工作场所不文明行为与职场排斥间的螺旋效应

工作场所不文明行为与职场排斥间的螺旋效应模型可用道德排除理论和情感事件理论解释。根据道德排除理论遭受工作场所不文明行为会导致受害者与实施者心理距离增加, 进而对实施者实施职场排斥; 从旁观者视角来看, 目睹工作场所不文明行为会影响旁观者的道义公正感和互动公平感进而表现出对实施者的职场排斥, 且该中介过程受到利他性的调节。同样, 基于情感事件理论, 遭受职场排斥会导致职场排斥受害者的消极情绪水平增加促使其成为工作场所不文明行为的实施者。     

Evaluation of publication bias in response interruption and redirection: A meta-analysis

Publication bias is the disproportionate representation of studies with large effects and statistically significant findings in the published research literature. If publication bias occurs in single-case research design studies on applied behavior-analytic (ABA) interventions, it can result in inflated estimates of ABA intervention effects. We conducted an empirical evaluation of publication bias on an evidence-based ABA intervention for children diagnosed with autism spectrum disorder, response interruption and redirection (RIRD). We determined effect size estimates for published and unpublished studies using 3 metrics, percentage of nonoverlapping data (PND), Hedges' g, and log response ratios (LRR). Omnibus effect size estimates across all 3 metrics were positive, supporting that RIRD is an effective treatment for reducing problem behavior maintained by nonsocial consequences. We observed larger PND for published compared to unpublished studies, small and nonsignificant differences in LRR for published compared to unpublished studies, and significant differences in Hedges' g for published compared to unpublished studies, with published studies showing slightly larger effect. We found little, if any, difference in methodological quality between published and unpublished studies. While RIRD appears to be an effective intervention for challenging behavior maintained by nonsocial consequences, our results reflect some degree of publication bias present in the RIRD research literature.     

Malleability of weight-biased attitudes and beliefs: A meta-analysis of weight bias reduction interventions

Weight bias exists across many important life domains, necessitating interventions designed to reduce weight-biased attitudes and beliefs. Though the effectiveness of weight bias interventions has been questioned, to our knowledge no meta-analysis of these interventions has been conducted. This meta-analysis evaluated the impact of weight bias interventions on weight-biased attitudes and beliefs and explored potential moderators. Interventions were eligible if they used an adult sample and a validated measure of weight-biased attitudes, which resulted in the inclusion of 30 studies represented in 29 articles. A random effects approach using inverse weights resulted in a mean effect size estimate of g = −0.33 (lower scores indicate less weight bias) for both attitudes and beliefs. Intervention type, publication type, and population type were not significant moderators but demonstrated noteworthy trends. Results reveal a small, positive effect of weight bias interventions on weight-biased attitudes and beliefs and provide useful information for future interventions.     

Effect of cognitive bias modification-memory on depressive symptoms and autobiographical memory bias: two independent studies in high-ruminating and dysphoric samples

Memory bias is a risk factor for depression. In two independent studies, the efficacy of one CBM-Memory session on negative memory bias and depressive symptoms was tested in vulnerable samples. We compared positive to neutral (control) CBM-Memory trainings in highly-ruminating individuals (N?=?101) and individuals with elevated depressive symptoms (N?=?100). In both studies, participants studied positive, neutral, and negative Swahili words paired with their translations. In five study–test blocks, they were then prompted to retrieve either only the positive or neutral translations. Immediately following the training and one week later, we tested cued recall of all translations and autobiographical memory bias; and also measured mood, depressive symptoms, and rumination. Retrieval practice resulted in training-congruent recall both immediately after and one week after the training. Overall, there was no differential decrease in symptoms or difference in autobiographical memory bias between the training conditions. In the dysphoric but not in the high-ruminating sample, the positive training resulted in positive autobiographical bias only in dysphoric individuals with positive pre-existing bias.

We conclude that one session of positive retrieval-based CBM-Memory may not be enough to yield symptom change and affect autobiographical memory bias in vulnerable individuals.     

