Career decision status as a predictor of resignation behavior five years later

This paper extends earlier research exploring the relationship between career decision status and work outcomes by examining resignation behavior in a group of new graduates five years after initial appointment. On appointment various measures were collected including career decision status variables. Earlier research identified a significant relationship between a number of important work outcomes and career decision status. In the current study two variables–career decidedness and career choice importance–predicted resignation behavior. Those people who on appointment scored higher on career decidedness or lower on career choice importance were significantly more likely to stay in the organization than others. The implications of this finding for individuals and organizations are discussed.     

Identity Importance and the Overreporting of Religious Service Attendance: Multiple Imputation of Religious Attendance Using the American Time Use Study and the General Social Survey

The difference between religious service attendance measured using conventional surveys and time diaries has been attributed to identity processes; a high level of religious identity importance may prompt overreporting on a survey question. This article tests the hypothesized role of identity importance as an individual determinant of overreporting and the result of socially desirable behavior. A time diary measure of attendance (from the American Time Use Study 2003–2008) is imputed for conventional survey data (from the General Social Survey 2002–2008) using the multiple imputation for multiple studies procedure ( Gelman, King, and Liu 1998a ). Logistic regression models predicting self‐reported attendance and overreported attendance are estimated using identity importance as a key covariate and controlling for demographic variables associated with attendance. Identity importance is a strong predictor of both self‐reported and overreported attendance. Attendance, while a biased measure of actual behavior, may be a good indicator of religiosity.     

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。     

Avoidance of timeout from response-independent food: effects of delivery rate and quality

In three experiments, a rat's lever presses could postpone timeouts from food pellets delivered on response-independent schedules. In Experiment 1, the pellets were delivered at variable-time (VT) rates ranging from VT 0.5 to VT 8 min. Experiment 2 replicated the VT 1 min and VT 8 min conditions of Experiment 1 with new subjects. Finally, subjects in Experiment 3 could postpone timeouts from delivery of pellets that differed in quality rather than quantity (unsweetened versus sweetened pellets). In general, response rates and success in avoiding increased as a function of the rate and quality of the pellets. Also, performance efficiency increased as the experiments progressed, that is, the avoidance response occurred later and later in the response-timeout interval. The results support the conclusion that timeout from reinforcement has functional properties similar to those of more commonly studied aversive stimuli (e.g., shock).     

Selection of Variables in Cluster Analysis: An Empirical Comparison of Eight Procedures

Eight different variable selection techniques for model-based and non-model-based clustering are evaluated across a wide range of cluster structures. It is shown that several methods have difficulties when non-informative variables (i.e., random noise) are included in the model. Furthermore, the distribution of the random noise greatly impacts the performance of nearly all of the variable selection procedures. Overall, a variable selection technique based on a variance-to-range weighting procedure coupled with the largest decreases in within-cluster sums of squares error performed the best. On the other hand, variable selection methods used in conjunction with finite mixture models performed the worst.     

第二语言习得过程中介语变化论析

本文以中介语的历时变化和共时变化为视角,归纳和分析了中介语多变性的不同语言能力变化论和不同环境语言运用变化论;并从学习者的语言运用环境和交际对象、学习方式和在语言运用中对语言形式的注意程度等方面,对解释中介语多变性的不同观点进行了评介。最后,从联结的角度对中介语本质特性进行了分析。     

"仁"——医德的元德

医德是医学道德的简称,具言之,它是指医务人员在医疗卫生服务的职业活动中应该具备的仁爱、救死扶伤等的品德,是道德德目在医务人员身上的内化,也是对医务人员必须具备的最起码的要求.我们评价一个医生,首先是直面他的医德,医德是医生形象的体现,没有医德的医生即使技艺再高超,也算不上一个完整意义上的医生,"无德不成医".事实上一个医德低下的医生,他的技艺也不会高超的.     

SINGLE‐SAMPLE DISCRIMINATION OF DIFFERENT SCHEDULES' REINFORCED INTERRESPONSE TIMES

Food‐deprived rats in Experiment 1 responded to one of two tandem schedules that were, with equal probability, associated with a sample lever. The tandem schedules' initial links were different random‐interval schedules. Their values were adjusted to approximate equality in time to completing each tandem schedule's response requirements. The tandem schedules differed in their terminal links: One reinforced short interresponse times; the other reinforced long ones. Tandem‐schedule completion presented two comparison levers, one of which was associated with each tandem schedule. Pressing the lever associated with the sample‐lever tandem schedule produced a food pellet. Pressing the other produced a blackout. The difference between terminal‐link reinforced interresponse times varied across 10‐trial blocks within a session. Conditional‐discrimination accuracy increased with the size of the temporal difference between terminal‐link reinforced interresponse times. In Experiment 2, one tandem schedule was replaced by a random ratio, while the comparison schedule was either a tandem schedule that only reinforced long interresponse times or a random‐interval schedule. Again, conditional‐discrimination accuracy increased with the temporal difference between the two schedules' reinforced interresponse times. Most rats mastered the discrimination between random ratio and random interval, showing that the interresponse times reinforced by these schedules can serve to discriminate between these schedules.     

Testing the latent factor structure and construct validity of the Ten-Item Personality Inventory

Recent efforts have aimed to develop relatively short measures of the Five-Factor Model (FFM) of personality, particularly for when time and/or space is limited. We evaluate the Ten-Item Personality Inventory (TIPI), a non-proprietary FFM measure with two items per dimension. We use a latent variable methodology to examine the TIPI’s factor structure and convergent validity with the 50-item International Personality Item Pool (IPIP) FFM measure. We provide correlations between the scale scores and latent factors, and compare each measure’s pattern of correlations with measures of other individual difference constructs. Results were favorable in terms of the factor structure and convergent validity of the TIPI, particularly regarding the correlations between the respective latent factors of the TIPI and the IPIP–FFM measures.     

影响整合式谈判的情境因素和过程因素

从“情境因素”和“过程因素”两个方面对整合式谈判影响因素的研究动态和研究成果进行了归纳和分析。其中“情境因素”是指在正式谈判一开始时就已经存在的因素,主要包括：（1）谈判者的文化价值观,如个人主义与集体主义、权力距离和沟通的高、低语境;（2）社会动机,研究谈判组的动机构成如何影响谈判过程和结果;（3）情绪因素,研究谈判中的积极情绪、消极情绪各自对达成整合式谈判的影响。对“过程因素”的研究考察了谈判沟通的过程,包括谈判过程中各种策略的使用频次、次序和谈判各个阶段的策略使用情况