Two Egocentric Sources of the Decision to Vote: The Voter's Illusion and the Belief in Personal Relevance

The decision to vote in a national election requires a choice between serving a social good and satisfying one's self-interest. Viewed as a cooperative response in a social dilemma, casting a vote seems irrational because it cannot have a discernible effect on the electoral outcome. The findings of two studies with undergraduate samples suggest that some people vote not because they set aside self-interest, but because they expect their own behaviors to matter. Two psychological processes contribute to this belief: the voter's illusion (the projection of one's own choice between voting and abstention to supporters of the same party or candidate), and the belief in personal relevance (the belief that one's own vote matters regardless of its predictive value for the behavior of others). The rationality of these two egocentric mechanisms depends on the normative framework invoked. Their relevance for actual voting behavior is indicated by their ability to account for four types of variation in turnout rates.     

浅析农村卫生保健改革的若干难点与起点

农村医疗单靠政府行政预算拨付进行运作管理,只能起到临时输血的功能.卫生健康水平的提高,一方面取决于经济收入水平的增长,另一方面则取决于政府公共财政支持力度和行政管理的有效性.资金是基础,制度是保证,政府需通过工具性的制度创新,减少国家对农民的制度排挤,充分发挥政府调控和监管作用,改善农村医疗面临的财政、技术、人员严重不足的问题.     

论网络环境下医学文献信息资源的共建共享

分析网络环境下实现医学文献信息资源共享必须具备的条件以及实现医学文献信息资源共享必须解决的问题,并提出相应的解决办法.     

团队内工作投入的人际传导机制

团队成员工作投入是影响团队有效性的关键性因素。本研究基于工作资源-要求模型, 采用多层分析的视角, 考察在不同情境下, 团队内工作投入的人际传导机制, 阐明工作资源和情绪传染的中介作用, 探讨团队、个体多层面情境因素的权变作用, 建立团队内工作投入人际传导的机制模型。研究结果对于加强和改进团队合作, 改善团队氛围, 建设高效团队具有一定的理论价值和实践意义。     

The Moral Dilemmas Debate, Deontic Logic, and the Impotence of Argument

In this paper I argue for modesty concerning what theoretical reason can accomplish in the moral dilemmas debate. Specifically, I contend that philosophers' conclusions for or against moral dilemmas are driven less by rational argument and more by how the moral world intuitively appears to them.I support this thesis by first considering an argument against moral dilemmas, the argument from deontic logic, and showing that its persuasive force depends on one's having already accepted its conclusion. I then make a different, and general, case that any argument in the moral dilemmas debate concerning the defeasibility of conflicting obligations can be marginalized by making not-unreasonable adjustments in the conditions for wrongdoing.These two strands of argument are related by the notion of inescapable wrongdoing. It is our standing intuitions about inescapable wrongdoing which make the relevant deontic logical principles plausible or implausible to us. And whether wrongdoing can be inescapable is central to deciding what the conditions for wrongdoing are. My conclusion is that the arguments in the moral dilemmas debate merely implement whatever standing intuition we have concerning inescapable wrongdoing, and that apart from any such intuition the arguments are unpersuasive.     

Exploring Diurnal Cortisol Rhythms of Kindergarten Teachers in Kosovo and Ukraine

Teachers’ stress is a dynamic combination of the individual teacher's characteristics and characteristics of the classroom and school environment. To date, there are limited studies on teachers’ stress in the context of lower‐middle‐income countries (LMICs), where working conditions as well as general political and economic circumstances might pose a considerable threat for teachers’ well‐being. This study explores whether certain combinations of individual and environmental experiences of teachers in LMICs may result in stress, assessed as patterns of diurnal cortisol rhythm. Participants were kindergarten teachers in Kosovo and Ukraine, two LMICs in Europe. Latent Profile Analysis identified three subgroups of teachers that significantly differed on teachers’ education and experience. Preliminary results of Latent Growth Modeling suggested differences between profiles in baseline waking cortisol and patterns of diurnal decline. Teachers in the profile that was characterized by the longest experience working in the field but the lowest level of education showed blunted cortisol in the morning and a flatter slope; a pattern that could indicate a maladaptive cortisol response. Future directions for studying stress processes among teachers in LMICs and implications for policy and practice on how to support teacher well‐being in low‐resource contexts are discussed.     

Negative work reflection,personal resources,and work engagement: the moderating role of perceived organizational support

This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflection during off-job time should be indirectly related to reduced work engagement on the next workday through personal resources (i.e., vigour and self-efficacy) in the morning. In addition, we hypothesized that POS moderated the relationships between negative work reflection and personal resources and between personal resources and work engagement. In total, 100 employees completed one general survey and three daily surveys (in the morning, after work, and at bedtime) over five workdays. Results of multilevel path analyses showed that negative work reflection was neither directly associated with personal resources nor indirectly with work engagement via personal resources, although vigour and self-efficacy positively predicted increased work engagement. However, negative work reflection was negatively associated with self-efficacy when POS was low. POS did not predict work engagement, but moderated the relationships between personal resources and work engagement: Consistent with the resource substitution hypothesis, high levels of POS compensated for low levels of vigour and self-efficacy. Negative work reflection had a significant negative indirect effect on work engagement through self-efficacy only when POS was low.     

组织认同一定会促进亲组织非伦理行为吗？社会责任型人力资源管理的作用

基于社会认同理论,以社会责任型人力资源管理作为组织道德性的线索,探讨其对组织认同与亲组织非伦理行为之间关系的调节作用及其对亲组织非伦理行为的直接影响。采用多层线性建模技术进行数据分析,结果表明：当社会责任型人力资源管理水平低时,组织认同正向影响亲组织非伦理行为;当社会责任型人力资源管理水平高时,组织认同对亲组织非伦理行为没有显著影响;社会责任型人力资源管理对亲组织非伦理行为具有抑制作用。     

多特征刺激在视觉工作记忆中的存储模式

使用事件相关电位技术, 采用变化觉察范式, 以双色块和单色块为刺激材料, 通过两个实验探讨了多特征刺激在视觉工作记忆中的存储模式。实验1通过对双色块和单色块的比较来考察特征数量对视觉工作记忆资源分配的影响, 通过操控双色方块的变化幅度来考察精度需求对资源分配的影响。结果发现, 特征数量的增加诱发了更强的对侧延迟活动(CDA), 而精度需求的提高并没有引起对侧延迟活动上的差异, 却诱发了指示自上而下的控制的晚期正成分(LPC)的增强。实验2通过在测验阶段加入指示可能变化的部分的提示符, 发现提示符并未能促进变化觉察的行为反应。整个研究表明, 特征数量影响视觉工作记忆资源的分配, 而精度需求并不起作用, 同时多特征刺激在视觉工作记忆中的存储单位并不是单个的独立特征, 而是整合的客体。