Entropy,visual diversity,and preference

The author reports relationships between subjective impressions of visual diversity or pleasure with statistical entropies of stimuli. The stimuli were 34 rows of houses that varied in color, scale, and shape, or in shape and articulation. Entropies ranged from 0.0 to 5.6 bits. Fifty-seven participants rated the stimuli on scales of pleasant/unpleasant and uniform/diverse. The relationship between rated diversity and entropy was strong and linear. The relationship between rated pleasure and entropy was either linear or asymptotic, but no evidence was found for an inverted U relationship.     

Estimating linear effects in ANOVA designs: The easy way

Research in cognitive science has documented numerous phenomena that are approximated by linear relationships. In the domain of numerical cognition, the use of linear regression for estimating linear effects (e.g., distance and SNARC effects) became common following Fias, Brysbaert, Geypens, and d'Ydewalle's (1996) study on the SNARC effect. While their work has become the model for analyzing linear effects in the field, it requires statistical analysis of individual participants and does not provide measures of the proportions of variability accounted for (cf. Lorch & Myers, 1990). In the present methodological note, using both the distance and SNARC effects as examples, we demonstrate how linear effects can be estimated in a simple way within the framework of repeated measures analysis of variance. This method allows for estimating effect sizes in terms of both slope and proportions of variability accounted for. Finally, we show that our method can easily be extended to estimate linear interaction effects, not just linear effects calculated as main effects.     

Bridging faultlines by valuing diversity: diversity beliefs, information elaboration, and performance in diverse work groups

Although there are numerous potential benefits to diversity in work groups, converging dimensions of diversity often prevent groups from exploiting this potential. In a study of heterogeneous decision-making groups, the authors examined whether the disruptive effects of diversity faultlines can be overcome by convincing groups of the value of diversity. Groups were persuaded either of the value of diversity or the value of similarity for group performance, and they were provided with either homogeneous or heterogeneous information. As expected, informationally diverse groups performed better when they held pro-diversity rather than pro-similarity beliefs, whereas the performance of informationally homogeneous groups was unaffected by diversity beliefs. This effect was mediated by group-level information elaboration. Implications for diversity management in organizations are discussed.     

Imposed and chosen monitoring and blunting strategies in the dental setting: Effects, self-efficacy, and coping preference

Abstract In the present study, 94 dental patients received either monitoring (i.e., paying attention) or blunting (i.e., distraction) coping instructions during treatment. Half of the patients were given the possibility of choice, whereas the other half were offered one of both strategies without choice. A majority of the patients (n=61) indicated that the intervention had resulted in a decrease of their anxiety. Some indications were found for the monitoring strategy to be more effective than the blunting strategy. More specifically, monitoring strategy subjects reported that they had experienced less distress during treatment than blunting strategy subjects. In agreement with this finding, self-efficacy ratings of monitoring strategy subjects were higher than those of blunting strategy subjects. Possibility of choice and coping preference had no substantial influence on effectiveness of the interventions.     

Sensation seeking,decision making styles,and preference for individual responsibility

Two scales were designed to measure respectively how people report they make plans and decisions; the Active/Decisive (AD) scale, and the degree to which they prefer environments that offer some type of personal initiative, personal freedom, and/or personal control; the Individual Responsibility (IR) scale. The results indicate that people can be differentiated in terms of being active/decisive and, to some degree, in terms of preferring environments that offer greater or lesser amounts of individual responsibility. Factor analysis of the AD scale indicated there are four distinct factors that correspond to four of the attributes that Peters and Waterman (1982) suggest characterize the planning and decision making styles of the executives of some of the top companies in the U.S. The AD scale was found to correlate 0.42 (P < 0.01) with Zuckerman's Sensation Seeking scale (SSSV) while the IR scale was found to correlate 0.24 (P < 0.01) with the SSSV scale. It is suggested that the trait of sensation seeking ‘prepares’ individuals to develop the active/decisive planning and decision making style as well as influences them to endorse the concept of ‘individual responsibility’.     

