Subjects: Digital Publishing >> Internet Journals submitted time 2024-05-06
Abstract： Purposes The revocation time lag can reflect the purification time of the scientific community, analyze the influencing factors of the undo time lag, and provide a reference for reducing the undo time lag. Methods A total of 17,916 papers from 1970 to 2022 were collected from the Revocation Observation Database, and 33 variables were selected as independent variables from the dimensions of policy, paper and author as the dependent variable to construct a regression model, and the influence of different factors on the revocation time lag was analyzed. Findings Research papers, publication dates, image problems, paper factories and meta-analyses were the main factors influencing the revocation delay, and the research integrity policy had no effect on the revocation delay. Conclusions It is suggested to strengthen the awareness of integrity of image problems, optimize the paper reporting mechanism, pay attention to the problem of paper factories, and pay attention to the integrity of scientific research teams of different scales.
Subjects: Digital Publishing >> New Media submitted time 2023-10-08 Cooperative journals: 《中国传媒科技》
Abstract：在计算机技术的支持下,新闻编辑水平有了进一步的提高。现阶段,新闻编辑可以利用丰富的想象力以及宽阔的视野,根据有效的数据以及图表实现更加全面的新闻业务。本文简要说明数据技术下,新闻编辑现存的问题,对提高新闻编辑业务的方法作具体论述。
Subjects: Psychology >> Developmental Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Hostile interpretation bias, a kind of cognitive processing bias, refers to the tendency to interpret ambiguous information as hostile, which can affect individual's aggressive behavior. Oppositely, aggression can affect individuals’ hostile interpretation bias. As a personality trait, high aggression makes individuals more prone to possess hostile interpretation bias. As a behavioral response, aggressive behavior develops and strengthens hostile interpretation bias. Thus there may be a cyclical relationship between hostile interpretation bias and aggression. In addition, the relationship is influenced by gender, age, personality characteristics and other factors. In future, measurement tools of hostile interpretation bias and aggression should be improved for more directive and objective measurement. The interaction research between different subtypes of hostile interpretation bias and aggression should be expanded to lead us understand their relationship comprehensively and systematically. The role of emotion in the relationship between hostile interpretation bias and aggressive behavior should be explored deeply. And the process of information should be integrated and the impact of their interaction on aggressive behavior should be explored.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Workplace ostracism is an increasingly widespread and serious social problem nowadays. Many studies have shown that being rejected in the workplace can significantly increase employees’ psychological stress, lead to health problems, and even cause deviant workplace behaviors, thereby ultimately damaging the normal operation of an organization and lowering organizational performance. However, existing research regarding the impact of workplace exclusion on individual performance has reached inconsistent conclusions; thus, this field involves hidden mechanisms that need to be further explored. To address this theoretical gap, we drew upon the self-presentational perspective and hypothesized that employees’ collectivism values strengthen the likelihood that employees will create facades of conformity when suffering from workplace ostracism. We further assumed that whether or not a supervisor is a collectivist determines how the employees’ creation of facades of conformity affect subsequent performance ratings.We tested these hypotheses in an experimental study and a field sample of supervisor-employee dyads. For the experimental study, we recruited 142 full-time Chinese workers in different industries as participants through the authors’ alumni networks. The respondents were randomly assigned to one of two experimental conditions: the ostracism condition (N = 70) versus the inclusion condition (N = 72). Participants first completed a measure of collectivism values and reported their demographics. Then, they were asked to read a scenario from a computer screen, one which depicted a situation in which the participant was ostracized (or included) by team members in a hypothetical organization. After reading the scenario, participants finished the manipulation check of workplace ostracism and indicated the extent to which they would be likely to engage in creating facades of conformity. For the field study, we collected 254 dyadic data from a major air company in China at three time-spots. At Time 1, employees assessed perceived workplace ostracism and their collectivism values, as well as provided their demographic information. At Time 2 (one