目标探测对记忆提取的影响

采用经典的"学习–再认"范式,在测验阶段设置了目标探测的干扰任务,通过比较目标探测和分心拒绝是否会对记忆提取产生不同的影响,以进一步探讨提取干扰与再认记忆之间的关系。结果发现,无论对目标进行显性(实验1)还是隐性(实验2)的探测反应,目标探测下旧词的再认反应均要比分心拒绝下更优,表明外显记忆的提取也会受到注意资源的调节。但更为重要的是,在辨别力指数(d′)及判断标准(C)上的差异分析发现,目标探测并没有提高被试的再认水平,而是降低了被试的判断标准,使得被试在目标探测条件下更容易对词做出"旧"反应。这种反应倾向与目标探测的动作反应方式无关,也不受词汇的编码加工水平深浅的调节。由此可见,外显记忆提取并非完全的"自动化加工",仍会受到注意资源的调节。     

视觉工作记忆回溯线索效应的产生机制：认知阶段分离

以往研究关于视觉工作记忆回溯线索效应的产生机制主要存在5种假设,目前依然存在争议。本研究通过改进前人研究实验范式,采用包含内源性回溯线索的颜色回忆报告范式,进一步对这5种假设进行检验。在实验1中,我们调控了线索与探测阵列之间的时间间隔,发现不同时间间隔不影响无线索条件的行为表现,而在正常线索条件中被试的记忆精度以及能记住的项目数量均优于无线索条件;在实验2中,我们对回溯线索伴随的干扰刺激类型进行控制,结果显示,在不同条件下记忆精度不存在差别,但当回溯线索伴随干扰刺激呈现时,被试能记住的项目数量会被降低,降低程度受干扰刺激的类型调制;在实验3中,我们对伴随回溯线索的干扰刺激的呈现时间进行控制,发现虽然回溯线索效应仍然存在,但干扰刺激的呈现时间不会影响效应程度。研究结果表明,回溯线索的出现使得被试能够在决策加工前完成内部注意资源的再分配,从而避免了同时进行这两种认知加工与记忆表征维持本身竞争认知资源。本研究为认知阶段分离假设提供了支持证据,对解决回溯线索效应产生机制的争议以及理解内部注意与视觉工作记忆的关系有重要意义。     

对当前量化绩效考核的反思

通过文献研究和哲学反思等方法对高校和医疗卫生系统的量化绩效考核进行研究。认为绩效考核不能偏离组织使命,不能弱化职业精神。如何在职业精神和组织使命中一些重要内容难以进入量化指标的情况下合理设计绩效考核体系值得深思。其次,在科研绩效考核中,《科学引文索引》(science citation index,SCI)作为科研论文的产出指标有一定合理性,但也不能唯SCI论;要重视基金,因为它反映了计划性科学的价值,但也不能唯基金论;要重视量化评估,却不能唯量化评估。要保证绩效考核正确导向,就必须纠正泛行政化和官本位倾向,就必须坚持科学化、推进民主化。     

Positive post‐disaster images: A daydream machine?

This study explores the impact of post‐earthquake images inserted in a vigilance task, in terms of performance, self‐reports of task‐focus, and cerebral activity using functional near‐infrared spectroscopy (fNIRS). Vigilance tasks present a sequence of stimuli in which only a few are pre‐designated critical or target stimuli requiring an overt response from the participant. Seventy‐one residents participated (51 women, 20 men) by taking part in a vigilance task with task‐irrelevant images inserted in the sequence. There were three conditions consisting positive (emotive inducing), negative (emotive inducing), and control (devoid of meaning) images embedded in the vigilance task to assess possible impacts on vigilance performance. The images were obtained through crowdsourcing and represented parts of the city 3–4 years post‐earthquake. Task performance was assessed with signal detection theory metrics of sensitivity A’ and bias β’’. This enables the separation of an individual's ability to accurately discriminate critical signals from non‐critical stimuli (sensitivity) and shifts in their willingness to respond to any stimuli whether critical or not (bias). Individuals viewing the positive images, relating to progress, rebuild, or aesthetic aspects within the city, had a more conservative response bias (they responded less to both rare critical and distractor stimuli) than those in the other conditions. These individuals also reported lower task‐focus, as would be expected. However, contrary to expectations, indicators of cerebral activity (fNIRS) did not differ significantly between the experimental groups. These results, when combined, suggest that mind wandering events may be being generated when exposed to positive post‐earthquake images.     

