Changing minds in a changing world

I defend a general rule for updating beliefs that takes into account both the impact of new evidence and changes in the subject??s location. The rule combines standard conditioning with a ??shifting?? operation that moves the center of each doxastic possibility forward to the next point where information arrives. I show that well-known arguments for conditioning lead to this combination when centered information is taken into account. I also discuss how my proposal relates to other recent proposals, what results it delivers for puzzles like the Sleeping Beauty problem, and whether there are diachronic constraints on rational belief at all.     

Happiness in dual-career couples: Changing research,changing values

This article offers a framework for understanding contradictory findings in the field of the dual-career couple by presenting two patterns: (1) the early, conventional one of the 1960s, which viewed married women's participation in the labor force as threatening marriage and the family, and (2) the contemporary view, which emerged during the 1970s and which admits that women can happily combine career with family. The article suggests that there is little evidence to support the view that dual-career couples experience increased rate of marital conflict, marital dissatisfaction, and role blur; rather, the intellectual and psychological benefits in dual-career couples seem to outweigh the disadvantages, particularly for wives.     

Changing brains, changing perspectives: the neurocognitive development of reciprocity

Adolescence is characterized by the emergence of advanced forms of social perspective taking and significant changes in social behavior. Yet little is known about how changes in social cognition are related to changes in brain function during adolescence. In this study, we investigated the neural correlates of social behavior during three phases of adolescence, carrying out functional magnetic resonance imaging of participants' brains while they were Player 2 in the Trust Game. We found that with age, adolescents were increasingly sensitive to the perspective of the other player, as indicated by their reciprocal behavior. These advanced forms of social perspective-taking behavior were associated with increased involvement of the left temporo-parietal junction and the right dorsolateral prefrontal cortex. In contrast, young adolescents showed more activity in the anterior medial prefrontal cortex, a region previously associated with self-oriented processing and mentalizing. These findings suggest that the asynchronous development of these neural systems may underlie the shift from thinking about self to thinking about the other.     

Changing systems by changing individuals: the incubation approach to systems change

This article describes and evaluates the implementation of an innovative approach to systems change, the incubation approach, which was developed on a systems change project designed to increase the capacity of multiple systems (e.g., law enforcement, child protection, domestic violence, mental health, early education) to respond to children’s exposure to violence. The incubation approach encourages change agents to collaborate with project staff to gently nurture, or “incubate,” feasible and warranted change in target systems. Project staff gain concrete commitment from motivated and accessible change agents and collaborate with those agents to implement change actions. This approach works well with committed, executive-level change agents in target systems, with stable systems that have low turnover and well-integrated subsystems, and when seed funds are provided to key organizations.     

On the control of visual word recognition: Changing routes versus changing deadlines

Two different accounts have been proposed to explain the fact that (1) an effect of word frequency is present when readers of transparent orthographies read only words aloud and (2) the effect of word frequency is eliminated when subjects name words and nonwords mixed together in a single block. In the route-shifting account, subjects shift from using a lexical route that can read only words to using a nonlexical route that can read both words and nonwords via the use of sublexical spelling-sound correspondences (hence, no word frequency effect). The essence of the second, time criterion account is that the elimination of the word frequency effect is determined by the speed with which the nonwords are processed, because subjects attempt to homogenize the point in time at which they release an articulation. These two different accounts are pitted against each other in a series of naming experiments utilizing the transparent Turkish orthography. A word frequency effect persists even when words and nonwords are mixed together, provided that nonword sets are matched so as to be named as quickly as the high-frequency words and as slowly as the low-frequency words, respectively. This result is argued to be consistent with the time criterion account, but not with the unadorned route-shifting account.     

Changing stereotypes,changing grades: a longitudinal study of stereotyping during a college math course

Previous research has illuminated an important connection between stereotypes and the performance of those targeted by a stereotype. This body of work suggests that even implicit (i.e., nonconscious and unintended) math-gender stereotyping is related to poor math performance among women. Our longitudinal study sought to measure students’ math-gender stereotyping during a college math course and examine the relationship between changes in implicit stereotyping and course performance. Results showed that, for both male and female students, stereotypes increased during the course. Importantly, there was a significant interaction between gender and changes in implicit stereotyping when predicting course performance. Female students showed a negative relationship between changes in implicit stereotypes and course performance, while male students showed no relationship between changes in implicit stereotyping and course performance. This suggests that only for women, who are stereotyped as poor math performers, did the observed increases in stereotyping over time predict poorer math performance.     

Innovation in health care teams

While there has been much research on organizational innovation and on individual creativity, little research has examined the social psychological factors predicting work group innovation. In this exploratory study, using a new measure of innovativeness, eight health care teams were studied. Members of five ‘innovative’ and three ‘traditional’ teams (comprising 43 health care professionals) completed questionnaires examining aspects of individual and group work experience, and produced inventories of innovation reports. On the basis of these inventories, team innovativeness was rated by experienced health care professionals. Team innovation was predicted by climate for innovation (in particular tolerance of diversity), team commitment and team collaboration. The content of health care team innovations was also examined to reveal current trends.     

