提取干扰任务下价值导向记忆与元记忆的分离

采用3(价值:低价值,中价值,高价值)×2(提取干扰任务:无干扰,有干扰)的被试内实验设计,在选择性记忆任务中考察有、无提取干扰对价值导向记忆中的记忆与元记忆水平的影响。结果显示:有、无提取干扰条件下,被试对重要信息的回忆成绩差异显著,表现为无干扰条件下对中、高价值词的回忆成绩显著高于干扰条件; 被试的记忆选择性水平差异不显著。选择性记忆任务中在提取干扰条件下个体的记忆与元记忆水平发生分离现象,对重要信息的回忆成绩受提取干扰条件的影响,而个体的记忆选择性不受影响。     

奖赏预期调节局部注意干扰效应

局部注意干扰效应(Localized attentional interference, LAI)是指在视觉搜索任务中同时搜索在空间上分离的两个目标时, 或者目标周围存在一个无关奇异项时, 这两个关键刺激相距较近时产生的干扰现象。本实验采用视觉搜索范式, 探讨了奖赏预期对局部注意干扰效应的影响。实验1采用双目标搜索任务, 要求被试判断搜索画面中两个奇异项刺激的形状是否相同。结果显示奖赏条件和无奖赏条件都表现出显著的距离主效应, 随着目标间距离增大, 被试的正确率提高, 反应时下降。同时, 在远距离时, 奖赏条件下的正确率高于无奖赏条件, 而在近距离时, 奖赏条件下的正确率反而低于无奖赏条件, 即, 奖赏条件下局部注意干扰效应反而增大。高动机状态增强了两个目标的表征, 反而不利于解决局部注意干扰效应。实验2采用单目标搜索任务, 要求被试判断特定目标的方位并忽略另一无关奇异项刺激。与实验1不同的是, 实验2仅在无奖赏条件下观察到显著的距离主效应, 即被试行为表现在远距离时更好; 而在奖赏条件下, 被试在近距离和远距离的表现一样好, 即没有局部注意干扰效应。这说明在奖赏预期条件, 个体可以有效抑制分心物刺激的干扰, 将注意集中于目标刺激的加工, 从而对局部注意干扰效应产生调节。整个研究表明, 奖赏整体上能够提高对任务相关刺激的表征, 并抑制任务无关刺激, 虽然这并不总是能够提高任务表现。     

高低创伤个体的Stroop干扰效应及性别差异研究

探讨高低创伤个体的认知干扰效应及性别差异。采用创伤事件终身经历问卷—学生版、PTSD检查表平时版来选取高低创伤被试,通过经典Stroop范式要求被试进行色—词辨别反应任务。结果显示：高低创伤被试间存在显著的差异,高创伤被试的反应时显著长于低创伤被试的反应时;高低创伤两组被试在任务类型上均存在显著差异,一致任务的反应时显著低于不一致任务的反应时;高创伤组被试在性别上存在显著差异,男性的反应时显著低于女性的反应时;创伤水平、性别与任务类型在Stroop效应干扰上存在交互作用。研究表明高创伤女性被试更容易受到认知干扰,Stroop任务的类型也对创伤被试产生一定作用。     

高低创伤经历个体的Stroop干扰效应及性别差异研究

探讨高低创伤个体的认知干扰效应及性别差异。采用创伤事件终身经历问卷—学生版、PTSD检查表平时版来选取高低创伤被试,通过经典Stroop范式要求被试进行色—词辨别反应任务。结果显示:高低创伤被试间存在显著的差异,高创伤被试的反应时显著长于低创伤被试的反应时;高低创伤两组被试在任务类型上均存在显著差异,一致任务的反应时显著低于不一致任务的反应时;高创伤组被试在性别上存在显著差异,男性的反应时显著低于女性的反应时;创伤水平、性别与任务类型在Stroop效应干扰上存在交互作用。研究表明高创伤女性被试更容易受到认知干扰,Stroop任务的类型也对创伤被试产生一定作用。     

