Knocking on the Outgroup's Door: Seeking Outgroup Help Under Conditions of Task or Relational Conflict

Three studies investigated the willingness to seek help from another group in situations where collaborative goals are undermined by task or relational conflicts between the groups. Compared to task conflict, relational conflict was argued to trigger a striving for more autonomy. The results from three experiments (N = 82, N = 65, and N = 62) supported the prediction that relational conflict, compared to task conflict, promotes more help avoidance, in particular avoidance of dependency-oriented help (a full solution). As expected, no difference was found for the willingness to seek autonomy-oriented help (a hint) from the other group.     

Effects of Offered and Requested Help on Help Seeking and Reactions to Being Helped1

Subjects could receive assistance on a difficult logic problem either by requesting help or by accepting an offer of aid from a helper. Normativeness of help seeking and presence of an incentive for correct completion of the task were also varied. Results of the study indicated that more help was obtained in the offer condition and that subjects liked the helper more when help was offered than when it was requested. The normativeness and incentive variables did not produce the expected effects. Negative consequences of requesting help were interpreted in terms of attribution theory, and the implications of these findings for help-delivery systems were discussed.     

课堂情境与任务难度对学业求助之影响的研究

本实验以初二年级学生为被试,研究了课堂情境、任务难度、学业成绩以及性别对学业求助的影响。结果表明：(1)任务关注的课堂情境比自我关注的课堂情境导致更多的求助行为,求助方式上,则倾向于工具性求助。(2)完成难度适中学习任务的学生比完成高难度学习任务的学生表现出更多的求助行为,求助方式上,则倾向于工具性求助。(3)在任何条件下,成绩好的学生都比成绩差的学生更善于作工具性求助。(4)从总体来看,初二学生的求助行为不存在性别差异。但在自我关注的课堂中,男生比女生表现出更多的回避求助。     

Avoidance of Counseling: Psychological Factors That Inhibit Seeking Help

How do counselors reach out to individuals who are reluctant to seek counseling services? To answer this question, the authors examined the research on the psychological help‐seeking barriers from counseling, clinical and social psychology, as well as social work and psychiatry. Specific avoidance factors that have been identified in the mental health literature; important variations in the setting, problem type, demographics, and cultural characteristics that can influence the degree to which avoidance factors affect professional help‐seeking decisions; and suggestions for overcoming these avoidance factors are discussed.     

LMX and Subordinate Performance: The Moderating Effects of Task Characteristics

Role conflict, role ambiguity, and intrinsic task satisfaction are found to moderate the relationship between leader–member exchange (LMX) and subordinate performance. Data from a field study of 146 supervisor–subordinate dyads indicate low conflict, high ambiguity, and high intrinsic satisfaction enhance the link between LMX and performance. Neutralizing effects are found when ambiguity and intrinsic satisfaction are low. High conflict appears to have a constraining effect, whereby the connection between LMX and performance is reduced but not neutralized. Results from the study call attention to the theoretical and practical benefits of examining the LMX/performance link from a contingency perspective, and offer a viable, albeit tentative, explanation for inconsistent findings reported in earlier studies.     

Psychological Distress and Help Seeking in Rural America

The implications of exposure to acute and chronic stressors, and seeking mental health care, for increased psychological distress are examined. Research on economic stress, psychological distress, and rural agrarian values each point to increasing variability within rural areas. Using data from a panel study of 1,487 adults, a model predicting changes in depressive symptoms was specified and tested. Results show effects by size of place for men but not for women. Men living in rural villages of under 2,500 or in small towns of 2,500 to 9,999 people had significantly greater increases in depressive symptoms than men living in the country or in larger towns or cities. Size of place was also related to level of stigma toward mental health care. Persons living in the most rural environments were more likely to hold stigmatized attitudes toward mental health care and these views were strongly predictive of willingness to seek care. The combination of increased risk and less willingness to seek assistance places men living in small towns and villages in particular jeopardy for continuing problems involving depressed mood.     

