ON MARTIN EGER'S "A TALE OF TWO CONTROVERSIES"

Abstract. Criticisms are presented against Eger's challenge to the demarcation between the natural sciences and ethics. Arguments are given both against his endorsement of the "new" philosophy of science and against his rejection of the fact-value dichotomy. However, his educational recommendations are reinforced rather than weakened by these criticisms     

个人化设计在临床研究中的应用——从个体角度研究个体差异

本文从有关研究证据的基础上,介绍了个人化设计的理论基础和实验设计,并在此基础上讨论了个人化设计在临床研究领域中的应用价值,总结出一种适合临床病人使用的研究程序。个人化设计允许对个体的个人价值进行分析,并能同时研究不同刺激信息的作用,在个体水平上分析个体差异。通过简化了的实验程序,个人化设计为解决临床研究中的问题提供了一种新的思维方式。文中还对相关研究法的局限进行了讨论。     

Least-squares approximation of an improper correlation matrix by a proper one

An algorithm is presented for the best least-squares fitting correlation matrix approximating a given missing value or improper correlation matrix. The proposed algorithm is based upon a solution for Mosier's oblique Procrustes rotation problem offered by ten Berge and Nevels. A necessary and sufficient condition is given for a solution to yield the unique global minimum of the least-squares function. Empirical verification of the condition indicates that the occurrence of non-optimal solutions with the proposed algorithm is very unlikely. A possible drawback of the optimal solution is that it is a singular matrix of necessity. In cases where singularity is undesirable, one may impose the additional nonsingularity constraint that the smallest eigenvalue of the solution be , where is an arbitrary small positive constant. Finally, it may be desirable to weight the squared errors of estimation differentially. A generalized solution is derived which satisfies the additional nonsingularity constraint and also allows for weighting. The generalized solution can readily be obtained from the standard unweighted singular solution by transforming the observed improper correlation matrix in a suitable way.     

The psychophysics of spending

Several theories of decision making are based, in part, upon the principles of psychophysics (Kahneman and Tversky, 1979; Thaler, 1985). For example, due to the psychophysics of quantity, the difference between $10 and $20 seems greater than the difference between $110 and $120. To determine whether psychophysics influences consumers' decisions, subjects in four studies made real or hypothetical purchases. It was predicted that as the size of the purchase increased, subjects would be more willing to buy additional smaller items. Small extra purchases should seem like minor expenditures when they follow larger purchases. Results of the four studies supported our hypothesis. In addition, it was found that subjects responded not only to actual changes in purchase size but also to changes in the presentation or framing of a purchase.     

PROMOTING AUTOMOBILE SAFETY BELT USE BY YOUNG CHILDREN

A program using behavioral practice, assertiveness training, and social and contrived reinforcers was developed to establish and maintain automobile safety belt use by young children. Sixteen children (ages 4.8 to 7 years) who never used their safety belts during a 5-day preexperimental observation period were randomly assigned to two groups of eight each. A multiple baseline design across groups was used to evaluate the effectiveness of the training program. During the 8-day baseline period for Group 1, no children used their safety belts when unobtrusively observed while being driven from school. During the 26-day intervention period, the children were buckled up on 96% of the observations. Follow-up probes conducted 2–3 months after program discontinuance found safety belt use to range from 86% to 100%. For Group 2, the 14-day baseline safety belt use averaged 6% and increased to a mean of 81% during the 20-day training and maintenance program. Follow-up probes 2–3 months later found safety belt use to occur during 75% to 96% of the observations. Parent questionnaires indicated the generalizability and social validity of the program.     

Political Extremism and a Generalized Propensity to Discriminate Among Values

Research exploring the psychological differences between people supporting extreme versus moderate ideologies is growing. However, this research has rarely examined the domain of values. Here, we explore this domain by assessing the possibility that political extremists discriminate more among values compared to moderates, namely, that extremists exhibit strong commitment toward some values at the expense of other values, whereas moderates would acknowledge a multiplicity of values as equally important. First, we propose a model positing that a value discriminability parameter captures a general tendency to discriminate among values. Second, we test empirically the prediction that, compared to moderates, political extremists exhibit a higher discriminability parameter. This prediction is supported by four studies (including one based on the European Social Survey where representative samples from 29 European countries are examined) where participants reported their ideological orientation and rated the importance of basic human values (we focused on basic values because these transcend the political domain, thus highlighting general effects). Specifically, in all studies we observed a positive correlation between political extremism and residual variability in ratings, a hallmark of a higher discriminability parameter. These findings highlight the value domain as critical to understanding differences between political extremists and moderates.     

作业中断对任务绩效的影响及心理疲劳的调节作用

作业中断会对中断后行为绩效产生影响,探讨不同疲劳状态下中断对作业绩效影响的认知机制将有助于完善和发展中断的认知理论。本研究采用事件相关电位(ERP),通过在不同心理疲劳状态下执行数学题任务中断、暂停中断和不中断的空间2-back任务,结合行为数据和ERPs结果,分析作业中断对任务绩效的影响以及心理疲劳在其中的调节作用。实验结果发现,中断后诱发的P200和P300振幅显著提高,作业中断使得主任务的注意力资源下降,任务中断的无关信息干扰了主任务工作记忆,而疲劳状态则进一步加剧了中断对注意资源、工作记忆及行为绩效的负面效应。本研究在揭示作业中断认知过程及疲劳对其影响机理的同时,也支持了中断的目标记忆模型。     

L’approche existentielle dans l’accompagnement de personnes au chômage en perte de repères : les processus de construction du sens de la vie et du travail (études de cas)

The guidance design for unemployed people in changing career must increasingly take into account their existential concerns about career meaning. The literature about life and work meaning has highlighted the multifactorial complexity of meaning definition and determinants of meaning. This fact does not facilitate their use in counselling design. Bernaud et al. (2020) “Guidance for life and work meaning” device takes into account this problem; it offers many thinking prospects that organize meaning questioning in order to help people who loosed professional and personal markers. By analyzing an application of this device with the multiple cases method, our article examines how a meaning guidance helps unemployed people in giving a new direction of their career. The study of five cases with chronologic analysis unities shows how various meaning dimensions help people to clarify, to enrich and to transform their initial problematic during accompaniment and how they progress with different rhythms to major personal and vocational decisions.     

It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process

Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability. Through two online experiments (N₁ = 170, N₂ = 251), we found mixed support for this proposition. In our first study focused on cover letters, we found that applicants who reported FWE were not appraised differently than those who did not. In our second study focused on letters of recommendation, however, we found that applicants who reported FWE were perceived as less qualified and less hireable. Moreover, we found that the level of job (i.e., service vs. managerial) moderates these relations, such that managerial applicants with FWE on their letter of recommendation were perceived as less hireable than those who did not. Implications for research and practice are discussed, and future research directions are offered.