The aging decision maker: cognitive aging and the adaptive selection of decision strategies

Are older adults' decision abilities fundamentally compromised by age-related cognitive decline? Or can they adaptively select decision strategies? One study (N = 163) investigated the impact of cognitive aging on the ability to select decision strategies as a function of environment structure. Participants made decisions in either an environment that favored the use of information-intensive strategies or one favoring the use of simple, information-frugal strategies. Older adults tended to (a) look up less information and take longer to process it and (b) use simpler, less cognitively demanding strategies. In accordance with the idea that age-related cognitive decline leads to reliance on simpler strategies, measures of fluid intelligence explained age-related differences in information search and strategy selection. Nevertheless, both young and older adults seem to be equally adapted decision makers in that they adjust their information search and strategy selection as a function of environment structure, suggesting that the aging decision maker is an adaptive one.     

个体采纳与群体采纳：决策过程中的两类建议采纳行为

决策者借助外界的建议通常能够获得更好的决策结果, 但是个体和群体对待建议的态度和行为却不尽相同。基于已有研究, 阐述了个体和群体在建议采纳过程中的特点并分析了造成二者差异的因素, 主要包括二者在面对决策任务和外界建议时的不同表现。此外, 根据群体动力理论, 未来研究可以从群体的动力源因素(凝聚力, 驱动力, 耗散力)来解释和预测群体的建议采纳及其与个体建议采纳的差异, 以期为不同决策情景下决策人员的合理安排和配置提供参考。     

Think different: the merits of unconscious thought in preference development and decision making

The role of unconscious and conscious thought in decision making was investigated in 5 experiments. Because of the low processing capacity of consciousness, conscious thought was hypothesized to be maladaptive when making complex decisions. Conversely, unconscious thought was expected to be highly effective. In Experiments 1-3, participants were presented with a complex decision problem in which they had to choose between various alternatives, each with multiple attributes. Some participants had to make a decision immediately after being presented with the options. In the conscious thought condition, participants could think about the decision for a few minutes. In the unconscious thought condition, participants were distracted for a few minutes and then indicated their decision. Throughout the experiments, unconscious thinkers made the best decisions. Additional evidence obtained in Experiments 4 and 5 suggests that unconscious thought leads to clearer, more polarized, and more integrated representations in memory.     

The relationship between stress, hemispheric preference and decision making among managers

Previous studies have shown important effects of stress on decision making (DM). In addition, individuals differ in their relative activation of the left and right hemispheres (hemispheric preference; HP), with possible implications for DM. This study tested the relationship between stress, HP and their interaction, with DM in managers. We included a sample of 114 managers from Israel, Italy and France. Stress was inversely and significantly related to DM thoroughness (r=-.333), left-HP (r=-.24) and was positively correlated with instinctiveness DM (r=.25; all p<.05). Importantly, a stress×HP interaction accounted for an additional and significant 9% of the variance in thoroughness, beyond their main effects, nationality and gender. In this interaction, only in right HP managers, but not in left HP managers, stress was inversely correlated with thoroughness. A stress×HP interaction was not found for instinctiveness. Theoretically, our results advise investigating both situational (stress) and personal or biological (HP) factors in the job stress field. Practically, it can guide stress specialists to whom to provide scarce counseling resources of stress management, to improve workers' DM and well-being.     

Group versus individual decision making: An investigation of performance measures,decision strategies,and process losses/gains

The relative effectiveness of individual and group performance was investigated by employing three decision making strategies. Ignoring this consideration, group decisions were superior (p ⩽ .01) to individual averages, equal to the selected best individual decisions, and inferior to the actual best individual solutions (p ⩽ .05). The results indicated that the degree of process loss/gain and the relative performance of groups and individuals was significantly influenced by the dependent variable utilized and the decision making strategy employed.     

The relationship between stress,hemispheric preference and decision making among managers

Abstract

Previous studies have shown important effects of stress on decision making (DM). In addition, individuals differ in their relative activation of the left and right hemispheres (hemispheric preference; HP), with possible implications for DM. This study tested the relationship between stress, HP and their interaction, with DM in managers. We included a sample of 114 managers from Israel, Italy and France. Stress was inversely and significantly related to DM thoroughness (r=?.333), left-HP (r=?.24) and was positively correlated with instinctiveness DM (r=.25; all p<.05). Importantly, a stress×HP interaction accounted for an additional and significant 9% of the variance in thoroughness, beyond their main effects, nationality and gender. In this interaction, only in right HP managers, but not in left HP managers, stress was inversely correlated with thoroughness. A stress×HP interaction was not found for instinctiveness. Theoretically, our results advise investigating both situational (stress) and personal or biological (HP) factors in the job stress field. Practically, it can guide stress specialists to whom to provide scarce counseling resources of stress management, to improve workers’ DM and well-being.     

