一种自上而下加工的注意选择新机制:视觉标记

视觉标记是国外新近提出的有关注意选择机制的一种假设。该假设认为,在任务目标预先设定的条件下视觉系统是通过抑制旧刺激所处的位置来实现对新刺激的优先选择。本文主要介绍了视觉标记研究的经典实验范式、视觉标记理论的行为实验依据和脑成像实验依据,还概述了三种质疑视觉标记理论的观点。最后对视觉标记的未来研究做了展望。     

Recruiting and Selecting Professionals: Context,Qualities and Methods

Evidence based on a survey of professional firms and in-depth interviews with decision-makers responsible for selection examines the most frequently used and valued methods for hiring qualified professional staff in a sample of Scottish accountancy, architecture, law, and surveying practices. The survey suggests an emphasis on personality, work experience and general attributes for senior posts, and that high value is placed on interviews and informal sources of information in assessing these qualities. Firm characteristics and context, particularly size of practice, the role of the partner in the selection process, labour supply, and perception of recruitment difficulties are shown to be related to the type of selection method used. Consistent with the view of selection as a social process, the case study evidence suggests that ‘informality’ may play an important role when partners responsible for selection have long tenure with their firm and when firms experience recruitment difficulties. More generally, informal networks and interview processes may act as effective information and communication vehicles for small and medium-sized professional practices.     

Creativity: Intrapersonal and Interpersonal Selection of Creative Ideas

Creative idea selection—the selection of the most creative idea(s) from available ideas—is an important yet understudied topic. Creative idea selection can be performed by the idea generator (i.e., intrapersonal selection) or by another person (i.e., interpersonal selection). In the current research, we examined whether these two types of selection lead to different levels of performance. Participants generated six creative ideas to solve a societal problem. Thereafter, two selection tasks—intrapersonal selection and interpersonal selection—were performed. During intrapersonal selection, the idea generator selected the most creative idea from his/her own ideas; during interpersonal selection, another person made the selection from the same ideas. We found no effect of intrapersonal and interpersonal selection on creative idea selection performance: People selected ideas of identical creativity, irrespective of whether that idea was from themselves or from others. Moreover, we replicated the earlier finding that people perform suboptimally at creative idea selection, failing to select ideas that were more creative than an average idea, for both intrapersonal and interpersonal selection.     

Gift Giving at Israeli Weddings as a Function of Genetic Relatedness and Kinship Certainty

This study examines gift giving at Israeli weddings. In accordance with kin selection theory, we hypothesized that wedding guests possessing greater genetic relatedness to the newlyweds would offer greater sums of money as wedding gifts. We also hypothesized that family members stemming from the maternal side (where the genetic lineage has higher kinship certainty) would offer the newlyweds more money than those stemming from the paternal side. Data on the monetary gift sums of the wedding guests from 30 weddings were collapsed according to two criteria: (a) genetic relatedness (0%, 6.25%, 12.5%, 25%, and 50%) and (b) kinship certainty (maternal or paternal lineage). Both hypotheses were supported. We discuss the implications of these data in understanding family dynamics, as well as practical applications associated with the marketing of gifts.     

Recruiter Evaluation of Candidates for Employment: Does Study Abroad Make a Difference?

This analog study investigated recruiters’ evaluation of candidates for employment in regard to whether study abroad experience advantaged some in being selected for certain positions. Results found that candidates who completed study abroad and a relevant internship were ranked highest, with preference given by recruiters to long‐term Western experiences. However, the data also suggested that recruiter assessments varied somewhat depending on recruiters’ study abroad experience and their own characteristics. Overall, the effect of study abroad on the evaluation of candidates was simply one part of a complex of considerations.     

词长对中文阅读眼跳目标选择的影响：眼动证据

英文阅读研究发现词长对眼跳目标选择有重要影响,阅读等词长的句子时,长词的偏好眼跳长度比短词更长。但是中文文本没有词间空格,读者难以从副中央凹获取词长信息,所以基于英文阅读得出的结果是否适用于中文阅读尚不清楚。本研究采用等词长句子阅读范式,使用全部由单字词或双字词组成的句子或由各种词长的词汇组成的混合句作为实验材料,考察词长对中文阅读眼跳目标选择的影响。结果发现,中文阅读中的眼跳长度会随词长变化而变化,双字词句的眼跳入长度和眼跳出长度均显著长于单字词句,支持了基于词中心的眼跳长度假设;同时,实验也发现混合句中的双字词的眼跳长度和双字词句中双字词的眼跳长度没有显著差异,支持了基于加工情况的眼跳目标选择策略;综合二者,说明中文阅读中,读者眼跳目标选择可能建立在副中央凹对词长信息加工的基础之上。     

普通高等医学院校人文医学教育的现状与思考

人文医学教育是高等医学教育的重要组成部分,也是医学发展、医学人才培养的内在要求。普通高等医学院校在这项工作中存在着不足,如课程体系不完善、课程结构不合理、人文气氛短缺等。因此,有必要采取一些措施予以完善,从而跟上国家高等医学教育改革的步伐,促进医学教育的进一步完善。     

Hierarchical classes models for three-way three-mode binary data: interrelations and model selection

Several hierarchical classes models can be considered for the modeling of three-way three-mode binary data, including the INDCLAS model (Leenen, Van Mechelen, De Boeck, and Rosenberg, 1999), the Tucker3-HICLAS model (Ceulemans, Van Mechelen, and Leenen, 2003), the Tucker2-HICLAS model (Ceulemans and Van Mechelen, 2004), and the Tucker1-HICLAS model that is introduced in this paper. Two questions then may be raised: (1) how are these models interrelated, and (2) given a specific data set, which of these models should be selected, and in which rank? In the present paper, we deal with these questions by (1) showing that the distinct hierarchical classes models for three-way three-mode binary data can be organized into a partially ordered hierarchy, and (2) by presenting model selection strategies based on extensions of the well-known scree test and on the Akaike information criterion. The latter strategies are evaluated by means of an extensive simulation study and are illustrated with an application to interpersonal emotion data. Finally, the presented hierarchy and model selection strategies are related to corresponding work by Kiers (1991) for principal component models for three-way three-mode real-valued data.     

Military Enlistment Selection and Classification: Moving Forward

This article places the articles included in this special issue within the larger context of the objectives of a selection and classification system. It examines the full range of individual differences and how, until relatively recently, a focus on training success has led to an emphasis on the cognitive subset of these differences within the military. It describes how, consistent with a greater recognition of the importance of job performance, the research described in this issue has opened the door to expanded coverage of both cognitive and noncognitive attributes. It summarizes the methodological advances that have contributed to the efficacy of new noncognitive measures. It explores how popular approaches to the measurement of classification efficiency have led to unwarranted pessimism regarding the classification potential of multiattribute measures and discusses research indicating how much greater classification efficiency is possible with existing measures. Finally, it examines potentially fruitful areas of future research to better meet military objectives. These include development of an approach to performance measurement and validity transportation that makes future military classification research feasible; exploration of currently untapped individual-difference domains, particularly those that might differentially predict across job groupings; exploration of the interaction between cognitive and noncognitive attributes; and exploration of alternative measurement techniques.