GROUP COMMUNICATION AND PROBLEM-SOLVING EFFECTIVENESS: AN INVESTIGATION OF GROUP PHASES

The present study sought to determine whether “successful” problem-solving groups can be distinguished from “unsuccessful” problem-solving groups on the basis of the phases that characterize their problem-solving discussion. The results, while based on a limited sample of nine groups, provide strong evidence to indicate that no single uniform sequence of phases is necessarily associated with either “successful” or “un-successful” group problem-solving. Rather, the study found that both “successful” and “unsuccessful” groups take their own unique “paths” to solving their problems, perhaps depending on the conditions and circumstances present at critical points in the problem-solving process. Interestingly, however, while the study discovered that there are several different sequences of phases associated with both “successful” and “unsuccessful” group problem-solving, a comparison of those different sequences revealed one general difference. Specifically, it was discovered that “successful” groups tend to begin their discussion by attempting to analyze the problem before attempting to search for a viable solution to it, while “unsuccessful” groups tend to begin the discussion by immediately attempting to search for a viable solution to the problem before attempting to analyze the problem.     

Social anxiety and receptivity to interpersonal evaluation

Reactions to interpersonal evaluation were investigated among subjects chronically low and high in social anxiety, or shyness. Both groups of subjects expressed more positive affect after receiving favorable than after receiving unfavorable evaluations, supporting a “self-esteem” prediction. However, support for a “self-consistency” viewpoint was also found. In particular, low social anxiety individuals expressed more negative affect (anger) following negative than following positive feedback, while high social anxiety individuals expressed more unpleasant affect (distress) following positive than following negative interpersonal feedback. Additionally, low social anxiety subjects were alone in derogating the accuracy of negative feedback; high social anxiety individuals were indiscriminate in rating the two types of feedback as equally accurate. The role of interpersonal evaluation in the maintenance of social anxiety was discussed briefly.     

Parenting profiles of academic and racial socialization: Associations with academic engagement and academic self-beliefs of African American adolescents

In addition to being involved and encouraging their youth academically, many African American caregivers also employ socialization practices that prepare their adolescents for entering into a school system where they will be an ethnic minority or be taught by predominantly non-minority educators. The purpose of the current investigation was to fill existing gaps in the literature by examining two dimensions of parental socialization practices: academic socialization (parent school involvement and academic encouragement) and racial socialization (cultural pride, preparation for bias, and egalitarian messages). Additionally, this study examined how the identified profiles are associated with African American adolescents' academic outcomes (academic engagement and academic self-beliefs). A latent profile analysis was utilized to analyze data on 140 African American adolescent participants (M = 12.4; SD = 1.13; 56% female). Profiles that were identified included (a) academic socializers, (b) low race salient socializers, (c) preparation for bias socializers, (d) unengaged socializers, (e) multifaceted socializers, and (f) race salient socializers. Although there was no demographic (age, gender, SES) variation in profile membership, there were some differences in academic engagement and adolescents' academic-self beliefs. Findings highlight the importance of examining how academic and racial socialization work together and their association with adolescents' academic outcomes. Implications are discussed for school psychologists and educators.     

Continuum between Relational and Therapeutic Models of Self-help in Mental Health: A Qualitative Approach

Self-help groups are generally described as “group[s] composed of individuals who meet on a regular basis to help one another cope with a life problem” (APA, 2019). Yet, it is challenging to find a univocal definition of self-help groups. Scholars usually use different labels to highlight various features of self-help groups, suggesting the need for further inquiry regarding commonalities and differences. The level of professional involvement is one of the most disputed factors influencing whether a group is considered to belong to the “self-help family.” The present qualitative study aimed to understand how professional support in Tuscany, Italy can influence the organizational choices of these groups (place for meetings, admission criteria, timing, etc.), as well as the personal beliefs of members. The study included 17 self-help groups. During 13 focus groups meetings, 92 participants were interviewed; then, we individually interviewed 19 facilitators and six additional key informants from mental health settings. We used a grounded theory approach, and we discussed the emerging models with participants at a public event. Results show the emergence of two theoretical models to define self-help groups, not to be interpreted as mutually exclusive. The “relational model” refers to self-help groups whose main feature is to guarantee the acquisition of specific skills (social comparison skills, active listening, and empathy), while the “therapeutic model” seems to represent a kind of assimilation of other types of interventions.     