A systematic review of interventions to address workplace bias: What we know,what we don't,and lessons learned

Despite the extensive literature about the pervasiveness and impact of microaggressions in the workplace, little is known about what specific workplace interventions have been adopted to mitigate them and, for those adopted, whether the efforts are effective. Given the nature of this special journal issue, we originally sought to answer this call by focusing solely on workplace interventions targeting microaggressions. However, it became clear that the relative paucity of such interventions (as documented in the literature) necessitated that we cast a broader net. We therefore present the results of a systematic review of studies that evaluate the effectiveness of workplace interventions focused on subtle bias and/or its behavioral manifestations. The review identified only six papers that met the inclusion criteria of: 1) reporting a real-world workplace intervention with a goal of reducing subtle bias and/or behavioral manifestations and 2) including a systematic evaluation of attitude, awareness, and/or behavioral change. Multiple themes across the identified studies are summarized. The discussion addresses the dearth of well-documented interventions and examines lessons learned from existing interventions to inform the development of future training focused on microaggressions in order to contribute to long-lasting change.     

A normative perspective on the linguistic intergroup bias: How intragroup approval of ingroup members who use the linguistic intergroup bias perpetuates explicit intergroup bias

The present research examined from a normative perspective how intragroup normative processes regulate the consequences of the linguistic intergroup bias (LIB). Results of three studies supported our hypothesis that intragroup approval of an ingroup member who uses the LIB plays a key role in perpetuating pro-ingroup bias. In Study 1, ingroup members who used pro-ingroup (vs. pro-outgroup) LIB elicited more intragroup approval and this effect was mediated by the perception of the speaker as being biased in favor of the ingroup. In Studies 2 and 3, intragroup approval (vs. disapproval) of an ingroup member who used the LIB enhanced the expression of pro-ingroup bias. By providing the first demonstration of how the LIB relates to intragroup normative processes, our studies highlight a new path by which the LIB helps perpetuate intergroup bias.     

职场孤独感的形成原因与作用机理：基于调节匹配理论视角

随着组织广泛的信息技术运用、工作强度增加,员工之间面对面的、真诚的社交开始呈下降趋势。职场孤独感成了困扰员工的普遍问题,引起了企业管理实践界高度重视。通过综述已有文献,本文指出过往研究虽揭示了职场孤独感带来的消极影响效应并有效提高了组织对职场孤独问题的关注度,但尚未系统回答“如何预防与应对职场孤独感”。为了引导员工对职场孤独感的科学应对,本文认为有必要将员工视为能动的主角而非被动的承受者,并探讨职场孤独感与员工应对行为的关系,为如何应对职场孤独感提供建设性对策。 除此之外,为了更好地预防与遏制职场孤独感,有必要系统性地探讨职场孤独感的形成原因。综合过往研究,本文发现职场孤独感区别于其他消极情绪的核心在于：职场孤独感源自于高质量职场人际关系的缺失。与此观点对应的是,Wright和Silard （2021）认为当员工实际的职场人际关系未达到预期水平,员工会认为职场人际关系存在缺陷,产生孤独的体验。Wright和Silard （2021）的观点反映了职场孤独感是一种员工未实现期望社交目标而导致的心理体验。循此逻辑,本文采用与目标实现过程相关的调节匹配理论来解释职场孤独感的产生原因和影响机制,为预防和应对职场孤独感提供对策。以调节匹配理论为框架,本项目拟解决三个问题：（1）领导与下属的调节焦点（不）匹配如何通过影响领导成员交换,进而影响职场孤独感;（2）员工与团队的调节焦点（不）匹配如何通过影响团队成员交换,进而影响职场孤独感;（3）员工如何依据不同的团队调节氛围来选择社交应对策略,以及社交应对策略对员工绩效的影响。通过新颖的多项式回归分析与曲面响应分析方法,本文力求重构传统的职场孤独感的研究思路,为职场孤独感的产生机制提供新的研究视角。除此之外,本文首次将调节匹配理论引入职场孤独感的研究,系统性地分析了职场孤独感的产生和应对,呈现了职场孤独感现象在组织中的动态演化的过程与机制。     

The propagation of everyday prosociality in the workplace

Prosocial behaviors typically benefit those who perform them but can create mixed emotions in recipients. Yet, how does prosociality affect the well-being of those who merely observe it? The current study aimed to answer this question by experimentally prompting employees to perform prosocial acts at work (Givers), be the recipient of such acts (Receivers), or to do neither (Observers). Our focus was on everyday prosociality, which involves kind acts directed at those in one’s social circle, rather than at individuals in need. Social proximity to Givers, but not Receivers, positively predicted boosts in well-being. Indeed, social proximity to Receivers was associated with a nonsignificant trend toward decreased well-being. However, both social proximity to Givers and social proximity to Receivers predicted increases in prosocial behavior among Observers. These results suggest that prosocial behavior and its emotional benefits propagate through social networks, particularly for those in close social proximity to prosocial actors.     

