Stimulus and response conflict processing during perceptual decision making

Encoding and dealing with conflicting information is essential for successful decision making in a complex environment. In the present fMRI study, stimulus conflict and response conflict are contrasted in the context of a perceptual decision-making dot-motion discrimination task. Stimulus conflict was manipulated by varying dot-motion coherence along task-relevant and task-irrelevant dimensions. Response conflict was manipulated by varying whether or not competing stimulus dimensions provided evidence for the same or different responses. The right inferior frontal gyrus was involved specifically in the resolution of stimulus conflict, whereas the dorsal anterior cingulate cortex was shown to be sensitive to response conflict. Additionally, two regions that have been linked to perceptual decision making with dot-motion stimuli in monkey physiology studies were differentially engaged by stimulus conflict and response conflict. The middle temporal area, previously linked to processing of motion, was strongly affected by the presence of stimulus conflict. On the other hand, the superior parietal lobe, previously associated with accumulation of evidence for a response, was affected by the presence of response conflict. These results shed light on the neural mechanisms that support decision making in the presence of conflict, a cognitive operation fundamental to both basic survival and high-level cognition.     

Holistic thinking and air traffic controllers' decision making in conflict resolution

When facing potential conflicts, whether to make interventions is an important decision for air traffic controllers and vital for aviation safety and efficiency. While many task-related factors in influencing such decisions have been identified, the large portion of individual differences has remained insufficiently explained. This paper proposes that controllers with a more holistic thinking style will be more likely to make interventions because they envision more uncertainties in the system which can lead to a higher level of perceived risk and a greater likelihood to take proactive measures. To test these hypotheses, forty-two licensed controllers were invited to complete a questionnaire measuring holistic thinking style and later a conflict detection/resolution task. Multilevel regression analyses showed that (1) when the real risk level (the minimum lateral distance between two converging aircraft) dropped, controllers who think more holistically still tended to maintain a higher risk perception level (perceived likelihood of aircraft collision in the future) which lead to a higher intervention ratio and (2) even when real and perceived risk levels were controlled, those who think more holistically were more likely to make interventions. These findings are discussed with reference to literature in cognitive style, risk perception and workload management. Potential implications for personnel selection and training are also discussed.     

A comparative test of work-family conflict models and critical examination of work-family linkages

This paper is a comprehensive meta-analysis of over 20 years of work-family conflict research. A series of path analyses were conducted to compare and contrast existing work-family conflict models, as well as a new model we developed which integrates and synthesizes current work-family theory and research. This new model accounted for 40% of the variance in job satisfaction, 38% of the variance in family satisfaction, and 35% of the variance in life satisfaction. In a critical examination of work-family linkages, a series of analyses excluding work-family conflict constructs and pathways resulted in a well-fitting and more parsimonious model that still accounted for 39% of the variance in job satisfaction, 37% of the variance in family satisfaction, and 33% of the variance in life satisfaction. Results indicate that direct effects drive work-family conflict models while indirect effects provide little incremental explanation in regards to satisfaction outcomes.     

The potential conflict between clinical and judicial decision making heuristics.

The Gudjonsson Suggestibility Scale (GSS; Gudjonsson, 1984) was introduced as a tool for identifying suspects who are at risk of making false confessions. High GSS-scores indicate a greater risk of making false confessions. Recently, some authors have claimed that low GSS-scores can be used to support the credibility of recovered memories. This new application broadens the use of the GSS in two ways. First, low GSS-scores are considered to possess diagnostic value. Second, the GSS is advocated as a practical tool in clinical settings. This article critically evaluates such a clinical application of the GSS. Our main argument has to do with the incompatibility of basic clinical and judicial decision making heuristics. Psychotherapists, and other medical professionals, should base their decisions on different parameters than judicial professionals. Compared to judicial heuristics, clinical heuristics can be characterized as more empathetic, less critical, and less conservative. Given these differences, clinical conclusions (including those about the accuracy of recovered memories) cannot be easily translated into judicial decisions. If they do enter the judicial domain, these conclusions may lead to dubious forensic decisions.     