Are supervisors and coworkers likely to witness employee counterproductive work behavior? An investigation of observability and self–observer convergence

Supervisor and coworker ratings (i.e., “observer ratings”) remain a common manner of measuring counterproductive work behavior (CWB) despite long‐standing doubts that observers have the opportunity to witness the work behaviors they are expected to rate. We conducted 2 studies that evaluated the observability of CWB items and consequences of observability. First, we show that many CWBs are unlikely to be witnessed by supervisors or coworkers—specifically, behaviors such as “spends too much time fantasizing or daydreaming instead of working” and “discussed confidential company information with an unauthorized person” were found to be lowest in observability, whereas “cursed at someone at work” or “acted rudely toward someone at work” were relatively higher in observability (though observability was generally low). Second, a meta‐analysis revealed variability in item‐level relationships (correlations and mean differences) between self‐ratings and observer ratings for specific CWB scale items (i.e., items from Bennett & Robinson, 2,000). Important, this variability was partially explained by observability—behaviors with low self–observer convergence tend to have low levels of observability, whereas behaviors with higher levels of convergence tend to have higher levels of observability. This study demonstrates that supervisor and coworker ratings of CWB may be susceptible to an observability bias resulting from rating behaviors they have not likely witnessed.     

Symmetry and asymmetry in interpersonal relations--with implications for the concept of projection

This paper first reviews evidence for some proposals about interpersonal relations These relations tend to be “symmetrical” or “asymmetrical”—i.e, involve similar or dissimilar characteristics for the two parties—depending on what the characteristics are. Certain characteristics (eg., love-hate) are—and are perceived to be—symmetrical, and others (eg, dominance-submission) asymmetrical The implications are then illustrated for the concept of projection A process of attributing to others characteristics that “explain” one's own would account for symmetrical projection for certain characteristics and asymmetrical projection for others This reformulation can provide a simpler and more unified account for cases that are traditionally treated separately as “supplementary” and “complementary” projection     

Age and Reactions To Task Characteristics

A survey using two sample groups examined the differences between older and younger employees in the levels of satisfaction derived from an “enriched” job. The findings of the second sample tend to refute popular stereotypes that suggest that older employees place more importance on extrinsic rewards (that is, high pay and job security) than do younger employees.     

Diverse Supernatural Portfolios: Certitude,Exclusivity, and the Curvilinear Relationship Between Religiosity and Paranormal Beliefs

Studies have attempted to understand the association between more conventional supernatural (religious) beliefs and practices and less conventional “paranormal” supernatural beliefs. Some have posited that the two comprise incompatible cultural spheres and belief systems, while others have argued that supernatural religious beliefs are “small steps” toward less conventional paranormal views (such as belief in astrology and telekinesis). We build upon recent scholarship outlining a more nuanced, nonlinear relationship between religiosity and paranormal beliefs by identifying a specific niche of believers who are particularly likely to dabble in unconventional supernatural beliefs. Strong believers in the paranormal tend to be characterized by a nonexclusive spiritualist worldview, as opposed to materialist or exclusive religious outlooks. Paranormal believers tend to be characterized by moderate levels of religious belief and practice, and low levels of ideological exclusivity. In general, the relationship between more conventional religiosity and paranormal beliefs is best conceptualized as curvilinear.     

Understanding “Zoom fatigue”: A mixed-method approach

Video conference meetings, which became frequent during the COVID-19 pandemic, might result in exhaustion (so-called “Zoom fatigue”). However, only little is known about “Zoom fatigue,” the objective characteristics shaping it, and the subjective experiences eliciting this phenomenon. Gaining this knowledge is critical for understanding work life during the pandemic. Study 1, a within-person quantitative investigation, tested whether video conferences are exhausting and if objective characteristics (i.e. meeting size, meeting duration, and the presence of the supervisor) moderate “Zoom fatigue”. Employees from Germany and Israel (N = 81) participated in a 2-week study, with meetings nested within persons (n = 988). Results showed that video conferences are exhausting—more than meetings held through other media. However, objective characteristics did not moderate this relationship. In Study 2, qualitative data from Germany and Israel (N = 53) revealed employees' subjective experiences in video conferences that may lead to “Zoom fatigue”. These include, for example, experiences of loss and comparison with the “good old times” before the pandemic. Employees suggested ways to mitigate “Zoom fatigue,” particularly, better management of meetings by leaders. Our results provide empirical support for “Zoom fatigue” and suggest which subjective experiences elicit this phenomenon, opening directions for research and practice.     

Positive Mental Health and Facilitative Genuineness During Counseling

This study was undertaken to determine if the scales on the Personal Orientation Inventory (POI), a measure of positive mental health, could effectively discriminate between two groups of counselors with respect to ability to communicate the therapeutic condition of facilitative genuineness within counseling relationships. Results disclosed that 7 of the 12 scales of the POI significantly differentiated between the “high genuineness” and “low genuineness” groups. Findings suggest that counselor education programs should focus more directly upon providing personal growth experiences for students of counseling.     

