Altering attentional control settings causes persistent biases of visual attention

Attentional control settings have an important role in guiding visual behaviour. Previous work within cognitive psychology has found that the deployment of general attentional control settings can be modulated by training. However, research has not yet established whether long-term modifications of one particular type of attentional control setting can be induced. To address this, we investigated persistent alterations to feature search mode, also known as an attentional bias, towards an arbitrary stimulus in healthy participants. Subjects were biased towards the colour green by an information sheet. Attentional bias was assessed using a change detection task. After an interval of either 1 or 2 weeks, participants were then retested on the same change detection task, tested on a different change detection task where colour was irrelevant, or were biased towards an alternative colour. One experiment included trials in which the distractor stimuli (but never the target stimuli) were green. The key finding was that green stimuli in the second task attracted attention, despite this impairing task performance. Furthermore, inducing a second attentional bias did not override the initial bias toward green objects. The attentional bias also persisted for at least two weeks. It is argued that this persistent attentional bias is mediated by a chronic change to participants’ attentional control settings, which is aided by long-term representations involving contextual cueing. We speculate that similar changes to attentional control settings and continuous cueing may relate to attentional biases observed in psychopathologies. Targeting these biases may be a productive approach to treatment.     

后见之明研究综述

后见之明指后见判断(可得益于事件结果反馈的判断)与先见判断(不知晓事件结果时的判断)的系统差异,其研究范式大体可分为两类,假定型设计和记忆型设计。后见效应的研究,具有重大的理论价值和应用价值。文章对后见效应的研究范式、研究结果、及其有关理论进行了简要综述,并对其应用价值加以评述。     

抑郁患者的注意偏向

抑郁患者的注意偏向是抑郁认知研究中的重要问题。该文从研究范式、注意偏向特点及理论解释等方面进行了探讨,在研究范式上有Stroop范式、点探测任务和线索–靶子范式等,在抑郁患者注意偏向的特点上有对象为临床患者、需要阈上刺激、刺激内容针对抑郁患者和刺激强度不能太弱等,在理论解释上有注意成分、注意聚焦变窄、认知负荷和唤醒水平等,并对将来的研究方向进行了探讨     

认知加工偏向视野下的自尊研究

目前,关于自尊与认知相互作用关系的研究主要集中在认知加工偏向效应的探讨上。认知加工偏向效应的探索为自尊研究提供了一种全新的视角。该文以认知加工过程为脉络,重点介绍自尊的注意、记忆、解释加工偏向研究的实验范式和研究结果,并对其进行评价,以期为后来研究提供参考。     

组织认同与离职意向关系的元分析

本研究采用元分析方法探索了组织认同与离职意向的关系。通过文献搜索与筛选, 获得了59项研究和71个独立效应量, 共包含23180名被试。根据数据特点, 采用随机效应模型对两者关系进行了分析, 结果表明, 整体上组织认同与离职意向呈现高等程度的负相关(r = −0.453); 不同维度内容的组织认同测量工具、被试从事的行业类型对组织认同与离职意向的关系具有调节效应, 但不同认知结构的离职意向测量工具、文化背景的调节效应不显著。上述结果证明了组织认同对离职意向的影响作用, 同时, 也强调了科学研究中测量工具使用的科学性。     

Learning As Support For Organizational Innovation: Possibilities And Limitations

Abstract

The present article tells an intervention story where two collectives, from business and academia, came together to address a business problem through collaborative action research. Among other things, the project created new ways of learning and therefore, knowing about the “business problem.” The author argues that in order to talk about an organizational intervention in a learning context, it was helpful to focus observation at the level of practice, in this case the different learning practices brought to the project by the organization and the research group. The “scientific narrative” focuses on how the two practices interacted. The present story's plot revolves around the following questions: What happens when one collective—used to a particular style of learning—decides to engage with another collective with a different approach to learning and what are the consequences for organizational innovation?     

Antecedents and Consequences of Perceived Personal Gender Discrimination: A Study of Solicitors in Hong Kong

Informed by social identity theory, we developed a model to examine the antecedents and consequences of perceptions of personal gender discrimination. In the model, gender, gender identity, and perceived gender bias against women are considered as salient predictors of perceived personal gender discrimination, and organizational commitment and intentions to leave are considered as the outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of practicing solicitors in Hong Kong. We found that (a) women perceived more personal gender discrimination and gender bias against women than did men, (b) gender moderated the relationship between perceived gender bias against women and perceived personal gender discrimination, (c) the positive effect of gender bias against women on gender discrimination was more strongly positive for women than for men, and (d) perceived personal gender discrimination affected organizational commitment and intentions to leave. Theoretical and practical implications are discussed.     