Risk of bias in trial-based economic evaluations: Identification of sources and bias-reducing strategies

Objective: The objectives of this article are first to give an overview of the risks of bias in trial-based economic evaluations and, second, to identify how key sources for bias can be revealed and overcome (i.e. what bias-reducing strategies might be employed) in future trial-based economic evaluations in the field of health psychology.

Design: Narrative review discussing sources of bias in trial-based economic evaluations and bias-reducing strategies.

Results: We identified 11 biases and assigned them to a particular trial phase. A distinction is made between pre-trial biases, biases during the trial and biases that are relevant after the actual trial. All potential forms of bias are discussed in detail and strategies are shown to detect and overcome these biases.

Conclusion: In order to avoid bias in trial-based economic evaluations, one has to be aware of all the possible forms of bias. All stakeholders have to examine trial-based economic evaluations in a rigorous and stringent manner. This article can be helpful in this examination as it gives an overview of the possible biases which researchers should take into account.     

Limited generalisation of changes in attentional bias following attentional bias modification with the visual probe task

Although attentional bias modification (ABM) can change anxiety, recent studies failed to replicate such effects, possibly because the visual probe ABM failed to induce changes in attentional bias (AB). We investigated whether visual probe ABM generalised to different measures of AB besides the visual probe task (VPT), and thus whether ABM genuinely changes attentional processing. We trained participants (N?=?60) to either attend towards or away from angry facial expressions, and we examined training effects on the dot probe task, the exogenous cueing task, and the visual search task. We found a small change in AB in the VPT, but this effect did not transfer to the exogenous cueing task or the visual search task. Our study shows that ABM does not necessarily lead to generalised effects on AB. This finding can be explained by the poor psychometric properties of the AB measures.     

Modulation of the leniency bias in the discursive dilemma

We experimentally approach the discursive dilemma to gain insight into people's procedural appropriateness judgments. We relied on a vignette in which three people had formed opinions about two skills (premises) of a candidate to decide whether to hire her/him (conclusion). The dilemma arises when different outcomes (hire vs. not hire) are achieved depending on whether the majority opinion is independently considered for each premise or for the global conclusion of each judge. Participants were asked to choose the procedure they thought to be more appropriate to reach a decision. In Experiment 1, we found a leniency effect (a bias to prefer the aggregation procedure that led to hiring the candidate), which was reduced by introducing the participant as a juror with an exogenously provided negative opinion about the candidate's skills. In Experiment 2, we replicated the opinion effect, even when subjects did not participate as jury members. In Experiment 3, we found that the leniency bias was only reduced when participants' negative opinion was aligned with a majority of negative premises, but not with a majority of negative conclusions. We discuss present findings in terms of the identification of empirical regularities that may affect people's procedural legitimacy judgments.     

Sex bias in the diagnosis of personality disorders: A different approach

There has been considerable controversy regarding a possible sex bias in the diagnosis of personality disorders (PDs). However, prior research has at times confused a bias within clinicians who fail to adhere to the diagnostic criteria with a bias within the diagnostic criteria. Rather than assess whether females are more likely than males to be diagnosed with a respective disorder, the current study assesses whether the thresholds for the diagnosis of female-typed PDs are lower than the thresholds for male-typed PDs. Subjects completed two self-report inventories for the DSM-III-R personality disorders, and three inventories that assessed 30 aspects of personality dysfunction organized with respect to social dysfunction, occupational dysfunction, and personal distress. There was no indication that the diagnostic thresholds for personality disorders that occur more often in females is lower than the thresholds for the personality disorders that occur more often in males. The implications of these findings for the issue of sex biased diagnoses are discussed.     

