PDP再认型实验程序与刺激来源的可鉴别性研究

提出应根据实验程序的不同,把加工分离模型（ＰＤＰ）进一步分为启动型和再认型两类。２个实验考察了刺激来源的可 鉴别性在ＰＤＰ的再认型实验程序中的作用,同时还考察了注意水平、刺激材料和加工水平等因素对词单１刺激项目再认成绩的影 响。结果发现：熟悉感和刺激来源的可鉴别性共同决定了被试在排除测验中的反应;汉字作刺激材料并不影响实验结果。     

Just Plain "Ought'

Is there any sense to the idea of an ``ought''that is not relative to any particularnormative framework? This ``ought'' would not bea moral, prudential, legal, aesthetic, orreligious ``ought,'' but rather an unqualified or just plain ``ought.'' Thispaper (i) argues for the existence andusefulness of just plain ``ought''; (ii) locatesthe concept of just plain ``ought'' within amajor strand in the history of ethics (namely,the perennial attempt to demonstrate thatmorality and prudence are in harmony); and(iii) challenges David Copp's recent attempt toshow that in fact there is no such thing asjust plain ``ought.'' A theory of just plain``ought'' emerges along the way.     

多任务信息加工中的多道分时机制

学术界常用结构理论和资源理论来解释人在多任务信息加工中的作业表现。在多任务中起主要作用的认知能力,其表现形式主要为信息处理的速率以及加工和存储的容量。本研究利用多任务和任务速率的变化来研究信息处理的速率和多任务作业成绩的关系,认为大脑运行的时钟速率是资源的一种形式,大脑对该资源的分配采用多道分时的机制,某个任务获得的时间片越多,该任务的工作绩效就越好。研究表明,在一定的负荷下,信号速率的加快,任务数量的增加,人的作业成绩随着可用时间片的减少而下降。     

《淮南子》人力管理的心理学思想

本文认为《淮南子》管理心理学思想,是对先秦道家的继承和发展。文章从人员的甄选心理、任用心理、激励心理三个方面对其中人力管理心理学思想作了整理。     

Code of ethics: Day-to-day applications

The following article was originally presented as a workshop at the 1992 NSGC Annual Education Conference. It was the first in a series of programs designed to fulfill the educational component of the Board of Directors' charge to the Ethics Subcommittee of the interpretation, education and application of the Code of Ethics. Applications of the Code to actual problems experienced by genetic counselors are presented. The Code is shown to be a practical guide in the areas of confidentiality and patient advocacy. Because the Committee has received several communications regarding sexual harassment, the need for addressing this issue seemed particularly timely. The third scenario presents a more general discussion regarding this topic.     

Drawing the line: How the workplace shapes the naming of sexual harassment

Although sexual harassment naming – the process by which individuals identify and label experiences as sexual harassment – is key to tackling the problem of workplace sexual harassment, extant research focused on individual differences has explained a limited amount of variance in individuals’ propensity to name. We push this research in a new direction, drawing on institutional theory and strategic human resource management to identify workplace contextual factors that influence individuals’ propensity to name sexual harassment. Surveying 408 employed adults, we find that current employment in an industry with a high prevalence of sexual harassment reduces individuals’ likelihood of identifying scenarios as sexual harassment. Further, prior work experience in highly sexually harassing industries has a lasting negative effect on individuals’ propensity to name. In contrast, we show that individuals’ propensity to identify sexual harassment is greater when they perceive that their organization has implemented more HR practices supporting a climate for naming and that these HR practices can actually reduce the negative effect of current employment in a highly sexually harassing industry. Critically, by demonstrating that changing industry norms or adopting specific HR practices can shift individual naming of sexual harassment, we offer new avenues for sexual harassment prevention.     

Grey Matter: Ambiguities and Complexities of Ethics in Research

Ethical dilemmas are often not discussed in the dissemination of educational research. While the ethical guidelines for research seem clear at first glance, a closer look at the intimate nature of qualitative research reveals that there are many ambiguities or ‘grey’ areas where researchers must rely on their personal value systems. This article discusses the challenges faced by an experienced educator, although novice researcher, in considering the ethical parameters of her own research with adolescents with hearing loss. In particular, the grey ethical areas identified by the researcher include: (a) vulnerable population; (b) researcher role confusion; (c) consent; (d) privacy, confidentiality, and anonymity; as well as (e) the nature of risk. Based on the author’s own reflections on beginning the research process, the article presents possible pitfalls and ways of overcoming the possibility of becoming immobilized by the ethical enigmas of research.     

Salesperson ambidexterity and customer satisfaction: examining the role of customer demandingness,adaptive selling,and role conflict

This research investigates the effects of sales-service ambidexterity on salesperson role perceptions, behaviors, and customer satisfaction. Using a business-to-business, salesperson-customer sample, we build and test a model which highlights both the positive and negative consequences of this simultaneous goal pursuit. Specifically, while sales-service ambidexterity positively impacts adaptive selling behaviors, it also increases perceptions of role conflict among salespeople. Customer demandingness moderates these relationships. Taken together, the results provide insights for firms on how to manage their sales force to optimize both sales and service outcomes based on characteristics of their salespeople and customers.     

Implicit racial bias and epistemic pessimism

Implicit bias results from living in a society structured by race. Tamar Gendler has drawn attention to several epistemic costs of implicit bias and concludes that paying some costs is unavoidable. In this paper, we reconstruct Gendler’s argument and argue that the epistemic costs she highlights can be avoided. Though epistemic agents encode discriminatory information from the environment, not all encoded information is activated. Agents can construct local epistemic environments that do not activate biasing representations, effectively avoiding the consequences of activation. We conclude that changing our local environments provides a way to avoid paying implicit bias’s epistemic costs.     

Negotiating Muslim–Christian Relations in Kenya through Waqfs, 1900–2010

Waqfs provided socio-economic security for the progeny of endowers and for other social welfare causes. Being thus guaranteed socio-economic well-being, these beneficiaries were antithetical to ruling elites in Muslim dynasties and Christian colonial powers, which led to the establishment of policies and institutions to control waqfs and check their growing influence. This development was not only counter to normative precepts but also set minority Muslims in predominantly Christian societies at odds with non-Muslim states. To what extent did civil policies and judgements influence waqfs? How did Muslims negotiate the secular state constructs vis-à-vis waqf practices? How did secular state control of waqfs influence the dynamics of Christian–Muslim relations? This discussion, based on ethnographic research in Kenyan coastal areas, employs two theoretical frameworks – Asad's ‘Islam as a discursive tradition’ and Scott’s concept of ‘symbolic (ideological) resistance’. The article draws mainly on the perspective of the Muslim minority in Kenya and argues that state control of waqfs in Kenya did not only interfere with normative practices but also partly laid the ground for the present-day economic and political marginalization and exclusion of Muslims, leading to suspicion and ambiguous relations with their Christian compatriots.