Too much control can hurt: A threaded cognition model of the attentional blink

Explanations for the attentional blink (AB; a deficit in identifying the second of two targets when presented 200-500 ms after the first) have recently shifted from limitations in memory consolidation to disruptions in cognitive control. With a new model based on the threaded cognition theory of multi-tasking we propose a different explanation: the AB is produced by an overexertion of control. This overexertion is produced by a production rule that blocks target detection during memory consolidation. In addition to fitting many known effects in the literature, the model predicts that adding certain secondary tasks will decrease the AB. In Experiment 1, a secondary task is added to the AB task in which participants have to respond to a moving dot. As predicted, AB decreases. Experiment 2 expands this result by controlling for learning, and adds a second variation, rotating the first target. For this variation the model predicts an increase in AB, which is indeed what we found.     

Too much to count on: impaired very small numbers in corticobasal degeneration

Patients with corticobasal degeneration (CBD) have calculation impairments. This study examined whether impaired number knowledge depends on verbal mediation. We focused particularly on knowledge of very small numbers, where there is a precise relationship between a cardinality and its number concept, but little hypothesized role for verbal mediation. We evaluated accuracy and reaction time (RT) for matching dot arrays and Arabic numerals involving smaller (2-4) and larger (5-9) cardinalities in non-aphasic patients with CBD (n=16), frontotemporal dementia (FTD; n=23), and healthy controls (n=15). CBD were less accurate and slowed at judging smaller Arabic numeral-dot array stimuli compared to FTD patients and controls. Moreover, only CBD showed longer RTs judging successively larger number-dot array pairs among the smaller cardinalities. Difficulty judging very small numbers is impaired in CBD, suggesting degraded representation of precise number knowledge that does not depend on language functioning.     

Too much of a good thing: the curvilinear effect of leader-member exchange on stress

Organizational researchers have given considerable attention to the construct of leader-member exchange (LMX). Numerous studies have empirically supported the negative correlations between LMX relationships and unwanted individual outcomes, including stress. However, in the present study, the authors investigated whether the relationship is best represented as linear or curvilinear. The authors tested their research hypothesis in two organizational samples of 120 and 402 employees, respectively, and found support for the nonlinear relationship in both samples. The authors described strengths, limitations, practical implications, and directions for future research.     

Too much of a good thing: curvilinear relationships between personality traits and job performance

The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Conscientiousness and Emotional Stability, and job performance dimensions, including task performance, organizational citizenship behavior, and counterproductive work behaviors. We also hypothesized and found that job complexity moderated the curvilinear personality–performance relationships such that the inflection points after which the relationships disappear were lower for low-complexity jobs than they were for high-complexity jobs. This finding suggests that high levels of the two personality traits examined are more beneficial for performance in high- than low-complexity jobs. We conclude by discussing the implications of these findings for the use of personality in personnel selection.     

The interpersonal effects of emotions in negotiations: a motivated information processing approach

Three experiments tested a motivated information processing account of the interpersonal effects of anger and happiness in negotiations. In Experiment 1, participants received information about the opponent's emotion (anger, happiness, or none) in a computer-mediated negotiation. As predicted, they conceded more to an angry opponent than to a happy one (controls falling in between), but only when they had a low (rather than a high) need for cognitive closure. Experiment 2 similarly showed that participants were only affected by the other's emotion under low rather than high time pressure, because time pressure reduced their degree of information processing. Finally, Experiment 3 showed that negotiators were only influenced by their opponent's emotion if they had low (rather than high) power. These results support the motivated information processing model by showing that negotiators are only affected by their opponent's emotions if they are motivated to consider them.     

G. Stanley Hall and his times: Too much so, yet not enough

Early in his career, G. Stanley Hall was an innovator, even a rebel in his thinking--for example, about religion and evolution. He maintained these ideas throughout his career, even into his 70s. Consequently, he became ever more distanced from the thinking of his scientific colleagues. This perspective may help psychologists understand better Hall's monumental Adolescence: Its psychology and Its Relations to Physiology, Anthropology, Sociology, Sex, Crime, Religion and Education, which to contemporary readers may appear full of errors, pedantry, and eccentricities.     

Too much of a good thing: Stronger bilingual inhibition leads to larger lag-2 task repetition costs

Inhibitory control and monitoring abilities of Hebrew-English bilingual and English monolingual university students were compared, in a paradigm requiring participants to switch between performing three distinct tasks. Inhibitory control was gauged by lag-2 task repetition costs, namely decreased performance on the final trial of sequences of type ABA relative to CBA, due to persisting inhibition of the recently abandoned task. Bilinguals had larger lag-2 repetition costs, which reflect stronger inhibition of a no-longer relevant task to facilitate a switch into a new task. Monitoring ability was measured by the fadeout effect, which reflects adaptation to simpler task demands when a single task block immediately and unexpectedly follows mixed task blocks. Bilinguals did not differ from monolinguals in the magnitude or trajectory of the fade-out effect. Thus, results support the notion of increased bilingual inhibitory control, even when it is detrimental to performance, and do not demonstrate a specific bilingual advantage in monitoring. These findings are discussed in the context of the recent debate concerning the locus of bilingual advantages.     