months after Time 1), employees rated their self-esteem level and the extent to which they create facades of conformity, conduct self-leadership, and implement impression management strategies. At Time 3 (one months after Time 2), supervisors provided a performance evaluation of the focal employee and their own collectivism values. We applied confirmatory factor analysis, regression analysis, and bootstrap methods via SPSS 22.0 and Mplus7.4 software to analyze the data.Empirical results supported our arguments that workplace ostracism was positively related to facades of conformity. The relationship between workplace ostracism and facades of conformity was stronger when employees had high levels of collectivism values. When supervisors themselves also hold high levels of collectivism values, the employees’ facades of conformity are positively related to the supervisors’ evaluations of job performance. Moreover, workplace ostracism has a conditional, positive indirect effect on supervisor evaluations of employee performance via employee facades of conformity, such that the indirect effect is positive only when both the employees’ and supervisors’ collectivism values are high.With these findings, we make several contributions to the literature and management practice. First, we offered a new explanatory mechanism for understanding the complex relationship between workplace ostracism and employee performance from a self-presentational perspective by examining the mediating role of creating facades of conformity. Second, our findings on the moderating effect of employees’ collectivism values provide explanations for the differential reaction to negative workplace experiences such as workplace ostracism. Third, by exploring the contingent role of leaders’ collectivism values, our study is among the earliest attempts to consider the role of bystanders in the ostracism process. Finally, we enrich the research field of conformity by examining new criteria, thereby providing a response to the call for investigating the antecedents and consequences of facades of conformity.
Subjects: Psychology >> Personality Psychology submitted time 2021-06-16
Abstract： Aggression and violence are prevalent public health problems, tremendously harming individuals, families and society. Supposedly, low self-esteem is an important cause of aggression. However, some researchers have suggested that aggression may be attributable to threatened egoism, that is, the inflated and narcissistic view of self that is threatened, rather than low self-esteem itself. Numerous studies have explored the relationship between narcissism and aggression. However, these results appear somewhat inconsistent in different studies. Therefore, this meta-analysis was conducted to explore the strength and moderators of the relationship between narcissism and aggression. We included Chinese and English literature from 1965 to 2021. A total of 177 independent effect sizes (121 studies, 73687 participants) were found within the criteria of the meta-analysis. On the basis of the characteristics of studies, we selected the random-effects model. After coding the data, independent effect sizes were analyzed using Comprehensive Meta-Analysis Version 3.3 program. The results of the funnel plot, fail-safe number, Egger test and Begg test showed no publication bias. Results showed a significant positive correlation (r=0.27, 95%CI[0.25, 0.29]) between narcissism and aggression. Additionally, the moderation analyses revealed that the strength of the relationship was moderated by gender and report modality of narcissism, but not by report modality of aggression and culture. Meanwhile, different types of narcissism related differently to aggression, in that covert narcissism was more positively correlated with aggression compared with overt narcissism, and maladaptive narcissism was more positively correlated with aggression compared with adaptive narcissism. Based on the meta-analysis, narcissism and aggression were closely related. The mechanisms of aggression must be identified to develop effective prevention and intervention strategies to alleviate the public health problems caused by aggression. Future research could: (1) The present study found that report modality of narcissism plays a moderating role in the relationship between narcissism and aggression. Therefore, to gain insights into the reporters’ bias and obtain accurate and complete information regarding narcissism, the data of multiple reporters can be employed. (2) Overt narcissism and covert narcissism are distinct structures, and the existing studies on the relationship between narcissism and aggression have paid less attention to covert narcissism. The present study found that covert narcissism is more likely to be a risk factor for aggression than overt narcissism. Therefore, future research could strengthen the exploration of covert narcissism.