工作记忆负荷对无意注意的影响

通过探讨工作记忆负荷对无意注意的影响,考察工作记忆的认知控制功能对选择性注意的作用机制。为了避免工作记忆和选择注意的目标或者干扰子之间的知觉注意资源的竞争,采用言语工作记忆任务和视觉空间位置辨别任务,同时视觉干扰刺激采用被试无法识别的韩语。结果发现,在高负荷条件下,干扰效应显著;而在低和中负荷条件下,没有观察到干扰效应。说明在高负荷条件下,被试没有额外的资源来抑制干扰加工,从而出现了显著的干扰效应。由此,本研究支持负荷理论的观点：工作记忆在选择性注意中执行认知控制功能。     

不同视角条件下条件推理任务和选择任务的反应模式

在不同视角条件下,要求被试先后完成选择任务和条件推理任务,考察被试在不同视角条件下对两种任务的反应模式。实验结果表明,提供强制情境下对立角色违反规则的信息时,两种任务的反应模式没有明显的关联;提供非强制情境下的反例信息时,两种任务的反应模式出现分离趋势;当对规则的语义关系进行充分非必要或必要非充分关系的解释时,两者又趋于一致。分析表明,被试采用多种策略完成选择任务,而是否采用条件推理的逻辑取决于特定情境能否激活这种逻辑。     

情绪诱发视盲任务中的情绪注意控制机制：来自脑电ERP和时频分析的证据

采用脑电时频分析技术,对情绪诱发视盲任务中的情绪控制机制进行了分析。实验设置负性图片、中性图片及填充图片三种干扰刺激条件,关注被试正确完成目标识别时的干扰刺激加工过程。实验结果发现,负性与中性干扰刺激在注意加工阶段均较控制性的填充图片条件诱发前额中央分布的theta同步化效应,而且负性刺激所诱发的此效应又较中性情绪刺激更多分布在左侧前额和颞枕部。实验结果表明：（1）情绪诱发视盲任务下被试确实存在对于情绪干扰刺激的自上而下控制;（2）相比中性干扰刺激,负性干扰刺激在EIB中的情绪注意控制机制不仅包括前人所发现的后部颞枕区对刺激识别的注意控制,而且包括前额叶参与下的负性情绪控制。     

不同次级任务对序列学习的影响及年级差异

以大学生为被试,在单任务、"数声"和"数形"次级任务三种序列学习条件下考察反应时变化进程及内隐学习量的差异性。结果发现,次级任务影响被试内隐序列学习进程,且"数形"任务较"数声"任务对被试产生了更大的干扰作用;但与单任务相比,双任务下的内隐学习量未发生显著消退。考察大学、高中、初中、小学生在以上问题的年级差异中发现,除"数形组"小学生内隐学习消退以外,其他年级组在三任务条件下均习得内隐规则。内隐学习量的任务效应与年级效应显著。     

情绪刺激在虚假记忆产生中的作用:来自ERP与眼动的联合证据

摘 要 为探索情绪刺激如何影响虚假记忆及其在分离虚假记忆与真实记忆神经活动中的作用,以IAPS图片为标准情绪刺激,19名大学生为被试,使用DRM实验范式,从行为、眼动和ERP三个方面进行了联合分析。结果发现,情绪的唤醒度和效价都能促使虚假记忆的产生,只是唤醒度影响时程更早。眼动和ERP的联合分析还发现了在情绪刺激下虚假记忆与真实记忆在神经活动层面上存在差异：早期虚假再认图片比真实再认图片需要更深的加工来实现对目标的识别;晚期虚假再认需要更多的信息搜索、比较等加工来完成其决策行为。     

注意捕获效应受知觉负载及目标与干扰项距离的共同影响

研究考察了无关干扰项引发的注意捕获效应如何受到任务知觉负载以及目标与干扰项距离的共同影响。被试在视觉搜索集中搜索目标并做辨别反应。通过控制搜索集的大小来控制任务知觉负载, 同时在搜索集中存在一个用颜色标定的无关干扰项(奇异项), 该奇异项与当前的搜索目标存在一致、中性或不一致的关系, 该奇异项的位置与当前目标相邻或相距较远。结果发现, 被试在低负载条件下出现显著的干扰效应(不一致条件的反应时减中性条件的反应时), 而在高负载条件下干扰效应减小。此外, 在高负载条件下, 当目标与干扰项相距较近时没有出现干扰效应, 而当目标与干扰项相距较远时存在显著的干扰效应。干扰效应受到任务知觉负载和目标与无关干扰项距离的共同影响。这些结果说明, 与任务无关的刺激是否捕获注意取决于当前任务总体上是否存在可用的剩余注意资源, 也受到其周围临近区域的局部注意资源是否充足的影响。     