On the power of the test for cluster bias

Cluster bias refers to measurement bias with respect to the clustering variable in multilevel data. The absence of cluster bias implies absence of bias with respect to any cluster‐level (level 2) variable. The variables that possibly cause the bias do not have to be measured to test for cluster bias. Therefore, the test for cluster bias serves as a global test of measurement bias with respect to any level 2 variable. However, the validity of the global test depends on the Type I and Type II error rates of the test. We compare the performance of the test for cluster bias with the restricted factor analysis (RFA) test, which can be used if the variable that leads to measurement bias is measured. It appeared that the RFA test has considerably more power than the test for cluster bias. However, the false positive rates of the test for cluster bias were generally around the expected values, while the RFA test showed unacceptably high false positive rates in some conditions. We conclude that if no significant cluster bias is found, still significant bias with respect to a level 2 violator can be detected with an RFA model. Although the test for cluster bias is less powerful, an advantage of the test is that the cause of the bias does not need to be measured, or even known.     

Physical and emotional stresses of technology on employees in the workplace

This article presents how today's technology permeates the planning, organizing, staffing, leading, and controlling functions of human resources management. Certain industries or occupations are more reliant on technology and thus impose more physical and emotional stressors on employees. The effects of physical stressors and the physical manifestations of emotional stressors can expose employers to additional liability. The authors make 8 propositions in this study and provide supporting research with additional information. How employers can be proactive by encouraging task‐focused coping with stress is also discussed.     

创伤后应激障碍个体对威胁刺激的注意偏向：眼动研究的证据

对威胁刺激的注意偏向是创伤后应激障碍(PTSD)个体的一种表现。近年来, 研究者利用眼动技术探讨了注意偏向的加工特点及其内在机制。尽管针对是否存在注意定向加速、注意解除困难或注意回避的研究结果并不一致, 但都试图为验证如警戒-回避模型、注意保持模型等提供眼动证据。未来研究在记录PTSD个体注视模式时, 不仅需要从多个维度构建、整合PTSD个体的眼动模型, 也要结合多种技术从多模态角度共同考察PTSD个体的威胁信息注意偏向机制。     

Ageing faces in ageing minds: A review on the own-age bias in face recognition

Similar to the well-established own-race bias, participants are more accurate at remembering own- relative to other-age faces. An own-age bias (OAB) in face memory was demonstrated in participants older than approximately 5 years. Crucially, the OAB is modulated by contact—participants with substantial contact with other-age persons show either reduced or absent OAB effects. In line with a perceptual expertise account of the phenomenon, holistic processing of other-age faces is less efficient when tested with young adult versus child faces, and differential holistic processing may therefore reflect one mechanism contributing to the OAB. A possible additional contribution of sociocognitive factors to the OAB remains largely untested. Importantly, event-related brain potential studies suggest that the own-race and own-age biases are based on at least partly different mechanisms. Theoretical explanations for different group-based biases in face memory will need to consider these findings.     

工作场所领导愤怒的有效性及其作用机制

领导愤怒(leader anger)作为最常见、最易被感受到的工作场所负面情绪之一, 对于改善工作关系、行为和绩效具有显著影响。然而, 已有文献关于领导愤怒阻碍还是促进领导有效性的观点存在许多争议, 对于领导愤怒为什么以及何种条件下影响领导有效性的问题尚不明确。在回顾工作场所领导愤怒概念起源和内涵特点的基础上, 从消极效应和积极效应双刃视角厘清了工作场所领导愤怒的有效性, 基于情绪即社会信息理论阐释了工作场所领导愤怒有效性的双路径中介机制, 并从个体/团队/组织三层面分析了领导愤怒有效性的边界条件。未来研究应从工作场所领导愤怒的概念和结构测量、事件前因和后果、中介机制、情境因素、研究方法和研究层面等方面进一步拓展。     

The Self‐Administered Witness Interview Tool (SAW‐IT): Enhancing witness recall of workplace incidents

Given the often crucial role of witness evidence in occupational health and safety investigation, statements should be obtained as soon as possible after an incident using best practice methods. The present research systematically tested the efficacy of a novel Self‐Administered Witness Interview Tool (SAW‐IT), an adapted version of the Self‐Administered Interview designed to elicit comprehensive information from witnesses to industrial events. The present study also examined the effect of schematic processing on witness recall. Results indicate that the SAW‐IT elicited significantly more correct details, as well as more precise information than a traditional incident report form. Contextual information about a worker's safety history biased the reports of participant witnesses, confirming that witnesses should be shielded from extraneous post‐event information prior to reporting. Importantly, these results demonstrate that the SAW‐IT can enhance the quality of witness reports.