Antecedents and outcomes of work-family conflict: testing a model of the work-family interface.

A comprehensive model of the work-family interface was developed and tested. The proposed model extended prior research by explicitly distinguishing between work interfering with family and family interfering with work. This distinction allowed testing of hypotheses concerning the unique antecedents and outcomes of both forms of work-family conflict and a reciprocal relationship between them. The influence of gender, race, and job type on the generalizability of the model was also examined. Data were obtained through household interviews with a random sample of 631 individuals. The model was tested with structural equation modeling techniques. Results were strongly supportive. In addition, although the model was invariant across gender and race, there were differences across blue- and white-collar workers. Implications for future research on the work-family interface are discussed.     

A meta-analytic review of work-family conflict and its antecedents

This meta-analytic review combines the results of more than 60 studies to help determine the relative effects of work, nonwork, and demographic and individual factors on work interference with family (WIF) and family interference with work (FIW). As expected, work factors related more strongly to WIF, and some nonwork factors were more strongly related to FIW. Demographic factors, such as an employee’s sex and marital status, tended to relate weakly to WIF and FIW. Overall the analysis supports the notion that WIF and FIW have unique antecedents, and therefore, may require different interventions or solutions to prevent or reduce their occurrence. Lastly, the analysis suggests that demographic variables, such as sex and marital status, are alone poor predictors of work-family conflict. Researchers are advised to attend to more finely grained variables that may more fully capture employees’ likelihood of experiencing work-family conflict.     

Consensus, clinical decision making, and unsettled cases

The model of clinical ethics consultation (CEC) defended in the ASBH Core Competencies report has gained significant traction among scholars and healthcare providers. On this model, the aim of CEC is to facilitate deliberative reflection and thereby resolve conflicts and clarify value uncertainty by invoking and pursuing a process of consensus building. It is central to the model that the facilitated consensus falls within a range of allowable options, defined by societal values: prevailing legal requirements, widely endorsed organizational policies, and professional standards of practice and codes of conduct. Moreover, the model stipulates that ethics consultants must refrain from giving substantive recommendations regarding how parties to a moral disagreement in the clinic should evaluate their options. We argue that this model of CEC is incomplete, because it wrongly assumes that what counts as the proper set of allowable options among which the parties are to deliberate will itself always be clearly discernible. We illustrate this problem with a recent case on which one of us consulted-a neonate born with trisomy 18 (T18). We try to show that law, policy, and standards of practice reveal no clear answer to the question posed by the case: namely, whether forgoing gastrostomy tube feedings for a baby with T18 is allowable. We suggest there may be other kinds of cases in which it may simply be unsettled whether a given choice falls within the set of allowable options within which consensus is to be facilitated. What should an ethicist do when confronting such unsettled cases? We agree with the facilitation model that an ethicist should remain neutral among the allowable options, when it is clear what the allowable options are. But, in unsettled cases, the role of a consultant should be expanded to include a process of moral inquiry into what the allowable options should be. We end by raising the issue of whether this means an ethicist should share his or her own conclusions or views about the allowability of a given clinical option.     

Considering the role of personality in the work-family experience: Relationships of the big five to work-family conflict and facilitation

Using a national, random sample (N=2130), we investigated the relationship between each of the Big Five personality traits and conflict and facilitation between work and family roles. Extraversion was related to greater facilitation between roles but was not related to conflict, whereas neuroticism was related to greater conflict but only weakly related to facilitation. Conscientiousness was related to less conflict, presumably reflecting efficient time use and organizational skills. In general, conflict was negatively related to work-family outcomes (e.g., lower job and family effort and satisfaction) whereas facilitation was positively related to the same outcomes. Conflict and facilitation were shown, however, to be orthogonal rather than opposite constructs. Implications for work-family theory, for the understanding of personality traits, and for enhanced responsibilities of organizations are discussed.     

