Eyewitness identification in simultaneous and sequential lineups: an investigation of position effects using receiver operating characteristics

For decades, sequential lineups have been considered superior to simultaneous lineups in the context of eyewitness identification. However, most of the research leading to this conclusion was based on the analysis of diagnosticity ratios that do not control for the respondent’s response criterion. Recent research based on the analysis of ROC curves has found either equal discriminability for sequential and simultaneous lineups, or higher discriminability for simultaneous lineups. Some evidence for potential position effects and for criterion shifts in sequential lineups has also been reported. Using ROC curve analysis, we investigated the effects of the suspect’s position on discriminability and response criteria in both simultaneous and sequential lineups. We found that sequential lineups suffered from an unwanted position effect. Respondents employed a strict criterion for the earliest lineup positions, and shifted to a more liberal criterion for later positions. No position effects and no criterion shifts were observed in simultaneous lineups. This result suggests that sequential lineups are not superior to simultaneous lineups, and may give rise to unwanted position effects that have to be considered when conducting police lineups.     

Cognitive Lie Detection: Response Time and Consistency of Answers as Cues to Deception

Purpose  The purpose of this study was to test a new cognitive lie detection method, time restricted integrity confirmation (Tri-Con), which uses response time and inconsistencies across answers as cues to deception. Design/methodology/approach   Data were obtained from two samples of students enrolled in psychology classes (n = 96 for Experiment 1, n = 99 for Experiment 2). The experimental task required students to lie or tell the truth to questions probing biodata under time restriction. The foci of questions (such as Academics or Employment History) were chosen because of their relevance to participants’ lives. Findings  Tri-Con was able to distinguish between truth tellers and liars after controlling for individual differences. In one experiment, liar-truth teller classification accuracies reached 89%. Mean response times and answer consistency can be used to distinguish those who lie from those who tell the truth. Implications  Research on cognitive-based lie detectors, such as Tri-Con, hold the potential for developing reliable and valid methods of screening out employees likely to engage in misconduct and providing deceptive answers to screening questions. A cognitive lie detector would constitute a paradigm shift away from the polygraph, and could be used in tandem with integrity tests. Originality/value   This study was a preliminary test of a cognitive lie detection method based on a model of cognitive events (the Activation-Decision-Construction model) when people answer questions deceptively. It constitutes a step in translating laboratory-based cognitive research into applied technologies for the real world detection of lying, including lying that occurs during pre-employment screening. Received and reviewed by former editor, George Neuman.     

学习、笔画和线索注视时间对汉字知觉干扰效应的影响

采用经高斯模糊技术处理的汉字,以命名为任务,实验一考察了事先学习以及笔画数、实验二考察了笔画数和线索注视时间对干扰效应的影响.结果发现:1.无论是否学习,汉字识别均存在于扰效应;2.无论汉字笔画多少均存在干扰效应;3.模糊线索的注视时间足够长久之后不再影响干扰效应.这些结果似乎表明当激活超过一定水平时,和汉字激活水平有关的因素对知觉干扰效应不再起作用.     

Predictors of volitional personality change in younger and older adults: Response surface analyses signify the complementary perspectives of the self and knowledgeable others

Goals to change personality traits have been linked to self-rated Big Five traits. Extending previous research, we investigated the associations between change goals and diverse personality characteristics (e.g., self-esteem), other-rated Big Five traits, and self-other agreement in an age-heterogeneous sample (N = 378). Results replicated previous associations of change goals with age and self-rated traits. Additionally, change goals were stronger when others rated a person’s traits as low and when self-other agreement about traits was greater for extraversion, agreeableness, and conscientiousness. Associations of additional personality characteristics with change goals diminished when we controlled for the Big Five traits. We conclude that goals to change personality traits primarily reflect the perspective of the self and, for some traits, of knowledgeable others.