Impromptu Decisions to Deceive

This research furthers understanding of the factors that induce individuals to choose deception. Its goals were to expand and test a recent account of the cognition of deception, Activation–Decision–Construction–Action Theory (ADCAT), in a mock job interview inviting impromptu deception. Decisions to lie are hypothesized to depend on the truth and other information activated from long‐term memory by the social context. Activated information then guides evaluation of the likely costs of truth telling and benefits of deception; 166 college students participated in the job interview, who learned about the position and then adopted the role of job applicants. Afterward, participants shared their thoughts when responding to five questions from the interview. The most important findings are that the negative expectations of sharing truths and the positive expectations of sharing deceptions each account for unique variance in deciding to lie. Implications for lie reduction and detection are considered. Copyright © 2016 John Wiley & Sons, Ltd.     

Verbal deception from late childhood to middle adolescence and its relation to executive functioning skills

The present investigation examined 8- to 16-year-olds' tendency to lie, the sophistication of their lies, and related cognitive factors. Participants were left alone and asked not to look at the answers to a test, but the majority peeked. The researcher then asked a series of questions to examine whether the participants would lie about their cheating and, if they did lie, evaluate the sophistication of their lies. Additionally, participants completed measures of working memory, inhibitory control, and planning skills. Results revealed that the sophistication of 8- to 16-year-olds' lies, but not their decision to lie, was significantly related to executive functioning skills.     

The Effects of Subtle Sexual Harassment on Women’s Performance in a Job Interview

Although we now know about the long-term consequences of moderate to severe sexual harassment, little is known about the immediate effects of more subtle harassment. The present study was designed to examine real-time consequences of subtle sexual harassment in a job interview using objective indicators of job performance. Fifty women were recruited for a job interview. Participants were randomly assigned to one of two interview conditions during which they were asked either three sexual or non-sexual questions interspersed with standard interview questions. In the former, women applicants spoke less fluently, gave lower quality answers, and asked fewer job relevant questions than did those in the non-sexual interview. It thus appears that even relatively mild harassment disrupts immediate performance.     

Automatic identification of storytelling responses to past-behavior interview questions via machine learning

Structured interviews often feature past-behavior questions, where applicants are asked to tell a story about past work experience. Applicants often experience difficulties producing such stories. Automatic analyses of applicant behavior in responding to past-behavior questions may constitute a basis for delivering feedback and thus helping them improve their performance. We used machine learning algorithms to predict storytelling in transcribed speech of participants responding to past-behavior questions in a simulated selection interview. Responses were coded as to whether they featured a story or not. For each story, utterances were also manually coded as to whether they described the situation, the task/action performed, or results obtained. The algorithms predicted whether a response features a story or not (best accuracy: 78%), as well as the count of situation, task/action, and response utterances. These findings contribute to better automatic identification of verbal responses to past-behavior questions and may support automatic provision of feedback to applicants about their interview performance.     

What is in Applicants' Minds When They Fill Out a Personality Test? Insights from a qualitative study

Many practitioners fear that applicants will fake if they are asked to fill out a personality test. Although this fear has inspired much research, it remains unknown what applicants think when they fill out a questionnaire. Thus, we conducted a qualitative interview study that was guided by grounded theory principles. We interviewed (a) real applicants directly after filling out a personality test; (b) real applicants who had filled out a personality test in their past job hunt; (c) hypothetical job applicants whom we asked to imagine being an applicant and to fill out a personality test; and (d) hypothetical applicants who had much experience with personality tests. Theoretical saturation was achieved after interviewing 23 people. A content analysis showed that much is going on in applicants' minds – that which is typically subsumed under the expression ‘faking’ actually consists of many facets. In particular, participants assumed that the interpretation of their responses could be based on (a) the consistency of their responses; (b) the endorsement of middle versus extreme answers; and (c) a certain profile, and these assumptions resulted in corresponding self‐presentation strategies. However, these strategies were not used by all participants. Some answered honestly, for different reasons ranging from honesty as a personality trait to the (false) belief that test administrators can catch fakers. All in all, this study questions whether measuring mean changes in classical faking studies captures all important facets.     

