新書發佈會 : 《大明穿越時空記》

大明穿越時空的故事即將展開！本活動將正式發佈「古刻薪傳」跨學科研究項目及展覽的教育延伸成果——繪本《大明穿越時空記》。 發佈會邀請繪本創作者分享研究及創作的過程。以一本少雪齋私人收藏的由明成祖仁孝皇后所編纂的《大明仁孝皇后勸善書》為出發點，以穿越時空的敘事手法，深入淺出地展現中國書籍及刻印技術的歷史演變和多元面貌，藉此培養小朋友對中華文化和中國藝術史的興趣。 Photo Gallery:https://gallery.ln.edu.hk/lib/booklaunch-20250624

Enhancing human-system synergy through neuro-physiological computing

As automated and intelligent systems are increasingly integrated into work environments, they hold immense potential to enhance productivity and decision-making. However, these systems often fail to account for the nuanced and dynamic nature of human behavior, resulting in challenges such as misaligned human-machine collaboration and human-machine conflicts. Without the ability to sense and adapt to users\u27 intentions and cognitive and emotional states, these systems risk undermining performance, safety, and well-being. To ensure effective human-system interaction, it is crucial for these systems to become more aware of and responsive to the humans they are designed to support. This talk explores how neurophysiological computing technologies can bridge this gap by enabling real-time human state sensing. By leveraging tools such as electrocardiography (ECG), electrodermal activity (EDA), eye tracking, electroencephalography (EEG), and functional near-infrared spectroscopy (fNIRS), we can capture rich physiological and behavioral data to infer user states such as attention, workload, intention, and even team dynamics. These insights empower intelligent systems to dynamically adapt to users\u27 needs, potentially reducing errors, resolving conflicts, and fostering better collaboration. This talk will showcase advancements in neuro-physiological computing for recognizing user intention, sensory conflicts, and teamwork states through case studies and applications. Highlights include an EEG-based system that detects visual-vestibular conflicts to assist pilots with spatial disorientation, and an fNIRS-based solution that monitors neural synchrony in teamwork for adaptive training in aviation and healthcare. These examples demonstrate how integrating human sensing technologies into intelligent systems can enhance performance, safety, and well-being in an automated world

Techno-stressors and employees\u27 work-life balance in the digital era

The implementation of information and communication technology for work has brought lots of benefits to humankind, such as higher productivity and efficiency employees. Nevertheless, employees are experiencing more threats (also known as techno-stress) from rapid technology advancement in the workplace, due to their inadaptability to such changes. Techno-stressor is becoming a major stressor for employees in the current workplace. While lots of research show that techno-stressors negatively Impact employees\u27 work attitudes and performance, little is known about the effects of techno-stressors on employees\u27 work-life interaction. I will present the findings of our studies about the relationships between techno-stressors and employees\u27 work-life balance, and the boundary condition and underlying mechanism. The results showed that: 1) techno-stressors were negatively related to employees\u27 work-life balance; 2) job self-efficacy moderated the negative relationship such that job self-efficacy could buffer the negative effect of techno-stressors on work-life balance: 3) emotional exhaustion mediated the moderating effect of job self-efficacy such that the buffering effect of job self-efficacy worker through lowering employees\u27 emotional exhaustion. Moreover, we also found that techno-stressors make employees experience high level of workplace objectification, and digital mindset could buffer the negative impacts of techno-stressors on employees experienced objectification in the workplace. The studies enriches the techno-stress literature by extending techno-stressors\u27 effects on individuals\u27 work-life interaction, provides practical implications for both employees and employers to effectively cope with techno-stressors. Keywords Techno-stress, work-life balance, job self-efficacy, digital mindset, workplace objectificatio

Conceptualizing and measuring culture : rethinking invariance assessment as a crucial process for cultural research

Culture is a construct that cannot be directly observed but has to be inferred. Anthropology has long emphasized the meaning making process for understanding culture, yet this important insight has been sidelined in survey-based cross-cultural studies. Researchers typically pose questions and then interpret selected statistical parameters from cross-cultural data. The interpretation of parameters that were constrained via researcher-posed questions crucially obscures the meaning making process used by respondents. To bring meaning-making back into the study of culture, I outline a broad invariance assessment process differentiating five stages of inquiry that apply to most research projects. I briefly outline cognitive theories of survey responding and meaning-making and show how they link to my invariance questions. I present examples to illustrate novel insights about culture as a multi-level concept that can be gained through this process. My main argument is that analysis of culture requires renewed focus on meaning making processes by individuals embedded in different social, economic, ecological and technological contexts. Invariance assessment in the broad sense outlined here is a central element in such an endeavor

文苑 (重刊號第22期)

蘇https://commons.ln.edu.hk/wen_yuan/1015/thumbnail.jp

Dai Ming: Keeper of Time and Legacy

The English version is coming soon. Please stay tuned!https://commons.ln.edu.hk/picturebook_daiming/1001/thumbnail.jp

Racial minority status in the face of workplace ostracism : a double-edged sword?

Nearly 70% of American employees experience ostracism at work, where they are ignored or excluded. This situation is particularly pronounced among employees from racial minority backgrounds, partly due to the devaluation of their racial membership in society. However, little is known about how racial minority employees interpret, respond, and cope with workplace ostracism, posing a tremendous challenge for business leaders to promote an inclusive workplace in an increasingly diverse environment. While racial minority employees face more workplace ostracism than their majority counterparts, we predict that their racial minority status may also help them rationalize this subtle form of mistreatment. In a ten-week weekly diary study, we found that racial minority employees experience more workplace ostracism than racial majority employees, supporting Hl. Based on Weiner\u27s (1986) attribution theory, we conducted a vignette-based experimental study to examine internal (e.g., blaming oneself for poor performance) versus external attributions (e.g., attributing ostracism to discrimination) of workplace ostracism. Data were collected from 415 participants (195 White, 220 non-White) across four conditions (inclusion, exclusion with performance cue, exclusion with race cue, and exclusion with no cue). We found that exclusion with performance cues led to higher feelings of guilt than exclusion with no cue (supporting H2). Additionally, racebased attribution resulted in less guilt than exclusion with no cue (supporting H3). Understanding these attributions can help minority employees interpret exclusion without unnecessary selfblame, encouraging more proactive coping strategies. Our findings underscore the need for organizations to promote inclusive practices and create a diverse environment where all employees feel a sense of belonging and acceptance

How many cultural dimensions do we need?

The research on culture as a pattern of values, attitudes, beliefs, and norms that differentiates countries or other units from another has reached the point where the abundance of different cultural models, all offering various cultural dimensions, might be rather confusing than helping. However, it can be reasonable to assume that different models cover the same cultural elements while grouping those elements in different ways. Based on already published theoretical and empirical research and new analyses, this presentation will discuss how different cultural models align with each other and with objective indicators describing various social, economic, and political phenomena. After all, although most interesting for researchers as it is, culture is a research topic also because we are interested in how cultural differences explain differences in various other phenomena and why different societies differ in how successful they are in managing various societal challenges. The presentation searches for answers to the following questions. Are two cultural dimensions enough to capture modern cultural differences across the world? How much do we need to explain the differences between societies? Is there one default cultural model that we can rely on from now on? Or is this picture still more nuanced