Concurrently examining unrealistic absolute and comparative optimism: Temporal shifts,individual‐difference and event‐specific correlates,and behavioural outcomes

Researchers have spent considerable effort examining unrealistic absolute optimism and unrealistic comparative optimism, yet there is a lack of research exploring them concurrently. This longitudinal study repeatedly assessed unrealistic absolute and comparative optimism within a performance context over several months to identify the degree to which they shift as a function of proximity to performance and performance feedback, their associations with global individual difference and event‐specific factors, and their link to subsequent behavioural outcomes. Results showed similar shifts in unrealistic absolute and comparative optimism based on proximity to performance and performance feedback. Moreover, increases in both types of unrealistic optimism were associated with better subsequent performance beyond the effect of prior performance. However, several differences were found between the two forms of unrealistic optimism in their associations with global individual difference factors and event‐specific factors, highlighting the distinctiveness of the two constructs.     

Developmental Delays at Arrival,Early Intervention Enrollment,and Adopted Chinese Girls’ Academic Performance and Internalizing Problems in Adolescence

The author investigated the extent of developmental delays in girls adopted from China, their subsequent early intervention (EI) enrollment, and how the delays and EI were related to their academic performance and internalizing problems in adolescence. The sample included 180 adolescent girls (M = 13.4 years, SD = 2.0 years) who were adopted at 3–23.5 months (M = 11.5 months, SD = 3.7 months). Data on the adopted Chinese girls’ delays at arrival and EI enrollment in physical therapy (PT) and speech–language therapy (SLT) were collected from the adoptive mothers at the Baseline; data on the adopted Chinese girls’ present academic performance and internalizing problems were collected from the adoptive mothers and adopted girls at Wave 4 six years later. Data analyses revealed that 55% of the adoptees had moderate-to-severe delays when first arrived at the adoptive homes. Motor delays significantly increased the odds for PT (odds ratio [OR] = 3.98, 95% CI [2.18, 7.82], p <.001) and SLT (OR = 2.36, 95% CI [1.50–3.72, p <.001). Social-cognitive delays also significantly increased the odds for PT (OR = 1.90, 95% CI [1.36, 2.63], p <.001) and SLT (OR = 1.63, 95% CI [1.22, 2.17], p <.001). Motor delays were negatively associated with academic performance but positively associated with internalizing problems. General linear modeling showed that the adoptees who had developmental delays at arrival and subsequently enrolled in EI scored significantly lower on academic performance than their peers who had delays but did not enroll in EI, as well their peers who had no delays and did not enroll in EI. Implications of these findings are discussed.     

领导-部属交换的多维结构及对工作绩效和情境绩效的影响

通过两项研究,对领导-部属交换的结构及其对员工的工作绩效和情境绩效进行了探讨。采用探索性因素分析、验证性因素分析、分层回归分析等方法对来自不同企业的员工及其主管的问卷调查结果进行了分析。 结果表明,领导-部属交换是一个多维度的结构,由情感、忠诚、贡献和专业尊敬四个维度组成。单维度的领导-部属交换和多维度的领导-部属交换都对员工的工作绩效和情境绩效具有预测作用,但多维度领导-部属交换的预测作用更强。     

情绪智力与工作绩效的关系

大量研究证实, 情绪智力能够正向预测工作绩效, 二者关系会受到中介与调节变量的影响。现有研究存在一些问题和不足, 原因在于不同理论模型的分歧与对立、测验工具存在问题和研究没有深入到维度水平等。未来研究应该致力于理论模型的整合、新的测验工具的编制、中介与调节变量的考察、深入到维度水平考察情绪智力与工作绩效的关系。     

Effects of rater conscientiousness on evaluations of task and contextual performance of older and younger co-workers

The possibility for age discrimination and stereotypes to affect performance evaluations is rising. Although careful evaluations might be expected from conscientious raters, little is known about whether they might show more or less bias towards certain age groups. Therefore, in our study using a time-lagged design, we investigated the effects of rater conscientiousness on the performance evaluations of younger and older actual co-worker (N = 242). We found that raters who were more conscientious provided higher ratings for older workers than for younger workers on task performance and organizational citizenship behaviours. Specifically, we tested the model of mediated moderation, in which the relation between rater conscientiousness and ratee age predicts ratee-perceived conscientiousness, which in turn predicts performance ratings. The model was significant for older ratees, but not for younger ratees. We discuss our results in terms of the “similar to me” effects and implications for organizational practices.