A Comparative Analysis of Sport and Business Organizations: Factors Perceived Critical for Organizational Success

The purpose of the present investigation was to compare and contrast sport and business leaders' perceptions regarding what makes for a successful organization. Twenty sport ( N = 10) and business ( N = 10) leaders were interviewed and asked about their perceptions of organizational effectiveness in the area of group dynamics including (a) leadership, (b) group cohesion, and (c) communication. Using qualitative methods, results revealed more similarities than differences, with most sport and business leaders in agreement on the factors relating to organizational success. Specifically, all higher- and lower-order themes were identified by leaders in both areas, the emphasis simply being a matter of degree. Some of the more notable differences included business leaders putting more emphasis on being honest and being a reflective listener, whereas sport leaders emphasize interactions with others and having positive reinforcement in their communications. These similarities and differences are discussed in terms of the extant literature, and future directions for research are offered, such as investigating how to specifically enhance the transfer of skills and principles between sport and business settings.     

Analysis of four measures of positional bias within a multiple stimulus without replacement preference assessment

Positional bias is a pattern of responding to a specific location that can be influenced by response effort and/or prior learning history. Prior research on positional bias within stimulus preference assessments have focused primarily on its use in paired stimulus assessments due to the complex nature of the multiple stimulus without replacement (MSWO) preference assessment. The present study is a secondary data analysis that utilized four different methods to measure side and center bias in a MSWO preference assessment for 19 young children with autism spectrum disorder. Participants displayed varying degrees of biased responding but collectively engaged in minimal biased responding. This study includes an analysis of the four methodologies, discussion of general patterns of responding, and general recommendations for the application of these methodologies in future research.     

Emotion Perception Accuracy and Bias in Face-to-Face Versus Cyberbullying

ABSTRACT. The authors investigated the association of traditional and cyber forms of bullying and victimization with emotion perception accuracy and emotion perception bias. Four basic emotions were considered (i.e., happiness, sadness, anger, and fear); 526 middle school students (280 females; M age = 12.58 years, SD = 1.16 years) were recruited, and emotionality was controlled. Results indicated no significant findings for girls. Boys with higher levels of traditional bullying did not show any deficit in perception accuracy of emotions, but they were prone to identify happiness and fear in faces when a different emotion was expressed; in addition, male cyberbullying was related to greater accuracy in recognizing fear. In terms of the victims, cyber victims had a global problem in recognizing emotions and a specific problem in processing anger and fear. It was concluded that emotion perception accuracy and bias were associated with bullying and victimization for boys not only in traditional settings but also in the electronic ones. Implications of these findings for possible intervention are discussed.     

Validation of an interpretation bias assessment for body dissatisfaction

Currently, research on interpretation bias and body dissatisfaction is limited. The few experimental paradigms that have been used to explore this phenomenon utilized a method that may not accurately capture the nature of interpretation bias as explained by cognitive theory. The present study investigated the reliability and validity of a novel computerized assessment of interpretation bias (WSAP) for body dissatisfaction, which may more accurately reflect the cognitive processing involved in such bias by implementing the Word Sentence Association Paradigm (WSAP), a previously established method of measuring interpretation bias in other clinical populations. Undergraduate females (n = 214) completed the WSAP and other measures. Results indicate initial support for the WSAP as a valid, reliable measure of interpretation bias for body dissatisfaction. Although preliminary, this study contributes to the minimal research in this area and serves as the first psychometric investigation of the WSAP to measure such interpretation bias for body dissatisfaction.     

Ageism in Mental Health and Health Care: A Critical Review

Discussions of aging and mental health widely assume that ageism among mental health providers is an important factor limiting access to mental health services for older adults. Given the widespread citation of ageism as a problem, we critically review the history of the ageism construct, and evidence for its existence in both mental health and medical professionals. There is surprisingly little empirical evidence for age bias among mental health providers. Considerable evidence does suggest differential medical treatment for older adults in such diverse areas as physician–patient interaction, use of screening procedures, and treatment of varied medical problems, although it is unclear whether age bias accounts for these differences. We suggest that innovations in delivery of psychological services, such as collaborative medical/psychological care in primary care settings, may ultimately prove more useful in improving access to mental health services than efforts to combat ageism.     

决策评估中的结果偏差

结果偏差又称结果效应,它是发生在决策评估中的一种偏差式判断,即当决策结果与决策质量不存在实质性联系时,评估者仍根据结果信息评估决策质量.针对这一判断谬误的产生根源,研究者们提出了认知解释和申辩模型.结果偏差的影响因素主要包括动机、情境因素和评估手段等.基于先前研究存在的问题和不足,今后的研究应着眼于改进研究手段,理清与其他现象的关系并提出有效的应对策略.     

When “decoy effect” meets gender bias: The role of choice set composition in hiring decisions

A large body of research has found evidence that hiring decisions are frequently subject to strong gender bias and has explored factors that help to predict and prevent such a bias from occurring. In this paper, we explore a novel factor that has received only little attention: the composition of the choice set. Drawing on prior research on the attraction effect of decoys in consumer choice and personnel decisions, we posit that when decision makers need to decide whether to hire a male or a female applicant for a stereotypically male position, the presence of a third applicant whose profile is asymmetrically dominated by one of the two applicants can in many circumstances strongly increase the odds that the male applicant will be selected, but will not be beneficial for the female applicant. We test our hypotheses in five experimental studies with different designs, experimental settings, and participant pools—including managers with professional experience in hiring decisions. Our results provide robust evidence demonstrating the strong effects of choice set composition on the emergence of gender bias. In addition, we found that the presence of asymmetrically dominated applicants makes decision makers more confident in their biased decisions and more likely to implement them immediately without searching for further information. Finally, our results also provide some initial evidence that our results for stereotypically male positions will be reversed when hiring decisions are made for stereotypically female positions where the presence of decoys instead gives an advantage to female over male applicants.     