Organizational justice and stress: the mediating role of work-family conflict

This study examined the relationship between organizational justice and stress and whether work-family conflict was a mediator of the relationship. Distributive, procedural, interpersonal, and informational injustice were cast as stressors to explore their relationships with the stress levels of 174 faculty members employed at 23 U.S. universities. The results revealed that procedural and interpersonal justice had the strongest relationships with stress, and that these effects were mediated by work-family conflict. The presence of justice seemed to allow participants to better manage the interface of their work and family lives, which was associated with lower stress levels. These results were observed even when controlling for job satisfaction and the presence of organizational work-family policies.     

Hospital restructuring, work-family conflict and psychological burnout among nursing staff

Abstract This study examined work-family conflict, family-work conflict and psychological burnout among nursing staff during a time of hospital restructuring and downsizing. Data were collected from 686 hospital-based nurses, the vast majority women. Nurses reported significantly greater work-family conflict than family-work conflict. Personal demographics but not downsizing and restructuring stressors predicted family-work conflict; downsizing and restructuring stressors but not personal demographics predicted work-family conflict. Restructuring stressors and both work-family conflict and family-work conflict were associated with higher levels of psychological burnout.     

Hospital restructuring,work-family conflict and psychological burnout among nursing staff

Abstract

This study examined work-family conflict, family-work conflict and psychological burnout among nursing staff during a time of hospital restructuring and downsizing. Data were collected from 686 hospital-based nurses, the vast majority women. Nurses reported significantly greater work-family conflict than family-work conflict. Personal demographics but not downsizing and restructuring stressors predicted family-work conflict; downsizing and restructuring stressors but not personal demographics predicted work-family conflict. Restructuring stressors and both work-family conflict and family-work conflict were associated with higher levels of psychological burnout.     

Knowledge management in decision making and decision support

A knowledge-oriented view of decisions and decision making is introduced, as a complement to classical perspectives and as a contribution of under-standing computer-based possibilities for relaxing strains on decision makers. This perspective includes a model of knowledge management activities performed by a decision maker and a taxonomy of knowledge types. It leads to a characterization of decision-support-system purpose, traits, and potentials that offers a basis for new research into computer-based possibilities for knowledge management. Clyde W. Holsapple holds the Rosenthal Endowed Chair in Management Information Systems and is Professor of Decision Science and Information Systems at the College of Business and Economics, University of Kentucky.     

Consumer decision making in low‐income families: The case of conflict avoidance

• This paper explores consumer decision making in low‐income families. The focus is on the issue of conflict avoidance within the family when making consumption choices. Whereas previous studies have focused on conflict resolution strategies, this paper considers the ways in which families prevent conflict from arising in the first instance. These include individual control in purchasing and budgeting decisions, giving in to the requests of children and ensuring open communication about the family's financial situation. Importantly, the connections between the poverty narrative and the family decision making narrative are considered as the decision making strategies employed are not only aimed at avoiding conflict but also making experiences of poverty more manageable.

Copyright © 2009 John Wiley & Sons, Ltd.     

Numeracy and decision making

A series of four studies explored how the ability to comprehend and transform probability numbers relates to performance on judgment and decision tasks. On the surface, the tasks in the four studies appear to be widely different; at a conceptual level, however, they all involve processing numbers and the potential to show an influence of affect. Findings were consistent with highly numerate individuals being more likely to retrieve and use appropriate numerical principles, thus making themselves less susceptible to framing effects, compared with less numerate individuals. In addition, the highly numerate tended to draw different (generally stronger or more precise) affective meaning from numbers and numerical comparisons, and their affective responses were more precise. Although generally helpful, this tendency may sometimes lead to worse decisions. The less numerate were influenced more by competing, irrelevant affective considerations. Analyses showed that the effect of numeracy was not due to general intelligence. Numerical ability appears to matter to judgments and decisions in important ways.     

