小团体决策:成员地位差别和任务种类对团体达成一致的影响

本实验研究了成员地位差别(平等组(4—4—4)、杰出组(3—5—5)、突出组(3—3—5)、惯常组(3—4—5))和任务种类(猜谜、人员选择、资源分配、风险决策)对小团体达成一致决策的影响,并预测了五种决策模式:真实模型、权力模型、大多数模型、弱者联合模型和折中模型。结果表明,猜谜问题比较符合真实模型,而突出组(3—3—5)符合权力模型。这与国外得到的研究结果一致,并表现出某些中国人的决策规律。     

Invariance in the MMPI's component structure

Bernstein and Garbin (1985b) suggested that the Minnesota Multiphasic Personality Inventory's major clinical scales (excluding Scales ? and 5) can be approximated by an oblique three-component structure: (a) Profile Elevation, (b) Test-taking Attitudes, and (c) Optimism-Pessimism, collectively termed the salient weight model. In this study, we found that both this model and the MMPI's principal component structure remain invariant across race, sex, and, as previously noted, context of testing (job applicants vs. inmates in correctional institutions). We further noted that several alternative definitions of Profile Elevation provide equally satisfactory representation of the relations among the scales. This factor invariance is necessary, but not sufficient, for the MMPI to be viewed as unbiased.     

The 3RT Test: Three reaction time tasks for IBM PC computers

The 3RT Test consists of a simple, a choice, and a conditional reaction time (RT) task. The three tasks involve comparable visual stimuli and require identical manual responses, but they differ in the complexity of cognitive processing required. The nonverbal stimuli convey commonly known meanings. Responses can be made either on the keyboard or on response keys connected to the computer’s serial port. The computer’s internal timer/counter is used for millisecond timing. The test administration program allows flexible setting of the test conditions. The data analysis program provides summary data not only for each RT task as a whole, but also for separate trial types within each task. Summary statistics include measures of variation and central value that are not affected by extreme scores. In addition to laboratory studies with normal adults, the 3RT Test is suitable for life-span developmental studies, cross-cultural comparisons, and other uses in various clinical settings.     

Triggering Creative Self-Efficacy to Increase Employee Innovation Behavior in the Hospitality Workplace

This study investigated how creative personality, psychological empowerment, and job stress affect creative self-efficacy and innovative behavior in hospitality employees. A hypothesized moderating role of knowledge-sharing role in the relationship between creative self-efficacy and innovative behavior was also tested. Three hundred and thirty-nine employees and 89 supervisors employed by International Tourist Hotels in Taiwan participated in the study. A structural equation modeling analysis indicated that creative self-efficacy significantly mediates the effects of creative personality and psychological empowerment on innovative behavior in the hospitality industry. The positive effect of creative self-efficacy on innovative behavior was larger in high knowledge-sharing work environments than in low knowledge-sharing work environments. Theoretical and practical implications are further discussed.     

Does Approach Crafting Always Benefit? The Moderating Role of Job Insecurity

Abstract

By integrating job demands-resources theory with social information processing theory, we examined how and when seeking challenges and seeking resources influence employees’ turnover intention and helping behavior. We propose that seeking challenges and seeking resources increase employees’ psychological capital. We furthermore suggest that the effects of seeking challenges and seeking resources on psychological capital are moderated by job insecurity, such that employees with high job insecurity will gain more psychological capital through seeking challenges and less psychological capital through seeking resources. Results from a multiwave, multisource study using a sample of 245 supervisor-subordinate dyads provided support for our hypotheses. Implications for theory and practice are discussed.     

Dissociation between the effects of damage to perirhinal cortex and area TE

Perirhinal cortex and area TE are immediately adjacent to each other in the temporal lobe and reciprocally interconnected. These areas are thought to lie at the interface between visual perception and visual memory, but it has been unclear what their separate contributions might be. In three experiments, monkeys with bilateral lesions of the perirhinal cortex exhibited a different pattern of impairment than monkeys with bilateral lesions of area TE. In experiment 1, lesions of the perirhinal cortex produced a multimodal deficit in recognition memory (delayed nonmatching to sample), whereas lesions of area TE impaired performance only in the visual modality. In experiment 2, on a test of visual recognition memory (the visual paired comparison task) lesions of the perirhinal cortex impaired performance at long delays but spared performance at a very short delay. In contrast, lesions of area TE impaired performance even at the short delay. In experiment 3, lesions of the perirhinal cortex and lesions of area TE produced an opposite pattern of impairment on two visual discrimination tasks, simple object discrimination learning (impaired only by perirhinal lesions), and concurrent discrimination learning (impaired only by TE lesions). Taken together, the findings suggest that the perirhinal cortex, like other medial temporal lobe structures, is important for the formation of memory, whereas area TE is important for visual perceptual processing.     

中国考试文化的古今嬗变与镜鉴

中国考试文化生态因社会环境、经济土壤、社会结构和国际环境影响而形成从保守封闭性向包容开放性转变的特征。本文从三个层面考察中国考试文化的当代嬗变： 考试观念文化从单一的政治情结向综合人文素质嬗变, 考试制度文化从僵化到创新嬗变, 考试行为文化则从场所、教学行为、主体、应试行为和实践行为考察。通过合理挖掘中国传统考试文化中的道德诉求与和谐理念, 力求凝练出一种具有深厚文化内涵和现代竞争意识的考试文化。