Hiring Practices for Human Resource Professionals: Implications for Counseling and Curriculum Development

Employers of human resource professionals described their hiring practices. This information is especially useful for counselors and for developing curricula for nonbusiness majors interested in human resource careers.     

贝叶斯因子及其在JASP中的实现

统计推断在科学研究中起到关键作用, 然而当前科研中最常用的经典统计方法——零假设检验(Null hypothesis significance test, NHST)却因难以理解而被部分研究者误用或滥用。有研究者提出使用贝叶斯因子(Bayes factor)作为一种替代和(或)补充的统计方法。贝叶斯因子是贝叶斯统计中用来进行模型比较和假设检验的重要方法, 其可以解读为对零假设H₀或者备择假设H₁的支持程度。其与NHST相比有如下优势：同时考虑H₀和H₁并可以用来支持H₀、不“严重”地倾向于反对H₀、可以监控证据强度的变化以及不受抽样计划的影响。目前, 贝叶斯因子能够很便捷地通过开放的统计软件JASP实现, 本文以贝叶斯t检验进行示范。贝叶斯因子的使用对心理学研究者来说具有重要的意义, 但使用时需要注意先验分布选择的合理性以及保持数据分析过程的透明与公开。     

Formulation of Policy and Strategy in Developing Creativity Education in Four Asian Chinese Societies: A Policy Analysis

The present study sought to compare and contrast educational policies on creativity education in four Asian Chinese societies, namely mainland China, Hong Kong, Singapore, and Taiwan. It establishes five criteria on creativity education policy, including policies regarding legislation on creativity education, definitions of creativity, standard implementation, explicit identification of special populations of creative students, and creativity education in the community. Among the four societies, Taiwan has an official document — the White Paper on Creative Education published in 2003 — whereas in Hong Kong and Singapore, creativity has been identified as an ability to be nurtured in students of all levels in their national curriculum reform. In mainland China, innovation is regarded as a synonym for creativity. Definitions of creativity have at times not been clearly defined, although multiple levels of creativity development (individual, school, societal, industrial, and cultural) have been discussed in Taiwan. In Hong Kong, creativity has been defined as a generic skill in various key learning areas (e.g., language education, mathematics education, science education, etc.) in the school curriculum. In Singapore, creativity is a learning outcome to be developed in students. None of these societies use standard creativity assessment tests as evidence of creative competence in students. When creativity has entered the central stage in the curriculum reform and creativity education is made available to every student, efforts have been made to identify highly creative students and provide them enrichment opportunities, mainly using performance assessments and performance in creativity competitions in these societies. But mainland China, Hong Kong, and Singapore do not sufficiently emphasize creativity education in the larger community.     

Intracerebroventricular Administration of Mineralocorticoid Receptor Antisense Oligonucleotides Attenuates Salt Appetite in the Rat

The anterior ventral third ventricle (AV3V) region of the brain contains high concentrations of mineralocorticoid receptors (MR) and glucocorticoid receptors (GR) that are important in the maintenance of body fluid and electrolyte balance as well as other physiological processes. Daily intracerebroventricular pulse injections of MR antisense oligonucleotides significantly suppressed deoxycorticosterone acetate (DOCA) induced salt appetite in a dose-related manner. Similar administration of GR antisense or scrambled/sense oligonucleotide into the third ventricle failed to inhibit salt appetite. Salt appetite aroused after adrenalectomy was not suppressed by MR antisense oligonucleotide treatments but was suppressed by an antisense oligonucleotide directed against the angiotensin II AT1 receptor subtype. Receptor binding analysis demonstrated that MR and GR oligonucleotide treatments each reduced their respective receptor subtypes. Finally, although GR antisense oligonucleotide treatment was ineffective in suppressing DOCA-induced salt appetite, this treatment did increase stress induced corticosterone release as well as delayed the recovery of corticosterone to basal levels after stress.     

The Impact of Post‐Apology Behavioral Consistency on Victim's Forgiveness Intention: A Study of Trust Violation Among Coworkers1

This study extended past research and investigated how post‐apology behavioral consistency influences subsequent forgiveness in an organizational setting. Using a sample of 326 working adults, we confirmed that post‐apology behavioral consistency is an important boundary condition of the effectiveness of apology in eliciting forgiveness. Despite having received an apology, the victim's intention to forgive would be low if the perpetrator displayed behaviors inconsistent with the apology made, but would be reinforced by the offending colleague's behaving in accordance with the apology. People who have initially forgiven their colleagues are less susceptible to influences by subsequent post‐apology behavioral inconsistency, although trust continues to be harmed by repeat violations.