谈三江平原洪涝治理

分析了三江平原地区造成洪水的影响因素及洪水危险程度;提出了防洪减灾措施.     

When birds of a feather flock together and when they do not: Status composition, social dominance orientation, and organizational attractiveness.

Although similarity-attraction notions suggest that similarity--for example, in terms of values, personality, and demography--attracts, the authors found that sometimes demographic similarity attracts and sometimes it repels. Consistent with social dominance theory (J. Sidanius & F. Pratto, 1999), they demonstrated in 3 studies that when prospective employees supported group-based social hierarchies (i.e., were high in social dominance orientation), those in high-status groups were attracted to demographic similarity within an organization, whereas those in low-status groups were repelled by it. An important theoretical implication of the findings is that social dominance theory and traditional similarity-attraction notions together help explain a more complex relationship between demographic similarity and attraction than was previously acknowledged in the organizational literature. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Negative affectivity and the reporting of stressful life events.

Replicated D. T. Lykken's study (see record 1968-18058-001) to resolve the conflict between the findings of S. R. Maddi et al (see record 1987-22446-001) and those of D. H. Schroeder and P. T. Costa (see record 1984-23643-001) regarding the impact of negative affectivity (NA; i.e., neuroticism) contaminated life event items on observed life event–illness relationships. Among 330 managers and professionals, NA-contaminated items correlated significantly with 3 measures of well-being (depression, life satisfaction, and physical symptoms). In 2 of 3 cases, correlations between contaminated items and well-being measures were significantly different from correlations between uncontaminated items and well-being indicators. Prior life event–well-being findings may be inflated considerably by the use of NA-contaminated events. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in preferences for job attributes revisited.

A sample representative of the adult noninstitutionalized population of the continental US was stratified by sex and occupation. Data were derived from the 1974 General Survey conducted by the National Opinion Research Center, as reported by J. A. Davis (1975). Ss rank ordered 5 job attributes in terms of their importance: high income, security, short hours, advancement, and feelings of accomplishment. No sex differences were found. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Internship opportunities in clinical neuropsychology emphasizing recent INS training guidelines.

Surveyed the directors of 230 predoctoral internship programs in clinical and counseling psychology about the nature of clinical neuropsychological experiences provided at the internship site, training in neuropsychological batteries, information about providers, and availability of formal postdoctoral training. Of the 170 programs responding, 117 indicated that they offered some form of training in clinical neuropsychology. The most common format for this training was the seminar. Findings show that while there is continued demand for clinical neuropsychology training opportunities, the programs' present structure and limited training opportunities are not likely to produce competent practitioners. Although formal postdoctoral experiences were a major recommendation of the International Neuropsychological Association (INS) training guidelines, positions were limited. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Should negative affectivity remain an unmeasured variable in the study of job stress?

We predicted that the dispositional construct negative affectivity (NA) would be related to self-report measures of job stress and job strain and that observed relationships between these stress and strain measures would be inflated considerably by NA. Results of a study of 497 managers and professionals were largely consistent with those expectations. Thus, we discuss implications for NA as both a methodological nuisance and a substantive cause of stressful work events, and conclude that NA should no longer remain an unmeasured variable in the study of job stress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Simulation of frontal orbital advancement

In this paper, we present a system for performing a complex surgical intervention using virtual reality (VR) technology. With the aid of the system, the intervention can be planned and simulated exactly before performing it in reality and important additional information can be achieved during the simulation. Before working in VR, finite element models of the patient's head are generated form CT-images. Based on these models, additional work is done in VR, where the patient's skull is cut into several pieces, which are then re-positioned. Based on moving and shifting the obtained pieces, the goal is to increase the volume inside the skull, which is called intracranial volume. Until now, it was not possible to measure the achieved increase of the intracranial volume. However, by using our system is it now possible to calculate this volume online during each step of our virtual intervention. The obtained results are used for the surgical intervention in reality.     

Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship.

Describes 5 forms of organizational spontaneity (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood at work is a pivotal construct in the model and posited as the direct precursor of organizational spontaneity. Primary work-group characteristics, the affective tone of the primary work group, affective disposition, life event history, and contextual characteristics are proposed to have direct or indirect effects, or both, on positive mood at work. Motivational bases of organizational spontaneity are also described. The model and its implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)