Abstracts From the Northern Lights Psychology Conference. University of North Dakota October 2001

The authors examined the effects of forbidden information on the employee-selection process. They presented the participants with 4 applicants for the position of cashier-stockperson. One of the applicants (the Target Applicant) provided a mixture of forbidden and job-relevant information; the remaining applicants gave no forbidden information. Some of the participants were told before they reviewed the applicants what types of information were to be considered as forbidden, and they were instructed to disregard any such information in the applications. The remaining participants were not aware of the presence of the forbidden information, nor were they instructed to disregard such information. The participants who were instructed to disregard the forbidden information rated the Target Applicant more favorably than did those who were not aware of its presence. Moreover, those in the disregard condition recalled less of the forbidden information and more of the job-relevant information about the Target Applicant than did those in the no-instruction condition. These data patterns support laboratory-based studies on intentional forgetting.     

The Use of Environmental Clues During Incubation

ABSTRACT: Three experiments tested the prediction that incubation effects are caused by interactions between activation and environmental clues. Participants worked on 20 experimental problems and then were informed that they would have a second chance to work on the problems. Half were told they might see clues before returning to the problems and were instructed to try to use such clues. Participants then had an incubation period during which they generated words from the letters of test words. The test words were either semantically related to experimental problem answers, the actual answers, or unrelated words. Finally, all participants again tried to solve the experimental problems. Resolution, calculated as the number of items solved during the second trial that were not solved initially, was measured. Participants who saw answers during incubation resolved more items than those who saw related words. In Experiment 3, participants receiving no instructions did not differ across clue conditions, whereas instructed participants who saw answers resolved more problems than those who received related words. Participants in the instructed and unrelated condition performed significantly worse than those in the instructed and answer condition. Incubation effects occurred only when participants who were shown answers were also given instructions. No support was found for the theory that incubation effects are caused solely by environmental clues and activation.     

外显与内隐选择的多效性原则

个体的选择可能是外显目标和内隐目标共同作用的结果,同时满足意识到的和未意识到的需要,这就是目标选择的多效性。通过两个行为学实验来验证内隐选择的多效性原则。实验一,被试随机分为积极和消极启动两个组,不同的启动后,要求判断两张不同颜色纸张的质量高低。结果发现在积极认同组,大多数的被试选择红色织物,在消极认同组（惭愧组）,少数的被试选择红色织物。实验二,被试同样被分为两组,其中一组施加积极启动,另一组为控制组,之后,所有被试被邀请参加一项研究涉及雇佣人员的决策。结果发现当被试没有分配任何目标时,被试选择四位应征者并无显著之差异;当被试分配了外显或内隐的目标时,大多数的被试选择了具有相应特征的应征者;当被试的外显目标和隐性目标都存在,被试的选择表现出多效性。实验结果表明,在追求明确的外显目标时,个人可能与此同时试图满足他们的已经激活的内隐背景目标,选择者可能并没有意识到这种影响。在二选一或者多选一选择背景下,对一个已知选项的选择,受到多效性影响,其多效性是基于个人选择的价值最大化,并同时满足几个目标的原则。     

On winnowing: The impact of scarcity on allocators' evaluations of candidates for a resource

It was hypothesized that allocators unwittingly forge a relation between the availability of a resource and the worthiness of the applicants for that resource. In a simulation of an academic job search, graduate students were instructed to hire either 2 or 6 of 12 excellent candidates. Subjects spoke into a tape recordor reporting their initial reactions to each of the candidate's vitae, then made their hiring decisions, and rated the desirability of each of the candidates. Next, they were told they could now hire more of the applicants if they wished to do so. In a control condition, subjects were treated identically to experimental subjects in all aspects of the procedure but one—they did not anticipate and were not required to make hiring decisions. Instead, they rank ordered the applicants in terms of quality with the knowledge that “their department” wished to hire either 2 or 6 people. As hypothesized, subjects anticipating 2 appointments made fewer positive comments about the candidates on the audiotapes than did those anticipating 6 appointments; subjects in the experimental condition evaluated the candidates they hired more favorably than subjects in the control condition evaluated their own top-ranked candidates; subjects who were initially required to hire 2 candidates continued to employ fewer applicants than those who initially hired 6 when external hiring constraints were removed. The implications of the data for the review process in academic psychology journals were discussed.     

