Objective:To explore whether working memory span training can expand working memory capacity.Methods:A randomized controlled trial design was adopted and a total of 60 healthy college students were recruited and randomly divided into training group ( n=30, receiving adaptive training of spatial breadth task) and control group ( n=30, receiving non-adaptive training of low difficulty spatial breadth task). The cognitive behavior and event-related potential (ERP) data of all subjects when completing the change awareness task were collected before and after training.The SPSS 22.0 statistical software was used for data analysis. The differences between the training group and the control group before and after training were compared by repeated measurement analysis of variance. Results:Repeated measurement ANOVA showed that there were significant time and group interactions at the levels of cognitive behavior(K score, F=5.352, P=0.025) and ERP (CDA, F=4.644, P=0.037) levels. Further post test found that compared with pre-training (pre-test), the K-score ((0.51±0.93), (1.61±1.07), F=26.81, P<0.001) and CDA ((-1.49±1.07)μV, (-2.03±0.94)μV, F=4.731, P=0.041) of the training group increased significantly after training (post-test), and there was no significant difference in K-score and CDA of the control group before and after training (boh P>0.05). Conclusion:Working memory span task can be used as an effective training paradigm to improve working memory capacity.

Objective:To explore the current situation of turnover intention of male nurses in Shanghai and its influencing factors.Methods:From March 2017 and August 2017, this study selected 349 male nurses at all levels of hospitals in Shanghai by snowball sampling to carry out questionnaire survey through internet questionnaire distribution platform. The questionnaire consisted of the General Demographic Characteristics, Turnover Intention Scale (TIS) , Maslach Burnout Inventory General Survey (MBI-GS) and the Organization Commitment Scale.Results:Among 349 male nurses in Shanghai, the score of turnover intention was (15.43±3.48) , 274 of them were with a high level of turnover intention accounting for 78.49%. There were statistical differences in the scores of turnover intention among male nurses with different positional titles and night shifts ( P<0.05) . Multiple linear regression analysis showed that the important influencing factors of turnover intention of male nurses included the emotional burnout, emotional commitment, ideal commitment and economic commitment, in which the emotional burnout was the strongest predictor and the emotional commitment was the strongest protective factor. Conclusions:The turnover intention of male nurses is in the high level. The important influencing factors of turnover intention of male nurses include the job burnout and organizational commitment except for positional titles and night shifts. Nursing managers should pay attention to the cultivation of emotions for hospital and profession among male nurses so as to reduce male nurses' turnover intention and stabilize the male nursing team.