攻击者的注意偏向与归因偏向及其关系

在攻击者的认知偏向中,注意偏向与归因偏向尤为引人注目。攻击者常偏向于注意敌意性的刺激,并会对模棱两可的情境作出敌意性的解释。二者的关系存在注意优先模型与解释优先模型两种可能性,注意优先模型认为注意过程先于解释过程,解释优先模型则相反。两种假设各有论据支持,而攻击者注意偏向与归因偏向的关系尚无定论。今后的研究当改进实验方法、运用多种技术从理论和应用两方面更深入地探讨攻击者的这二种偏向及其关系。     

A model-based standardization approach that separates true bias/DIF from group ability differences and detects test bias/DTF as well as item bias/DIF

A model-based modification (SIBTEST) of the standardization index based upon a multidimensional IRT bias modeling approach is presented that detects and estimates DIF or item bias simultaneously for several items. A distinction between DIF and bias is proposed. SIBTEST detects bias/DIF without the usual Type 1 error inflation due to group target ability differences. In simulations, SIBTEST performs comparably to Mantel-Haenszel for the one item case. SIBTEST investigates bias/DIF for several items at the test score level (multiple item DIF called differential test functioning: DTF), thereby allowing the study of test bias/DIF, in particular bias/DIF amplification or cancellation and the cognitive bases for bias/DIF.This research was partially supported by Office of Naval Research Cognitive and Neural Sciences Grant N0014-90-J-1940, 4421-548 and National Science Foundation Mathematics Grant NSF-DMS-91-01436. The research reported here is collaborative in every respect and the order of authorship is alphabetical. The assistance of Hsin-hung Li and Louis Roussos in conducting the simulation studies was of great help. Discussions with Terry Ackerman, Paul Holland, and Louis Roussos were very helpful.     

Not all effect sizes are the same: Comments on Holden (2008)

Despite the common belief that response bias is a significant moderator of psychological tests in field settings, these biases have been notoriously difficult to identify. Holden (2008) has recently presented evidence suggesting this paradox may at least in part be explained by problems inherent to the use of moderated regression with self-report indicators of response bias. His article offers an innovative proposal for understanding a central issue in applied test use. However, the conclusions drawn about both moderated regression and the general validity of response bias indicators are open to alternative explanations. It would be premature to assume these factors are important contributors to the ephemeral character of response bias effects.     

Belief bias is stronger when reasoning is more difficult

Three studies examine the influence of varying the difficulty of reasoning on the extent of belief bias, while minimising the possibility that the manipulation would influence the way participants approach the task. Specifically, reasoning difficulty was manipulated by making variations in problem content, while maintaining all other aspects of the problems constant. In Study 1, 191 participants were presented with consistent and conflict problems varying in two levels of difficulty. The results showed a significant influence of problem difficulty on the extent of the belief bias, such that the effect of belief was more pronounced for difficult problems. This effect was stronger in Study 2 (73 participants) where the difference in the difficulty of the problems was purposely accentuated. The results of both studies stress the importance of controlling for problem difficulty when studying belief bias. Study 3 examined one consequence of this, i.e., the classic belief vs. logic interaction could be eliminated by manipulating problem difficulty. Theoretical implications for dual-process accounts of belief bias are also discussed.     

注意偏向训练对社交焦虑的干预：方法、效果与机制

社交焦虑障碍是最普遍且难于治疗的精神障碍之一。大量研究发现, 注意偏向训练可以有效缓解社交焦虑。研究者从自我报告、结构化评估、生理记录等方面考察发现, 接受了注意偏向训练的社交焦虑个体其注意偏向、生理唤醒和脑神经活动发生变化并且社交焦虑症状有所缓解。注意偏向训练对社交焦虑的干预机制可能是因为训练提升了个体对威胁性刺激的注意解除能力。今后的研究可以进一步明确注意偏向训练干预社交焦虑的效果与机制, 拓宽评估注意偏向训练效果的手段, 并探索其对社交焦虑干预的长期效果和对其它心理疾病的作用。     

Monkey see,monkey do: The effect of social influence on selective‐exposure bias

Selective‐exposure bias refers to the tendency to predominantly seek out attitude‐consistent information and avoid attitude‐inconsistent information. Although researchers have proposed and tested several underlying psychological factors that might contribute to this tendency, the potential role of social influence has not been addressed. In the present research, we address this issue. In four experiments (total N = 645), participants’ selective‐exposure bias was significantly reduced when the bias was portrayed as non‐normative (vs. normative). In Experiment 4, we obtained evidence for the possibility that this social‐norm manipulation could result in effects on attitudes through information selection. Overall, this research contributes novel evidence for the effect of social influence on selective‐exposure bias.