AN EXPERIMENTAL FIELD STUDY OF INTERPERSONAL DISCRIMINATION TOWARD MUSLIM JOB APPLICANTS

Integrating justification-suppression and stereotype content models of prejudice, this research examines religious discrimination in employment settings. In the first study, confederates dressed in either Muslim-identified or nonreligious attire, who either did or did not provide stereotype-inconsistent information, applied for retail jobs. No differences emerged with regard to interview offers between job applicants dressed in traditional Muslim attire and those in the control condition. However, interactions were shorter and rated (by confederates, observers, and naïve coders) as more interpersonally negative when applicants wore Muslim attire and did not provide stereotype-inconsistent information than when applicants wore nonreligious attire. Similarly, results from a second experimental study in which participants rated fictitious Muslim or non-Muslim job applicants suggest that reactions were most negative toward Muslim applicants who did not provide stereotype-inconsistent information. Together, these findings suggest that justification-suppression and stereotype content models are complementary, and that Muslims may face challenges to employment that reflect a lack of acceptance of this religious identity.     

Short-term memory,verbal competence,and age as predictors of imagery instructional effectiveness

Children 6 to 11 years of age heard concrete sentences that they were asked to learn. Half the subjects were instructed to construct images representing the sentence meanings. The remaining participants were provided no strategy instructions (control condition). Consistent with previous outcomes, the older children in the imagery condition learned signficantly more than did the older control subjects. There was a slight trend favoring imagery for younger children in the sample. Individual differences in short-term memory and verbal competence were more highly associated with performance in the imagery than in the control condition, such that greater short-term memory and verbal competence predicted better sentence learning in the imagery condition. In particular, short-term memory and verbal competence made unique contributions (relative to age and to each other) to prediction of sentence learning in the imagery condition, but not in the control condition. In short, imagery instruction is more effective with children who are more intellectually competent.     

Source‐monitoring accuracy across repeated tests following directed forgetting

The repeated recall of items from lists that participants were earlier instructed to either remember or to forget was examined in two experiments. RR participants (those instructed to remember both lists they were presented) tended to recall more List 1 items than FR participants (those instructed to forget the first list and to remember the second list). FR participants recalled more List 2 items than did RR participants, but only when directed to report those items (Experiment 1), not when directed to report items from both lists (Experiment 2). Participants experienced difficulty correctly reporting the list source of items they recalled and incorrect source recall increased across tests, showing hypermnesia. This later result underscores the need for caution when assessing the accuracy of information retrieved from multiple sources across repeated tests. Together, the data patterns provide support for the retrieval dynamics account of hypermnesia, the context‐change account of directed forgetting, and limited support for the retrieval inhibition view of directed forgetting.     

不确定性决策违背“确定事件原则”的心理机制再探

不确定性决策违背＂确定事件原则＂的心理机制再探从决策理由切入,在现实情境中考察了违背确定事件原则（sure-thing principle）的心理机制,检验了基于理由（reason-based）的假设。研究结果表明,违背确定事件原则的被试在不确定条件下知觉到的理由冲突程度显著高于遵循确定事件原则的被试在不确定条件下知觉到的理由冲突程度;违背确定事件原则的被试在不确定条件下知觉到的理由清晰程度显著低于其在两种确定条件下知觉到的理由清晰程度,而遵循确定事件原则的被试在不确定条件下知觉到的理由清晰程度则介于其在两种确定条件下知觉到的理由清晰程度之间。研究结果支持了基于理由的假设。     

The effects of mental contamination on the hindsight bias: Source confusion determines success in disregarding knowledge

We present data from eight experiments in which we explored the effects of source confusion on the hindsight bias; participants' success in disregarding information when they were instructed to do so was affected by participants' level of source confusion. In Experiment 1 we demonstrated participants' failure to disregard Revolutionary War information they recently learned while reading an essay; this failure to discount was not affected by participants' essay reading times (Experiment 1a). In Experiment 2 participants successfully discounted obscure War of 1812 information; this discounted information remained available in memory (Experiment 2a). In a direct test of source confusion (Experiment 3) we showed that participants discriminated between presented and not‐presented War of 1812 information better than they discriminated presented and not‐presented Revolutionary War information. In Experiments 4 and 4a we tested and rejected a motivational explanation for our findings, namely that subjects voluntarily withheld information when asked to disregard it. We tested a debiasing technique in Experiment 5 and found it was successful in helping participants discount familiar information. Results throughout are discussed as being attributable to source confusion. Copyright © 2008 John Wiley & Sons, Ltd.     

ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS

This study investigated whether interviewers can assess Big Five personality traits during a job interview. Four raters (self, interviewer, friend, and stranger) assessed the applicant's personality. Results from ratings for 73 applicants demonstrated that interviewer ratings of applicant personality correlate higher with self-ratings ( = .28) than do stranger ratings ( = .09) but less than ratings from close friends ( = .39). However, correlations between interviewer ratings and self-ratings were smaller for the two job-relevant personality traits, Conscientiousness ( = .16, n.s.) and Emotional Stability ( = .17, n.s.) than for the other three personality traits. Variance in ratings suggested the applicants managed their self-presentation on these two traits during the interview. Thus, although interviewers can and do assess personality during the interview, they are not able to assess those traits that would best predict later job success. Finally, the moderating effect of interview design (i.e., structure and content) was assessed. The results revealed that job-relevant interviews, situational interviews, and behavioral interviews did not affect an interviewer's ability to assess personality. Although there was a small (positive) effect for more structured interviews, this affect was modest. The results of this study suggest that future research should examine whether the interview can be designed to assess personality directly, and what the gains to predictive validity are by doing so.     

Demand characteristics and self-report measures of imaginary audience sensitivity: implications for interpreting age differences in adolescent egocentrism.

Self-consciousness during early adolescence has been explained as an outcome of adolescent egocentrism, in which adolescents create an imaginary audience (IA) of attentive, critical peers. The possibility that such self-consciousness might result from contact with peers who are more attentive and critical than those encountered during childhood or adulthood has not been considered. Study 1 tested whether young adults, who are not theoretically susceptible to IA, could be made to receive high scores on IA and self-consciousness measures by having them complete a procedure in 1 of 3 laboratory conditions-a critical audience, a noncritical audience, or no audience. However, participants in the critical-audience condition received significantly lower IA and self-consciousness scores than participants in the no-audience condition did. Study 2 tested whether the directions given to Study 1 participants might have been responsible for the unexpected findings. Results indicated that participants instructed to give mature-sounding responses received lower IA/self-consciousness scores than did those asked to report their honest opinions. Together, the results of Studies 1 and 2 indicated that survey measures of IA are subject to demand characteristics and highlighted the need to interpret with caution age differences in IA as traditionally assessed.     

Acknowledging One's Stigma in the Interview Setting: Effective Strategy or Liability?1

The current research examines how members of stigmatized groups remediate hiring biases by adopting the strategy of directly acknowledging their stigmatizing condition within the interview context. In the first study, 123 participants responded to a videotaped interview involving an obese or physically disabled job applicant who either did or did not acknowledge a stigma. In the second study, 87 participants responded to scenarios that manipulated type of stigma, controllability of its onset, and acknowledgment. Results across both experiments reveal that applicants who did not acknowledge their obesity or physical disability in an employment context were not viewed differently from each other. However, if applicants did acknowledge, the perceived controllability of the stigmas strongly influenced how they would be perceived.     

Intentional forgetting can increase,not decrease,residual influences of to-be-forgotten information

Intentionally forgotten information remains in memory at essentially full strength, as measured by recognition and priming, but access to that information is impaired, as measured by recall. Given that pattern, it seemed plausible that intentionally forgotten information might have a greater impact on certain subsequent judgments than would intentionally remembered information. In 2 experiments, participants cued to forget nonfamous names were subsequently more likely to make false attributions of fame to those names than were participants instructed to remember them. These findings implicate retrieval inhibition as a potent factor in the interplay of recollection and priming in memory and judgment. They also point to possible unintended consequences of instructions to forget, suppress, or disregard in legal or social settings.     

Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis

An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis. Results from 86 independent samples  ( N = 48,750)  indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self-perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant perceptions including procedural justice, distributive justice, attitudes towards tests, and attitudes towards selection. Interviews and work samples were perceived more favorably than cognitive ability tests, which were perceived more favorably than personality inventories, honesty tests, biodata, and graphology. The discussion identifies remaining theoretical and methodological issues as well as directions for future research.     

Positive impression management and its influence on the Revised NEO Personality Inventory: a comparison of analog and differential prevalence group designs

Participants (n = 22) completed the Revised NEO Personality Inventory (NEO PI-R) as part of an authentic job application. Protocols produced by this group were compared with "analog" participants (n = 23) who completed the NEO PI-R under standard instructions and again under instructions designed to mimic the test-taking scenario of the job applicants (the "fake-good" condition). Participants completing the NEO PI-R under fake-good instructions and the job applicants scored lower on the Neuroticism and higher on the Extraversion scales than did the participants responding under standard instructions. Analog participants in the fake-good condition scored higher on the Extraversion and lower on the Agreeableness scales than did the job applicants. These results suggest that outcomes from analog designs are generalizable to real-world samples where response dissimulation is probable.     