Effects of Knowledge Organization on Task Performance

This study proposes a knowledge organization facilitating human performance on scientifically relevant recall and problem-solving tasks. This organization is structured hierarchically so as to describe knowledge at different levels of detail; it is also task-adapted so that higher levels include information most important for implementing the intended tasks. The efficacy of this organization was assessed by two experiments, in experiment I, college-level subjects read a text and performed special training tasks to acquire knowledge of a physics topic organized either in the preceding hierarchical, or in a detailed single-level .organization; a third group read the single-level organization twice. In a subsequent test, subjects with the hierarchical organization performed appreciably better on tasks of recall, error correction, and knowledge modification. In experiment 2, subjects acquired knowledge in either of two alternative hierarchical organizations of the same physics topic, but with information distributed differently over the levels. As expected, in a subsequent test subjects performed better on those tasks depending on information from higher levels of their hierarchical organization. The specially designed training was effective in producing the desired organization of a subject's internal knowledge, but subjects with lower physics grades seemed less able to assimilate and use a hierarchical organization. Similar conclusions were obtained from a third experiment in which internal, knowledge organization was inferred from an analysis of free-recall protocols.     

The Effects of Task Content and Reward Contingency Upon Task Performance and Satisfaction1

A laboratory study examined the effects of task design and reward contingency upon task performance and satisfaction and upon behavioral and attributional measures of intrinsic and extrinsic motivation. Intrinsic and extrinsic motivation were defined by the task content-task consequence distinction. Both the task design and reward contingency factors were found to yield significant multivariate F ratios, but their interaction was not significant. Subjects in the contingent pay condition had higher performance quantity than those in the noncontingent condition. Subjects in the enriched task condition produced higher quality units than those in the nonenriched condition. Both contingent pay and enriched task conditons yielded higher task satisfaction and increased attributions of performance to intrinsic factors. Results were discussed in terms of cognitive evaluation theory and the distinction between intrinsic and extrinsic motivation.     

Multiplex Conflict: Examining the Effects of Overlapping Task and Relationship Conflict on Advice Seeking in Organizations

This study examines the extent to which multiplex conflict relationships, or those infused with both relationship and task conflict, are related to employee decisions regarding from whom to seek advice at work. Data were gathered from 75 employees in a medium-sized life sciences firm in the US Midwest and analyzed using social network analysis. Findings demonstrate that although employees were less likely to seek advice from someone with whom they experienced relationship conflict, employees were more likely to seek advice from those with whom they experienced task conflict. Moreover, advice was still sought from those with whom both forms of conflict were present simultaneously. The current study demonstrates that employees are willing to seek advice from those with whom there is task conflict despite the simultaneous presence of relationship conflict. Compared to relationships free of relationship conflict (e.g., friendships), those characterized by multiplex conflicts provide greater access to others with divergent perspectives while also reducing the need for advice seekers to invest resources towards the protection and maintenance of the positive affective portion of the relationship. Although much of the focus of conflict research has been directed towards intragroup task and relationship conflict, our multiplex social network approach provides a unique opportunity to explore the effects on advice seeking stemming from the co-occurrence of these distinct types of conflict within the same employee dyad. In doing so, we contribute to the continuing debate regarding the primacy of affective or cognitive concerns in judgment and behavior.     

The Effects of Self-Set Goals on Task Performance

Locke & Latham (1990a) report that specific, difficult goals lead to better performance than "do-your-best" instructions, whether the goals are self-set or are set by an external source. However, in Experiment I, as well as in previous research (White, Kjelgaard, & Harkins, 1995), we did not find self-set goal effects. A meta-analysis showed that self-set goal effects can be produced if two conditions are met: Prior to setting their goals, participants take part in a pretest that is equal in duration to the experimental task; and the experimenter has access to the participants' goals and the performances. Experiment 2 confirmed these meta-analytic findings by showing that when these two conditions were met, goals stringent enough to produce the effects were set, and goal-setting effects were obtained.     