Subjects: Psychology >> Management Psychology submitted time 2020-12-06
Abstract： In many studies, victims of workplace ostracism are often portrayed as somewhat passive actors experiencing negative outcomes such as demoralization, suspicion, helplessness, and stress. However, this line of research conclusion has recently been questioned. A few studies have shown that social excluded people in specific situations may exhibit more prosocial behaviors and achieve higher task performance. Unfortunately, the mechanism through which these contradictory effects occur has not been fully explained. Furthermore, although there is evidence that social excluded employees will engage in behaviors towards enhancing their standing in the organization, existing research has not fully considered the degree to which this behavior is authentic, in which one’s actions are consistent with one’s inner values and preferences. In order to addressing these theoretical gaps, drawing upon the self-presentational perspective, we hypothesized that employees’ collectivism values strengthen the likelihood that employees will create facades of conformity when suffering from workplace ostracism. We further demonstrated that whether supervisor a collectivist determines how employees’ creating facades of conformity affect subsequent performance ratings. We test these hypotheses in an experimental study and a field sample of supervisor-employee dyads. For the experimental study, we recruited 142 full-time Chinese workers in different industries through the authors’ alumni networks as participants. They were randomly assigned to one of two experimental conditions: the ostracism condition (n = 70) versus the inclusion condition (n = 72). Participants first completed a measure of collectivism values and reported the demographics, then they were asked to read a scenario displayed on the computer, which depicted a situation in which the participant was ostracized (or included) by team members in a hypothetical organization. After reading the scenario, participants finished the manipulation check and indicated to what extent they would be likely to engage in creating facades of conformity. In terms of the field study, we collected 254 dyadic data at three time-spots from a large air company in China. At Time 1, employees assessed perceived workplace ostracism and their collectivism values as well as demographic variables. At Time 2, one months later, employees rated their self-esteem level, and the extent to which they create facades of conformity, conduct self-leadership and impression management strategies. At Time 3, two months later, supervisors provided a performance evaluation of the focal employee and their own collectivism values. We applied confirmatory factor analysis, regression analysis and bootstrap methods via SPSS 22.0 and Mplus7.4 software to analyze the data. Empirical results supported our arguments that workplace ostracism was positively related to facades of conformity. The relationship between workplace ostracism and facades of conformity was stronger when employees were high in collectivism values. When supervisors themselves also hold high collectivism values, employees’ facades of conformity are positively related to supervisors’ evaluations of job performance. Moreover, workplace ostracism has a conditional, positive indirect effect on supervisor’s evaluations of employee performance via employee facades of conformity, such that the indirect effect is positive when both employee and supervisors’ collectivism values are high. With these findings, we make several contributions to the literature and management practice. First, we offered a new explanatory mechanism for understanding the complex relationship between workplace ostracism and employee performance from a self-presentational perspective by examining the mediating role of create facades of conformity. Second, our findings about the moderating effect of employees’ collectivism values provide explanations for the differential reaction to negative workplace experiences such as workplace ostracism as well as its consequence. Third, by exploring the contingent role of leaders’ collectivism values, our study is among the earliest attempts to consider the role of bystanders in the ostracism process. Finally, we enrich the research field of conformity by examining new criteria, thus response to the call of exploring the antecedents and consequences of facades of conformity. "
Peer Review Status:
Awaiting Review
Subjects: Geosciences >> Geography submitted time 2019-11-15 Cooperative journals: 《干旱区地理》
Abstract：20世纪以来，随着全球气候变暖加剧，冰川和积雪普遍退缩，严重影响到人类的生存和社会经济的可持续发展，这一问题在我国西北干旱区的博格达峰地区及其周边地区尤为突出。以博格达峰地区为例，利用1990—2016年Landsat 5与Landsat 8遥感影像，对比分析归一化积雪指数[WTBX]（NDSI）、归一化冰雪指数（NDSII）、归一化主成分雪指数（NDPCSI）和缨帽转换湿度指数（WET）在博格达峰地区监测冰川和积雪的能力，同时结合研究区周边气温、降水数据和研究区地形数据，探讨博格达峰地区冰川和积雪面积变化与区域地形、气候间的响应关系。结果表明：（1） WET相对于NDSII、NDSI和NDPCSI精度值更高，可以替代NDSI、NDSII[WTBZ]监测博格达峰地区冰川和积雪面积。（2） 博格达峰地区冰川和积雪面积呈持续退缩的趋势。1990—2016年，冰川和积雪面积减少率约20.07%，且年退缩率不断增加。（3） 高程、坡度和坡向对冰川和积雪面积变化的影响较显著，山地阴影对其影响较弱，气温的升高是冰雪面积减少的主要因素。
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