The Effect of African American Skin Color on Hiring Preferences1

The role of African American skin color in hiring decisions was investigated in a 2 × 2 × 2 (Participant Sex × Applicant Sex × Applicant Skin Color) design. College‐age participants (N= 107) were presented with stimuli and asked to make 8 employment‐related decisions. An interaction of applicant skin color and participant sex and a skin‐color main effect were predicted. Fair‐skinned applicants were expected to receive better ratings from men, while dark‐skinned applicants were expected to receive better ratings from women or ratings from women would not differ. Additionally, in general, fair‐skinned individuals were expected to receive better ratings than dark‐skinned individuals. The results were consistent with the hypotheses. Results are discussed in terms of the “what is beautiful is good” stereotype and prior research.     

Demand Characteristics and Self-Report Measures of Imaginary Audience Sensitivity: Implications for Interpreting Age Differences in Adolescent Egocentrism

Self-consciousness during early adolescence has been explained as an outcome of adolescent egocentrism, in which adolescents create an imaginary audience (IA) of attentive, critical peers. The possibility that such self-consciousness might result from contact with peers who are more attentive and critical than those encountered during childhood or adulthood has not been considered. Study I tested whether young adults, who are not theoretically susceptible to IA, could be made to receive high scores on IA and self-consciousness measures by having them complete a procedure in 1 of 3 laboratory conditions—a critical audience, a noncritical audience, or no audience. However, participants in the critical-audience condition received significantly lower IA and self-consciousness scores than participants in the no-audience condition did. Study 2 tested whether the directions given to Study I participants might have been responsible for the unexpected findings. Results indicated that participants instructed to give mature-sounding responses received lower IA/self-consciousness scores than did those asked to report their honest opinions. Together, the results of Studies 1 and 2 indicated that survey measures of IA are subject to demand characteristics and highlighted the need to interpret with caution age differences in IA as traditionally assessed.     

Directed forgetting of emotional stimuli in borderline personality disorder

On the basis of clinical literature, the authors hypothesized that individuals with borderline personality disorder (BPD) would show biased information processing when they were exposed to negative affective stimuli of a particular type. Individuals with BPD and controls were tested using a directed forgetting paradigm. Study participants were exposed to 3 types of words (borderline, neutral, positive) and were cued to either remember or forget each word as it was presented. There were no group differences on a free recall task for words in the remember condition. However, participants with BPD recalled significantly more of the borderline words from the forget condition than did controls. In other words, borderline participants remembered borderline words that they were instructed to forget. These results may be consistent with enhanced encoding of salient words and perhaps related themes in BPD individuals.     

Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study

The present research investigated factors that might affect gender discrimination in a hiring simulation context from the perspectives of social role theory and the shifting standards model. Specifically, the experimental study investigated whether gender biases are evident in the screening and hiring stage of the personnel selection process depending on the applicants?? social role and evaluators?? gender. A sample of German undergraduate business students (54 women, 53 men) was asked to make a personnel selection decision (short-listing or hiring) about a fictitious applicant (man or woman) in a specific role (leader or non-leader) for a managerial position. Consistent with social role theory??s assumption that social role information is more influential than gender information, participants selected applicants described as leaders over applicants described as non-leaders, regardless of applicant gender. In addition, in the presence of role information, female applicants portrayed as leaders were similarly short-listed and hired as male applicants with the same credentials. In the absence of role information, female applicants were similarly short-listed as male applicants; however, male applicants were hired over female applicants, albeit by male participants only. This is consistent with the shifting standards model??s assumption that group members are held to a higher standard to confirm traits on which they are perceived to be deficient: Male participants hired female applicants portrayed as non-leaders with less certainty than their male counterparts possibly due to higher confirmatory standards for leadership ability in women than men. The research and practice implications of these results are discussed.     

Perception of behavioral contagion of adolescent suicide

In order to assess perceptions of behavioral contagion of suicide (what people thought a disturbed adolescent would do if the teen knew about a suicide in the community), and to assess actor-observer differences in such perceptions, 142 college students were asked to view a videotaped vignette of a distressed high school student, and then to assess her potential for committing suicide, running away, entering therapy, or abusing alcohol. Subjects who were told that the teenager knew of two recent suicides in the community (contagion group) rated the young woman as more likely to commit suicide or run away than did the subjects who were not told of the suicides (noncontagion group). Subjects who were instructed to imagine that they were the teenager (actors) blamed situational factors, and in particular the teen's parents, more for her distress than did subjects who were instructed just to rate the teenager on the videotape (observers). Contagion/actors rated suicide as more likely than did any other group. Apparently, people believe that behavioral contagion occurs when a suicide is reported, and they especially perceive themselves to be influenced by such information.