Contra to our expectations, the results indicate a significant difference between the two groups in use of deictic terms, indicative of a change in the preferred number of terms used. This suggests that deictic referential systems may change over time under pressure from bilingual language exposure.Calibration errors are inevitable and should not be ignored during the estimation of item parameters. Items with calibration error can affect the measurement results of tests. One of the purposes of the current study is to investigate the impacts of the calibration errors during the estimation of item parameters on the measurement accuracy, average test length, and test efficiency for variable-length cognitive diagnostic computerized adaptive testing. The other purpose is to examine the methods for reducing the adverse effects of calibration errors. Simulation results show that (1) calibration error has negative effect on the measurement accuracy for the deterministic input, noisy "and" gate (DINA) model, and the reduced reparameterized unified model; (2) the average test lengths is shorter, and the test efficiency is overestimated for items with calibration errors; (3) the compensatory reparameterized unified model (CRUM) is less affected by the calibration errors, and the classification accuracy, average test length, and test efficiency are slightly stable in the CRUM framework; (4) methods such as improving the quality of items, using large calibration sample to calibrate the parameters of items, as well as using cross-validation method can reduce the adverse effects of calibration errors on CD-CAT.Radiation therapy therapists (RTTs) face challenging daily tasks that leave them prone to high attrition and burnout and subsequent deficits in performance. Here, we employed an accelerated alpha-theta neurofeedback (NF) protocol that is implementable in a busy medical workplace to test if 12 RTTs could learn the protocol and exhibit behavior and brain performance-related benefits. Following the 3-week protocol, participants showed a decrease in subjective cognitive workload and a decrease in response time during a performance task, as well as a decrease in desynchrony of the alpha electroencephalogram (EEG) band. Additionally, novel microstate analysis for neurofeedback showed a significant decrease in global field power (GFP) following neurofeedback. These results suggest that the RTTs successfully learned the protocol and improved in perceived cognitive workload following 3 weeks of neurofeedback. In sum, this study presents promising behavioral improvements as well as brain performance-related evidence of neurophysiological changes following neurofeedback, supporting the feasibility of implementing neurofeedback in a busy workplace and encouraging the further study of neurofeedback as a tool to mitigate burnout.Paper folding is a common activity in East Asian kindergartens, but its potential value to early spatial skills have not been empirically explored. This study aims to investigate whether and how paper folding skills can predict spatial ability (SA) in the early years. Altogether 101 preschoolers (Ngirl = 45, Mage = 4.54, SD = 0.75) were randomly sampled from two Hong Kong kindergartens and invited to complete the map-use and the paper folding tasks. The paper folding task taps two levels of children's paper folding skills Basic Folding Skill (BFS) and Advanced Folding Skill (AFS). The parents reported the demographic information and their involvement in spatial activities at home. The results indicated the following (1) there was a significant age-related increase in the paper folding performance; (2) child age could significantly predict both BFS (β = 0.551, p less then 0.001) and AFS (β = 0.627, p less then 0.001), while parental involvement could only predict BFS (β = 0.246, p less then 0.001); (3) after controlling for confounders, paper folding skills could significantly predict SA as measured by the map-use task; (4) BFS was found to mediate the relationship between parental involvement and SA. The educational implications of these findings are also discussed.Robotization and artificial intelligence (AI) are expected to change societies profoundly. Trust is an important factor of human-technology interactions, as robots and AI increasingly contribute to tasks previously handled by humans. Currently, there is a need for studies investigating trust toward AI and robots, especially in first-encounter meetings. This article reports findings from a study investigating trust toward robots and AI in an online trust game experiment. The trust game manipulated the hypothetical opponents that were described as either AI or robots. These were compared with control group opponents using only a human name or a nickname. Participants (N = 1077) lived in the United States. Describing opponents with robots or AI did not impact participants' trust toward them. The robot called jdrx894 was the most trusted opponent. Opponents named "jdrx894" were trusted more than opponents called "Michael." Further analysis showed that having a degree in technology or engineering, exposure to robots online and robot use self-efficacy predicted higher trust toward robots and AI. Out of Big Five personality characteristics, openness to experience predicted higher trust, and conscientiousness predicted lower trust. Results suggest trust on robots and AI is contextual and it is also dependent on individual differences and knowledge on technology.In the context of the current uncertain, complex, and interdependent work systems, teams have become organizations' substantial working unit, which in turn challenges the traditional view of employee performance and ultimately results in the emergence of team member work role performance. https://www.selleckchem.com/products/BIRB-796-(Doramapimod).html Employee team-oriented work role behaviors with proficiency, adaptivity, and proactivity, which are integrated by the new construct, are so crucial to team effectiveness that many organizations keenly expect to achieve team member work role performance through implementing a dispersed pay-for-performance plan within a team. This study seeks to address the organizational practitioners' main concern that whether pay dispersion among team members (i.e., horizontal pay dispersion, HPD) could actually help realize team member work role performance and further examines why and when an employee could respond to HPD within a team by engaging in team member work role behaviors from the perspective of the performance-shaping basis and team member's workplace benign envy.