论和表征不连续理论争议的焦点。本研究通过跨通道注视偏好范式(IPLP),对熟悉词进行正确命名和声调错读2种任务,发现不论任务以何种先后顺序呈现,12个月中国婴儿都在正确命名时出现命名效应,在声调错读时出现错读效应。这表明12个月中国婴儿能表征普通话声调的语义特性,资源有限理论适用于声调。     

The relationships between quantity‐number competencies,working memory,and phonological awareness in 5‐ and 6‐year‐olds

In this study, the interdependencies among phonological awareness, verbal working memory components, and early numerical skills in children 1 year before school entry are addressed. Early numerical skills were conceptualized as quantity‐number competencies (QNC) at both basic (QNC Level 1) and advanced (QNC Level 2) levels. In a sample of 1,343 children aged 5 and 6, structural equation modelling provided support for the isolated number words hypothesis (Krajewski & Schneider, 2009, J. Exp. Child Psychol., 103, 516–531). This hypothesis claims that phonological awareness contributes to the acquisition of QNC Level 1, such as learning the number word sequence, but not of QNC Level 2, which requires the linkage of number words to quantities. In addition, phonological awareness relied on verbal working memory, especially with regard to the phonological loop, central executive, and episodic buffer. The results were congruent with the idea that phonological awareness mediates the impact of verbal working memory on QNCs. The relationships between verbal working memory, phonological awareness, and QNCs were comparable in monolingual and bilingual children.     

Are Adewale and Ngochi more employable than Jamal and Lakeisha? The influence of nationality and ethnicity cues on employment-related evaluations of Blacks in the United States

ABSTRACT

Previous research has consistently shown that racial bias can influence employers’ perceptions and evaluations of Black individuals in hiring and promotion decisions. However, within-race differences (e.g., skin tone, Afrocentric features) can lead to variation in these decisions. In addition to phenotypical variation, ethnicity cues (e.g., perceived country of origin, name) may be important within-race factors influencing the perception and evaluations of Black job applicants. Using a resume evaluation paradigm, participants evaluated one of three resumes in which the target applicant’s name provided cues about ethnicity (either Black American, Black African, or White American). Results suggest that Black Americans may experience more discrimination in hiring and are generally perceived less positively across several employment-related domains than both White and Black African applicants. Specifically, we find that Black Americans are less likely to be selected for an interview or offered a job and are evaluated more negatively overall relative to Black Africans.