The Effects of Identity-Relevance and Task Difficulty on Task Motivation,Stress, and Performance

Tested the hypothesis that the identity-relevance of a performance domain would predict task motivation, stress, and actual performance. Psychology majors and non-majors (N = 94) completed either moderately difficult or very difficulty questions from a standardized verbal aptitude test. Before the test participants were told that performance on the test was either predictive of success as a psychologist (identity-relevant condition) or were given no information on the predictive ability of the test (control condition). Results revealed that only psychology majors evidenced higher motivation and stress in the identity-relevant condition in comparison to the control condition. The results of actual test performance revealed that when identity-relevance was high, psychology majors tended to do better than non-majors on a task of moderate difficulty, but tended to do worse on a task of high difficulty. Implications of the results for identity-relevance as a motivational and emotional lynchpin for performance are discussed. The author would like to thank Cynthia Ellison, Melissa Kinder, and Kelly Riddle for their assistance in data collection. A paper based on the results of the present study was presented at the 2004 meeting of the Southeastern Psychological Association and was the co-recipient of the outstanding professional paper award.     

Verbal Strategies for Seeking Help in Organizations1

The verbal strategies used to frame requests for help are integral to the help-seeking process. Drawing on politeness theory, it was predicted that gender, power, and norms affect usage of verbal strategies in seeking help, and verbal strategies predict interpersonal outcomes. Two studies showed that: (a) individuals used more strategies under collectivistic than individualistic norms; (b) under individualistic norms, men used more strategies when seeking help upward, and women used more strategies when seeking help laterally; and (c) those who used more strategies provided higher quality information, and were perceived more favorably by others. These results suggest that verbal strategies not only reflect important relational and contextual factors, but also serve multiple social functions.     

作业绩效和关系绩效

关系绩效是最近掀起的一个热。该文对关系绩效的提出,作业绩效和关系绩效划分的根据,以及绩效可以分为作业绩效和关系绩效、可以用不向的预测源预测作业绩效和关系绩效的证明的有关文献进行了回顾。并从中获得了几点启示。     

The Effects of Task and Interpersonal Cohesiveness on Performance of a Disjunctive Group Task1

This experiment examined the effects of two different types of group cohesiveness on performance of a disjunctive task. Both interpersonal and task cohesiveness were varied independently. Results show that high levels of both types of cohesiveness were necessary for success on a task requiring group interaction. Groups high on one type of cohesiveness but low on another performed no better than groups low on both types of cohesiveness. These results suggest that cohesiveness should be conceptualized as a multidimensional rather than as a unitary variable. It is also suggested that the effects noted in the present study may well vary according to task characteristics.     

Training for Dangerous Task Performance: The Effects of Expectations and Feedback1

The training of individuals to perform dangerous tasks confronts theorists and practitioners with a critical issue: To what extent should individuals be exposed during training to stressors that characterize the conditions under which the task will eventually be performed? The present study evaluated two variables that might help resolve this dilemma. The first, a personality variable, consists of a person's generalized expectation that he or she will not be physically hurt while exposed to danger. The other, which is more sitution-specific, consists of the feeling of success or failure that the trainee experiences at the conclusion of training under physically dangerous conditions. The quality of soldiers' performance and the intensity of experienced stress were tested in a combat simulation. Individuals who tend to assign a low probability to their being physically injured in dangerous situations were found to benefit more from dangerous than from non-dangerous training. The opposite was found for individuals who assign a high probability to their being injured in dangerous situations. Moreover, exposure to serious physical threats during training yielded better training results than training that did not involve such threats only when the subjects concluded their training with a feeling of success. The subjective feelings of success or failure had no effect, however, under training conditions that did not expose trainees to danger. Theoretical and practical implications of these findings are discussed.     