A modest/immodest proposal: Reciprocal foster families

In this article we describe the concept of reciprocal foster families a strength-based approach to helping families in poverty. This approach focuses on the resources that all families have to offer each other. The goal of reciprocal foster families approach is to restrict the role of professionals and develop trust in the intuitive wisdom of natural networks of people and families as they help each other succeed in times of difficulty.     

Team cognition in experienced command-and-control teams

Team cognition in experienced command-and-control teams is examined in an UAV (Uninhabited Aerial Vehicle) simulation. Five 3-person teams with experience working together in a command-and-control setting were compared to 10 inexperienced teams. Each team participated in five 40-min missions of a simulation in which interdependent team members control a UAV to take reconnaissance photos. Experienced teams exceeded performance of inexperienced teams, suggesting transfer of previous command-and-control experience. Compared to inexperienced teams, experienced teams had fewer errors on process-related training knowledge, superior team process ratings, and communications containing fewer coordination-related utterances. These findings support the view that team cognition emerges through the interactions of team members, that interactions distinguish high-performing teams from average teams, and that these interactions transfer across different tasks.     

The motivating potential of teams: Test and extension of cross-level model of motivation in teams

Although individual- and team-level studies of motivational processes abound, very few have sought to link such phenomena across levels. Filling this gap, we build upon Chen and Kanfer’s (2006) multilevel theoretical model of motivation in teams, to advance and test a cross-level model of relationships between individual and team motivation and performance. Data from two samples of undergraduates performing simulated team tasks supported the direct and mediated cross-level relationships between team-level prior performance, efficacy, and action processes with individual-level self-efficacy, goal striving, and performance. The findings provide support for a multilevel, system-based formulation of motivation and performance in teams. Findings also contribute to the on-going debate on whether motivational processes account for performance once controlling for prior performance.     

Personal construct assessment of sport teams

This paper is intended to show the usefulness of a personal construct approach to assessment in sports psychology. A repertory grid design to assess managers of sports teams is presented. The method provides useful information about the commonalty between the group and the manager's view and also allows an evaluation of the changes produced as a result of manager's interventions. Research carried out in a Spanish football team is presented and some results are discussed from the perspective of selected information to be conveyed to the manager in order to develop his sociality in construing the players.     

Identity and commitment in emergency teams

This paper adopts Tajfel's social identity theory perspective and applies it to the organizational context in order to study emergency intervention teams. Specifically, it is intended to explore the kind of social identification (professional, team, or organizational) prevalent among members of these organizations. It is intended, as well, to establish a clear distinction between two related, and often confused, concepts, i.e., organizational identification and commitment, and to discover which identification is more apt to predict the organizational outcomes of organizational citizenship behaviors and satisfaction. Our total sample consisted of 151 participants (firemen of the Madrid municipality and members of the army). It was found that organizational identification, as a kind of social identification, is different from organizational commitment, and that it is not its base nor one of its components, and that organizational identification, much as professional one, helps to explain peoples' behavior in organizations.     

Blended families/Sarah,Hagar, and all that...

A rabbi/chaplain listens to a 21st century woman tell about some complexities encountered in the blended family dynamics. He reminds her that such stressful phenomena are not as new as many believe, illustrating his point by interpreting the biblical account of Sarah and Hagar, noting particularly that some of the same decisions and actions taken in ancient times may still provide authentic insights to current family dynamics today.     

The shared leadership process in decision-making teams

The present study examined the process of shared leadership in 45 ad hoc decision-making teams. Each team member's leadership behavior (n = 180) was assessed by behaviorally coding videotapes of the teams' discussions. The within-team patterns of leadership behavior were examined using cluster analysis. Results indicated that the likelihood of a team experiencing a full range of leadership behavior increased to the extent that multiple team members shared leadership, and that teams with shared leadership experienced less conflict, greater consensus, and higher intragroup trust and cohesion than teams without shared leadership. This study supports previous findings that shared leadership contributes to overall team functioning, and begins to delineate the extent to which team members may naturally share leadership.     

Why individuals in larger teams perform worse

Research shows that individuals in larger teams perform worse than individuals in smaller teams; however, very little field research examines why. The current study of 212 knowledge workers within 26 teams, ranging from 3 to 19 members in size, employs multi-level modeling to examine the underlying mechanisms. The current investigation expands upon Steiner’s (1972) model of individual performance in group contexts identifying one missing element of process loss, namely relational loss. Drawing from the literature on stress and coping, relational loss, a unique form of individual level process, loss occurs when an employee perceives that support is less available in the team as team size increases. In the current study, relational loss mediated the negative relationship between team size and individual performance even when controlling for extrinsic motivation and perceived coordination losses. This suggests that larger teams diminish perceptions of available support which would otherwise buffer stressful experiences and promote performance.