Punishing hubris: the perils of overestimating one's status in a group

Individuals engage in status self-enhancement when they form an overly positive perception of their status in a group. We argue that status self-enhancement incurs social costs and, therefore, most individuals perceive their status accurately. In contrast, theories of positive illusions suggest status self-enhancement is beneficial for the individual and that most individuals overestimate their status. We found supportive evidence for our hypotheses in a social relations analysis of laboratory groups, an experiment that manipulated status self-enhancement, and a study of real-world groups. Individuals who engaged in status self-enhancement were liked less by others and paid less for their work. Moreover, individuals tended to perceive their status highly accurately. Mediation analyses showed that status self-enhancers were socially punished because they were seen as disruptive to group processes.     

Expressing experience: the promise and perils of the phenomenological interview

Phenomenology and the Cognitive Sciences - This paper outlines several of the challenges that are inherent in any attempt to communicate subjective experience to others, particularly in...     

Understanding emotional transitions: the interpersonal consequences of changing emotions in negotiations

Research on the interpersonal functions of emotions has focused primarily on steady-state emotion rather than on emotional transitions, the movement between emotion states. The authors examined the influence of emotional transitions on social interactions and found that emotional transitions led to consistently different outcomes than their corresponding steady-state emotions. Across 2 computer-mediated negotiations and a face-to-face negotiation, participants negotiating with partners who displayed a "becoming angry" (happy to angry) emotional transition accepted worse negotiation outcomes yet formed better relational impressions of their partners than participants negotiating with partners who displayed steady-state anger. This relationship was mediated through 2 mechanisms: attributional and emotional contagion processes. The "becoming happy" (angry to happy) emotional transition as compared with steady-state happiness was not significantly related to differences in negotiation outcomes but was significantly related to differences in relational impressions, where perceivers of the "becoming happy" emotional transition gave their partners lower relational impression ratings than perceivers of steady-state happiness.     

Tough guys finish last: the perils of a distributive reputation

Reputations are socially constructed labels that provide representations (or schema), which organize our images of another person. We look at how reputations influence negotiations by examining their impact on negotiator cognitions, behaviors, and subsequent outcomes. We randomly paired relative novices with relative experts to negotiate over email, telling half the novices that their counterparts were experts in distributive negotiation (i.e., the art of claiming value). Findings supported our predictions that novices whose counterparts had a distributive reputation judged these counterparts' intentions in a more negative light and used more distributive and fewer integrative tactics than the control group novices. This resulted in lower joint gains in the distributive reputation condition than in the control condition. Notably, the more experienced negotiators were able to extract more individual value from the deal, but not when they had a reputation for being distributive. In other words, the fictitious distributive reputation prevented participants from capitalizing on their real negotiation expertise advantage.     

The position of school psychologists in negotiations: One viewpoint

Teachers' associations are becoming increasingly militant. They tend not to represent psychologists in negotiations. School psychologists need both representation and to take a position in relation to work stoppages. He has the following options: (a) identify completely with the teachers' association and its methods and goals and refuse to report during work stoppages; (b) identify with management and perform management duties during the stoppage; or (c) negotiate separately with boards of education, but neither take part in the work stoppage nor assume duties beyond his normal role and function. The last appears to be the better alternative provided the psychologist makes his position clear to both labor and management organizations prior to a work stoppage.     

Battle of the sexes: gender stereotype confirmation and reactance in negotiations.

The authors examined how gender stereotypes affect negotiation performance. Men outperformed women when the negotiation was perceived as diagnostic of ability (Experiment 1) or the negotiation was linked to gender-specific traits (Experiment 2), suggesting the threat of negative stereotype confirmation hurt women's performance relative to men. The authors hypothesized that men and women confirm gender stereotypes when they are activated implicitly, but when stereotypes are explicitly activated, people exhibit stereotype reactance, or the tendency to behave in a manner inconsistent with a stereotype. Experiment 3 confirmed this hypothesis. In Experiment 4, the authors examined the cognitive processes involved in stereotype reactance and the conditions under which cooperative behaviors between men and women can be promoted at the bargaining table (by activating a shared identity that transcends gender).     

The perils of Perrin,in the hands of philosophers

The story of how Perrin’s experimental work established the reality of atoms and molecules has been a staple in (realist) philosophy of science writings (Wesley Salmon, Clark Glymour, Peter Achinstein, Penelope Maddy, …). I’ll argue that how this story is told distorts both what the work was and its significance, and draw morals for the understanding of how theories can be or fail to be empirically grounded.