Modeling lexical decision: the form of frequency and diversity effects

What is the root cause of word frequency effects on lexical decision times? W. S. Murray and K. I. Forster (2004) argued that such effects are linear in rank frequency, consistent with a serial search model of lexical access. In this article, the authors (a) describe a method of testing models of such effects that takes into account the possibility of parametric overfitting; (b) illustrate the effect of corpus choice on estimates of rank frequency; (c) give derivations of nine functional forms as predictions of models of lexical decision; (d) detail the assessment of these models and the rank model against existing data regarding the functional form of frequency effects; and (e) report further assessments using contextual diversity, a factor confounded with word frequency. The relationship between the occurrence distribution of words and lexical decision latencies to those words does not appear compatible with the rank hypothesis, undermining the case for serial search models of lexical access. Three transformations of contextual diversity based on extensions of instance models do, however, remain as plausible explanations of the effect.     

Aging, emotion, and health-related decision strategies: motivational manipulations can reduce age differences

According to socioemotional selectivity theory, age-related constraints on time horizons are associated with motivational changes that increasingly favor goals related to emotional well-being. Such changes have implications for emotionally taxing tasks such as making decisions, especially when decisions require consideration of unpleasant information. This study examined age differences in information acquisition and recall in the health care realm. Using computer-based decision scenarios, 60 older and 60 young adults reviewed choice criteria that contained positive, negative, and neutral information about different physicians and health care plans. As predicted, older adults reviewed and recalled a greater proportion of positive than of negative information compared with young adults. Age differences were eliminated when motivational manipulations elicited information-gathering goals or when time perspective was controlled statistically. Implications for improving decision strategies in older adults are discussed.     

Psychologists' ethical responsibilities in Internet-based groups: issues, strategies, and a call for dialogue

How can psychologists participate ethically as facilitators, advisers, and peer members in Internet-based groups? The astonishing growth of Internet technology and on-line groups has outpaced the development of formal ethical guidelines for psychologists involved in on-line groups. This article provides an initial appraisal of psychologists' ethical responsibilities in discussion, support, and self-help groups that operate on the Internet and offers practical strategies for avoiding ethical problems. By presenting initial strategies and guidelines for ethical behavior in Internet-based groups, the authors hope to stimulate the field to further discuss and analyze these issues.     

Decision performance and diversity structure: Comparing faultlines in convergent,crosscut, and racially homogeneous groups

Group diversity structure (the composition of racial and job-function diversity) and pre-discussion decision effects on group decision accuracy were tested in three-person groups. Evidence supported the social categorization model and the notion of multiple faultlines (i.e., subgroup boundaries). Crosscut diversity structure, where racial and job-function subgroup boundaries are crossed, weakened faultlines, enhanced information sharing and improved decision-making. Our data also supported the common knowledge effect. Groups in which members made pre-discussion choices arrived at incorrect decisions consistent with majority members’ pre-discussion preferences, based on a biased subset of information. Crosscut groups in which members did not make pre-discussion choices performed the best. Analyses of video taped interactions and attitudes toward the group help to explain these differences. We discuss the implications for managing demographically diverse groups and for future research on the impact of various attributes of diversity in groups.     

Modern robust statistical methods: an easy way to maximize the accuracy and power of your research

Classic parametric statistical significance tests, such as analysis of variance and least squares regression, are widely used by researchers in many disciplines, including psychology. For classic parametric tests to produce accurate results, the assumptions underlying them (e.g., normality and homoscedasticity) must be satisfied. These assumptions are rarely met when analyzing real data. The use of classic parametric methods with violated assumptions can result in the inaccurate computation of p values, effect sizes, and confidence intervals. This may lead to substantive errors in the interpretation of data. Many modern robust statistical methods alleviate the problems inherent in using parametric methods with violated assumptions, yet modern methods are rarely used by researchers. The authors examine why this is the case, arguing that most researchers are unaware of the serious limitations of classic methods and are unfamiliar with modern alternatives. A range of modern robust and rank-based significance tests suitable for analyzing a wide range of designs is introduced. Practical advice on conducting modern analyses using software such as SPSS, SAS, and R is provided. The authors conclude by discussing robust effect size indices.