EXPERIENCE-BASED AND SITUATIONAL INTERVIEW QUESTIONS: STUDIES OF VALIDITY

This research compared the validity of two different types of structured interview questions (i.e., experience-based and situational) under tightly controlled conditions. The experience-based interview questions required that 108 study participants relate how they had handled situations in the past requiring skills and abilities necessary for effective performance on the job. Situational questions, administered to another group of 108 study participants, provided interviewees with hypothetical job-relevant situations and asked them how they would respond if they were confronted with these problems. The experience-based interview questions yielded higher levels of validity than the situational questions. Additional analyses showed that the interview added incrementally to the prediction of performance beyond the variance accounted for by a cognitive ability test. There were small differences in subgroup performance (White, Black, Hispanic, male, and female) on the experience-based interview, though it was equally valid for all subgroups.     

A component analysis of job interview training for young adults with autism spectrum disorder

The job interview is a vital component to acquire employment. Individuals with autism spectrum disorder may experience difficulties with job interviews due to notable deficits in social and communication skills. We evaluated the relative impact of several components of a job interview training package on six participants' responses to commonly asked interview questions. We used a multiple baseline design across participants to present the following components: written instructions, rehearsal and video self‐feedback with a commercially available training program, and verbal feedback delivered by the experimenter. Results demonstrated that all participants required an additional behavioral skills training session to meet our mastery criterion. However, once training was complete, all participants showed generalized performance when the interview questions were presented in a varied format and by a novel interviewer outside of the training environment. In addition, their performance was maintained at follow‐up.     

Effects of experience and training on diagnostic accuracy

In this reexamination of a previously published report (R. Brammer, 1997), psychologists and psychology students (N = 138) were provided an artificial intelligence program that simulated a clinical interview, The "client" provided paragraph-length answers to the questions participants chose to ask. At the end of their interview, the participants provided a brief diagnosis for the client. A path analysis revealed that clinical experience is a strong predictor of the ability of form an accurate diagnosis and that an individual's level of training, mediated by the number of diagnostic questions asked, also helps to derive accurate diagnoses.     

Children's metamemorial judgments in an event recall task

Two studies were conducted in which two different indicators of metacognitive monitoring were investigated in a complex everyday memory task. In the first phase of each experiment, 8- and 10-year-olds as well as adults were shown a short event (video) and gave judgments of learning, that is, rated their certainty that they would later be able to recall specific details correctly. In the second phase of the experiments, participants underwent a memory interview about the event and in Study 2 also gave confidence judgments, that is, rated their certainty that the provided answers to the memory questions were correct. Results revealed significant influences of memory characteristics on monitoring in that delaying judgments and monitoring judgments concerning irretrievable information affected judgments of learning. From 8 years of age onward, there were relatively appropriate metamemorial monitoring abilities in both indicators. Moderate intraindividual consistency was found across the two measures of metacognitive monitoring, with a tendency toward higher consistency in older age groups. The results are discussed in terms of the adequacy of the underlying theoretical construct.     

前景理论视角下结构化面试问题的设计

前景理论回答了类似应聘者在结构化面试中所面临的不确定场景下,人们是如何决策并行动的问题。论文采用思辨方法就结构化面试问题设计中如何恰当应用前景理论的基本要．董,有效提高结构化面试效度进行了探讨,结论如下：1）问题句子越短、问题越具体,效度有望越高;2）问题导向性要与岗位胜任特征充分契合;3）回溯性行为面试问题效度要高于虚拟情景面试问题;4）由于年龄、性别及个体认知能力等方面的差异,问题设计不仅要因需而变,也要因人而异。