The Effects of Noise and Speech on Cognitive Task Performance

In the present study, which is based on Loeb's 1986 analysis, we used five levels of noise that varied in intermittency and meaningfulness, crossed with sex of subject and time of day. Memory tasks that differed in their reliance upon long-term, short-term free recall, and sequential short-term memory were used as dependent variables. A total of 160 subjects, 20 per block, participated in the 2 × 2 × 5 (Sexes X Time of Day X Noise Conditions) experimental design. Results support the prediction that white noise enhances performance on tasks with sequential short-term memory demands (anagrams: p < .05; random letter generation: p < .002). We found complex interactions by sex of subject, time of day, and type of noise for those tasks that placed a heavy demand on short-term working memory, i.e., complex sorting (Noise X Sex, p < .05) and random letter generation (Sex X Noise X Time of Day, p < .05). The predicted effects for anagrams were not supported. These results call into question previous generalizations about the effects of noise on performance (Broadbent, 1978; Dornic, Sarnelid, Larson, Svensson, & Fernaeus, 1982; Poulton, 1977), alternative interpretations are presented.     

Couples with Intimate Partner Violence Seeking Relationship Help: Associations and Implications for Self‐Help and Online Interventions

In‐person conjoint treatments for relationship distress are effective at increasing relationship satisfaction, and newly developed online programs are showing promising results. However, couples reporting even low levels intimate partner violence (IPV) are traditionally excluded from these interventions. To improve the availability of couple‐based treatment for couples with IPV, the present study sought to determine whether associations with IPV found in community samples generalized to couples seeking help for their relationship and whether web‐based interventions for relationship distressed worked equally well for couples with IPV. In the first aim, in a sample of 2,797 individuals who were seeking online help for their relationship, the levels and correlates of both low‐intensity and clinically significant IPV largely matched what is found in community samples. In the second aim, in a sample of 300 couples who were randomly assigned to a web‐based intervention or a waitlist control group, low‐impact IPV did not moderate the effects of the intervention for relationship distress. Therefore, web‐based interventions may be an effective (and easily accessible) intervention for relationship distress for couples with low‐intensity IPV.     

Information Seeking in a Non-Hypothesis Testing Task

The information gain model (Oaksford and Chater, Psychological Review 101, 608–631, 1994) advocates that participants attempt to achieve a larger expected information gain when they have to test an if-then rule or hypothesis. However, acquisition of larger expected information gain could also be operational when participants do not have to test a hypothesis. This study devised a new task to investigate whether participants would seek larger expected information gain when they were not required to test a hypothesis. The task required participants to select one out of two balance scales for weighing coins in order to detect an underweight coin. We discovered that participants more frequently selected the balance scale that provided smaller expected information gain. This finding suggests that the preference for larger expected information gain may not apply to non-hypothesis testing settings.     

To Seek or Not to Seek: The Relationship Between Help Seeking and Job Performance Evaluations as Moderated by Task-Relevant Expertise

The present study explored the relationship between level of employees' help-seeking behavior and their overall job evaluations. It was hypothesized that employees would seek more help from others whom they perceive as more knowledgeable than they are and that they would seek more help from superiors than from coworkers. Regarding the link between amount of help seeking and performance evaluations, it was predicted that the relationship between amount of help seeking and evaluations of overall job performance are curvilinear and affected by the perceived expertise of the helper. Study participants were employees of a chemical plant, and they reported on the amount of help seeking that they engaged in with superiors and coworkers. Data on the perceived expertise of the help seeker and the help giver in any helping interaction were collected. Most recent job performance evaluations as reported by participants' superiors served as a measure of job performance. The analyses indicate that in line with prediction, the relationships between help seeking and performance evaluations were curvilinear. These relationships were moderated by the help seeker's relative task-relevant expertise. The theoretical implications of these findings and suggestions for future research are discussed.