Attentional biases in geometric form perception

This paper reports the operation of robust attentional bias to the top and right during perception of small, single geometric forms. Same/different judgements of successively presented standard and comparison forms are faster when local differences are located at top and right rather than in other regions of the forms. The bias persists when form size is reduced to approximately one degree of visual angle, and it is unaffected by saccadic eye movements and by instructions to attend to other reliably differentiating regions of the forms. Results lend support in various degrees to two of the possible explanations of the bias: (1) a static, skewed distribution of attentional resources around eye fixation; and (2) biased, covert scanning that commences invariably at the top and right of stim ulus forms. Origins of the bias in terms of possible left-hemispheric capacity for constructing representations of visual stimuli from parts, as well as in terms of reading experience and prevailing optic flow during locomotion through space are considered. Recent investigations of conditions under which the bias can be maintained or reduced are mentioned.     

Crews: A Distinct Type of Work Team

Distinctions among different types of work teams have been emerging in the theoretical literature as a key to understanding important work team processes. This has been precipitated by an increased appreciation of the importance of a work team's operating environment on such processes. Moreover, such distinctions are felt to be useful to practice in such areas as team staffing, training, and establishing leadership requirements. The present study investigates the concept of crews and contrasts it with other types of work teams by empirically assessing crewness, the extent to which a work team can be classified as a crew. A new scale of crewness was developed and administered to various collectives of workers including fire fighter crew members and project team members in order to establish the unique qualities of crews to show that they are a distinct type of work team. Construct and discriminant validity evidence is offered in support of the crewness scale. Approaches for further investigation of this distinction are also provided in order to guide both research and practice in this area.     

Deradicalizing Detained Terrorists

Deradicalization of terrorists constitutes a critical component of the global “war on terror.” Unfortunately, little is known about deradicalization programs, and evidence for their effectiveness is derived solely from expert impressions and potentially flawed recidivism rates. We present the first empirical assessment of one such program: the Sri Lankan rehabilitation program for former members of the Liberation Tigers of Tamil Eelam (a terrorist organization that operated in Sri Lanka until their defeat in 2009). We offer evidence that deradicalization efforts that provided beneficiaries with sustained mechanisms for earning personal significance significantly reduced extremism after 1 year (Study 1). We also found that upon release, beneficiaries expressed lower levels of extremism than their counterparts in the community (Study 2). These findings highlight the critical role of personal significance in deradicalization efforts, offer insights into the workings of deradicalization, and suggest practical methods for improving deradicalization programs worldwide.     

Age Discrimination in the Evaluation of Job Applicants

This study investigated the nature of age discrimination against older job applicants. One hundred fifty‐six participants (102 students; 54 organization based) evaluated a hypothetical job applicant's (aged 33–66 years) work‐related competences and likelihood of being hired. Applicant age affected hiring decisions for both samples where there was a preference for hiring applicants aged 42–48 years. Applicants at both the older and younger ends of the continuum were less likely to be hired, with the oldest applicants (over 54 years) being the least likely to be hired. Although the applicants' age negatively affected evaluations of their trainability and sociability, the effect of applicant age on hiring evaluations was not mediated by these work‐related competencies, suggesting that age discrimination occurs via direct bias against older workers.     

CACREP Accreditation: A Solution to License Portability and Counselor Identity Problems

A confluence of forces addressing counselor identity occurred with the 20/20: A Vision for the Future of Counseling initiative, the 2009 Standards of the Council for Accreditation of Counseling and Related Education Programs (CACREP), and the quest by the American Association of State Counseling Boards to establish license portability. This article provides a historical context for the profession's struggles with these issues, 1 state's experience, TRICARE's impact, and the role CACREP standards can play in their resolution.     

Cross-sex Friendships: Who has More?

This is the first study to examine the independent, simultaneous, and relative roles of several factors—sex, relationship commitment, perceptions of the benefits vs. costs of cross-sex (vs. same-sex) friendships, gender role orientation, and sexism—in the number of cross-sex (vs. same-sex) friendships people have. The latter four constructs were independently found to predict participants’ proportions of cross-sex friendships. Furthermore, a model comprised of all five factors provided a very good fit to the data, explaining 35% of the variability in the degree to which the participants possessed cross-sex friendships. Perceptions regarding the general benefits of both same- and cross-sex friendships and cross-gender role orientation continued to explain proportion of cross-sex friendship when the other factors were controlled.     

Answer comparison in automated question answering

In the context of Question Answering (QA) on free text, we assess the value of answer comparison and information fusion in handling multiple answers. We report improvements in answer re-ranking using fusion on a set of location questions and show the advantages of considering candidates as allies rather than competitors. We conclude with some observations about answer modeling and evaluation methodology, arising from a more recent experiment with a larger set of questions and a greater diversity of question types and candidates.