Decision making styles and progress in occupational decision making

This study provides a reexamination of the role of different decisional strategies in facilitating progress in occupational decision making. Although the assumptions that a rational decision making style is the preferred mode of vocational functioning has been endorsed in a variety of career theories and interventions, there has been conflicting evidence about the validity of this assumption. To examine the role of different decisional approaches in the progress of making an occupational decision, the rational, intuitive, and dependent decision making style scores of 71 undergraduate students were used to predict progress in occupational decision making. The results of the regression analyses failed to provide support for the assumption that a rational style is the most effective in accomplishing this careerrelated task, but indicated strong support for the conclusion that the use of dependent decisional strategies is damaging, particularly in early stages of the decisional process.     

Group decision process and incrementalism in organizational decision making

In two studies examining resource allocation, support is found for the notion that group decisions are affected in systematic ways depending on whether or not there was individual consideration of the problem before meeting as a group. Specifically, compared to no prior consideration groups, prior consideration groups (1) escalate their commitment more in progress (i.e., ongoing) decisions, and (2) are less willing to concentrate resources on a single project in adoption (i.e., resource utilization) decisions. The findings challenge the blanket assertion that promoting divergent views in a group decision context is always related to better decisions.     

Do conflict management styles affect group decision making? Evidence from a longitudinal field study

This study examined the relationship between group conflict management styles and effectiveness of group decision making in 11 ongoing, naturally occurring workgroups from 2 large U.S. organizations. The major postulate of the study was that groups develop norms regarding how they will manage conflicts that carry over to affect other activities, such as decision making, even when these activities do not involve open conflict. To determine the impact of conflict management style on decision effectiveness, a longitudinal design was used that identified conflict management styles in the initial portion of each team's series of meetings and then analyzed a group decision taken in a meeting near the end of that series. Group conflict management styles were determined using observational methods, and decision effectiveness was measured using multiple indices that tapped member, facilitator, and external observer viewpoints. Task complexity also was considered as a possible moderating variable. The findings suggest that groups that developed integrative conflict management styles made more effective decisions than groups that utilized confrontation and avoidance styles. Groups that never developed a stable style were also less effective than groups with integrative styles.     

Time and decision making in humans

Decision making requires evaluating alternatives that differ on a number of attributes. During this evaluation process, selection of options depends on the duration of the options, the duration of the expected delay for realizing the options, and the time available to reach a decision. This article reviews the relationship between time and decision making in humans with respect to this evaluation process. Moreover, the role of psychological time, as compared with physical time, is accentuated. Five topics have been selected that illustrate how time and mental representations of time affect decision making. These are (1) the duration of options, (2) temporal decision making, (3) the time between having made a decision and experiencing the consequences of that decision, (4) the temporal perspective of decision makers, and (5) the duration of the decision process. The discussion of each topic is supplemented by suggestions for further research. It is shown that psychological time is often neglected in human decision making but seems to play an important role in the making of choices.     

Productive conflict in group decision making: genuine and contrived dissent as strategies to counteract biased information seeking

Decision-making groups in organizations are often expected to function as a “think tank” and to perform “reality testing” to detect the best alternative. A biased search for information supporting the group's favored alternative impairs a group's ability to fulfill these requirements. In a two-factorial experiment with 201 employees and managers from various economic and public organizations, genuine and contrived dissent were investigated as counterstrategies to biased information seeking. Genuine dissent was manipulated by forming three-person groups whose members either all favored the same alternative individually (homogeneous groups) or consisted of a minority and a majority faction with regard to their favored alternative (heterogeneous groups). Contrived dissent was varied by the use or nonuse of the “devil's advocacy” technique. The results demonstrate that heterogeneity was more effective in preventing a confirmatory information-seeking bias than devil's advocacy was. Confidence was identified as an important mediator. Implications for the design of interventions aimed at facilitating reality testing in group decision making are discussed.     

Health, supervisory support, and workplace culture in relation to work-family conflict and synergy

This research examined health, supervisory support, and workplace culture as predictors of work interfering with family, family interfering with work, and work-family synergy. The analysis of data from 2,796 respondents from the 2002 National Study of the Changing Workforce yielded significant relations among measures of mental health, self-rated health, supervisory support, and work-family culture with a focus on career concerns. Support was found for a measure of work-family synergy. Implications and directions for research are discussed.