Common spatial organization of number and emotional expression: a mental magnitude line

Converging behavioral and neural evidence suggests that numerical representations are mentally organized in left-to-right orientation. Here we show that this format of spatial organization extends to emotional expression. In Experiment 1, right-side responses became increasingly faster as number (represented by Arabic numerals) or happiness (depicted in facial stimuli) increased, for judgments completely unrelated to magnitude. Additional experiments suggest that magnitude (i.e., more/less relations), not valence (i.e., positive/negative), underlies left-to-right orientation of emotional expression (Experiment 2), and that this orientation accommodates to the context-relevant emotion (e.g., happier faces are more rightward when judged on happiness, but more leftward when judged on angriness; Experiment 3). These findings show that people automatically extract magnitude from a variety of stimuli, representing such information in common left-to-right format, perhaps reflecting a mental magnitude line. We suggest that number is but one dimension in a hyper-general representational system uniting disparate dimensions of magnitude and likely subserved by common neural mechanisms in posterior parietal cortex.     

工作越轨行为的结构与组织公民行为的关系：一项实证检验

新近出现的绩效结构理论认为员工绩效包括角色内行为、组织公民行为和工作越轨行为三种类型。然而在后两种行为的关系上,当前研究者还未达成一致意见。文章综合采用三种方式证实了组织公民行为和工作越轨行为是两种完全不同的行为类型,而不是一种行为的两种性质不同的表现,从而为三维绩效模型的合理性提供了间接支持。在此基础上,研究还证实了工作越轨行为中两种成分（组织越轨和人际越轨）的不同。文章最后对研究结果进行了讨论,并指出了未来研究方向。     

Being, thinking, creating: when war attacks the setting and the transference counter-attacks

When trauma enters into the reality of the analyst and of the analysand, when it attacks the setting, what becomes of the analyst’s role? How can transformations be brought about? With reference to three clinical situations, the author attempts to explore how the articulation between transference and countertransference – the inter‐relation – structures the situation; the analyst must remain in his or her role as analyst through managing to create and to reflect upon the clinical aspects of that situation when faced with the unpredictability of what war brings in its wake. It then becomes possible to see how the work of the negative can be confined to the outer limits of the setting.     

Whorf reloaded: language effects on nonverbal number processing in first grade--a trilingual study

The unit-decade compatibility effect is interpreted to reflect processes of place value integration in two-digit number magnitude comparisons. The current study aimed at elucidating the influence of language properties on the compatibility effect of Arabic two-digit numbers in Austrian, Italian, and Czech first graders. The number word systems of the three countries differ with respect to their correspondence between name and place value systems; the German language is characterized by its inversion of the order of tens and units in number words as compared with digital notations, whereas Italian number words are generally not inverted and there are both forms for Czech number words. Interestingly, the German-speaking children showed the most pronounced compatibility effect with respect to both accuracy and speed. We interpret our results as evidence for a detrimental influence of an intransparent number word system place value processing. The data corroborate a weak Whorfian hypothesis in children, with even nonverbal Arabic number processing seeming to be influenced by linguistic properties in children.     

Fidélité inter juge d’une mesure du stress par échelle visuelle analogique

The use of a visual analogue scale (VAS) for the assessment of stress during occupational health examination could be an useful tool. However, psychometrics features of the VAS have to be assessed. The aim of this study is to test the inter judge reliability of the VAS in a psychological dimension assessment. Two occupational physician have used the VAS in a worker group. There is no significant difference in the distribution of VAS values. This result supports the hypothesis of a satisfactory inter judge reliability of the VAS in stress measurement.     

关于组织支持感的研究评述

本文从组织支持感产生的理论背景出发,简要介绍了国内外关于组织支持感的研究,主要包括组织支持感研究的理论基础、组织支持感的概念和测量工具、组织支持感的其前因变量和结果变量等方面,并指出了组织支持感理论在现代组织中的应用价值和意义,以及目前存在的问题和对今后研究的展望。     

Remuneration differences in the emerging economies of China and India

Emerging economies by definition tend to be less dependent on expatriate skills and labour than lower-income countries, yet remuneration (pay plus benefits) differences between expatriate and local workers persist in them to some degree. According to relative deprivation theory, economic development paradoxically elevates the salience of relatively small gaps in remuneration. We therefore expected workers to report injustice and demotivation regarding relative remuneration, despite the closing of remuneration gaps between expatriate and local workers due to the economic development of recent years. To explore that possibility, 482 skilled professionals from a variety of sectors and organizations in two emerging economies, India (n = 233, response rate = 54%) and China (n = 249, response rate = 58%), participated in the research. International salaries were greater than local salaries by a factor of 2.73:1 in India and 1.90:1 in China; these mean ratios bordered on intolerable in the India sample and were largely tolerable among the sample from China. In both countries, differently remunerated workers differed in their justice cognitions and their demotivation, with lowered motivation and fewer justice cognitions in the locally salaried, local workers. These differences were however more statistically significant between people working in India than in China. Insofar as the motivational and justice gaps persisted, the findings support relative deprivation theory. Insofar as the same gaps appear to be sharper in the country with the higher-not lower-mean remuneration differential, they do not. An in-country workshop with local experts who interpreted the findings (in India), and content analysis of the participants' recommendations (in China) jointly recommended linking remuneration to (i) workplace performance instead of (ii) economy-of-origin, to help promote (iii) fairness.     

Who Wants to Learn Forever? Hyperbole and Difficulty with Lifelong Learning

This paper addresses the issue of how lifelonglearning, globalisation and capitalism arerelated within late modernity. It is criticalof the argument that there is now anincreasingly homogenous global economy that isknowledge based and that unambiguously requiresa high level of cognitive skills in itsworkers. The idea that globalisation producessuch rapid changes in the world of work thatlearning must be ongoing to cope with it ischallenged.It is argued that the key issue forpolicy-makers concerned to encourage lifelonglearning is funding the provision of thoselearning opportunities that would otherwise notbe available. People can learn many worthwhilethings at work, at home and elsewhere ininformal associations. It makes little sense toduplicate the opportunity to learn those thingsformally or even in many cases, formally todistinguish such learning from living andworking.     

Perceptions and experience of workplace bullying in five different working populations

Whilst aggression in the workplace has been systematically studied in recent years, research into workplace bullying per se still remains quite limited. In this article, we report the findings from an investigation into employees' perceptions of social and organizational work conditions and experiences of bullying at work. Six‐hundred‐seventy‐seven employees from five different working populations (managers, teachers, technicians, call centre operators, and engineers) completed the Workplace Relationships Questionnaire (WRQ). This paper presents the results of the analysis, linking the experiences of bullying and perceptions of social and organizational work conditions. The present findings predictably identify victims and non‐bullied participants, and also indicate the existence of a new category of employee affected by the problem of bullying; bullied/non‐victims. Bullied/non‐victims may provide crucial insights into the ways that company practices and policies impact negatively on the whole workforce. Aggr. Behav. 29:489–496, 2003. © 2003 Wiley‐Liss, Inc.     

论卢卡奇社会存在整体性思想的新意

卢卡奇晚期探讨社会存在本体论达到了对社会历史哲学研究的高度。其中一个令人瞩目的观点是关于社会存在整体性思想。理论的新意之处：从一般存在的角度对社会存在进行探讨,指出社会存在具有多样性、整体性特征;社会存在是因果性和目的性的统一;劳动是阐述社会存在中相互联系各因素发生关系的中心概念;确认社会存在整体性,论证了社会存在本体的思想;社会存在本体论是集劳动、实践、意识、价值四个特点于一体的现代本体论。