Beethoven’s last piano sonata and those who follow crocodiles: Cross-domain mappings of auditory pitch in a musical context

Though auditory pitch is customarily mapped in Western cultures onto spatial verticality (high–low), both anthropological reports and cognitive studies suggest that pitch may be mapped onto a wide variety of other domains. We collected a total number of 35 pitch mappings and investigated in four experiments how these mappings are used and structured. In particular, we inquired (1) how Western subjects apply Western and non-Western metaphors to “high” and “low” pitches, (2) whether mappings applied in an abstract conceptual task are similarly applied by listeners to actual music, (3) how mappings of spatial height relate to these pitch mappings, and (4) how mappings of “high” and “low” pitch associate with other dimensions, in particular quantity, size, intensity and valence. The results show strong agreement among Western participants in applying familiar and unfamiliar metaphors for pitch, in both an abstract, conceptual task (Exp. 1) and in a music listening task (Exp. 2), indicating that diverse cross-domain mappings for pitch exist latently besides the common verticality metaphor. Furthermore, limited overlap between mappings of spatial height and pitch height was found, suggesting that, the ubiquity of the verticality metaphor in Western usage notwithstanding, cross-domain pitch mappings are largely independent of that metaphor, and seem to be based upon other underlying dimensions. Part of the discrepancy between spatial height and pitch height is that, for pitch, “up” is not necessarily “more,” nor is it necessarily “good.” High pitch is only “more” for height, intensity and brightness. It is “less” for mass, size and quantity. We discuss implications of these findings for music and speech prosody, and their relevance to notions of embodied cognition and of cross-domain magnitude representation.     

Measuring Happiness and Overall Life Satisfaction: A Danish Survey Experiment on the Impact of Language and Translation Problems

The paper addresses language and translation problems in the most typical measures of happiness and overall life satisfaction in international surveys using an experimental design. In the experiment, randomly selected groups of Danish university students answered questionnaires in English and Danish, respectively. We found significant differences in the answers on both indices. As such, it was confirmed that the term “happy” is not the same in English and Danish. In Danish the word is similar to the German word “glücklich” which seems to refer to something stronger than just being “happy”. Perhaps more surprisingly, we also found a significant difference between the answers on “overall life satisfaction”, indicating that the answers given in Danish are too high as compared to the English ones. The differences are large enough to argue that such simple tests should be conducted before ranking countries in terms of these two well-established indices of subjective well-being.     

“The Group Knobe Effect”: evidence that people intuitively attribute agency and responsibility to groups

In the current paper, we present and discuss a series of experiments in which we investigated people’s willingness to ascribe intentions, as well as blame and praise, to groups. The experiments draw upon the so-called “Knobe Effect”. Knobe [2003. “Intentional action and side effects in ordinary language.” Analysis 63: 190–194] found that the positiveness or negativeness of side-effects of actions influences people’s assessment of whether those side-effects were brought about intentionally, and also that people are more willing to assign blame for negative side-effects of actions than they are to assign praise for positive side-effect of actions. Building upon this research, we found evidence that the positiveness or negativeness of side-effects of group actions influences people’s willingness to attribute intentions to groups (Experiment 1a), and that people are more willing to assign blame to groups for negative side-effects of actions than they are to assign praise to groups for positive side-effects of actions (Experiment 1b). We also found evidence (Experiments 2a, 2b, 3 and 4) that the “Group Knobe Effect” persists even when intentions and blame/praise are attributed to groups non-distributively, indicating that people tend not to think of group intentions and group blame/praise in distributive terms. We conclude that the folk are collectivist about group intentions, and also about the blameworthiness and praiseworthiness of groups.     

Differential cerebral involvement in the cognitive functioning of bilinguals

The cognitive processing strategies of two groups of French-English bilinguals were studied by means of an auditory Stroop test designed to evaluate cerebral hemispheric involvement. An “early bilingual” group were bilingual before the age of 5, and a “late bilingual” group were bilingual after the age of 10. Stimuli were words uttered in pitches that were related to word meanings either congruently (as in the word “high” uttered in a high pitch) or incongruently (the word “haute” uttered in a low pitch). In one condition, subjects were to differentiate low from high pitches, disregarding meaning, while in a second condition, they were to disregard pitch and respond to word meanings. Measures of field independence were also taken. Results of data analyses suggest that male early bilinguals—the most field independent subgroup—process meaning efficiently in both cerebral hemispheres, but process pitch better in the right hemisphere. However, male late bilinguals and female bilinguals, both early and late, process meaning more rapidly in the right cerebral hemisphere and pitch equally rapidly in both hemispheres. The findings are interpreted as reflecting hemisphere-based strategy and sex differences in information-processing by the two bilingual groups.     

社会支配倾向研究述评

社会支配倾向是社会支配理论中的一个概念,它反映了个体期望内群体优于和支配外群体的程度。高社会支配倾向者偏好加大不同群体间的阶层差异,并期望优势群体更多地支配劣势群体;低社会支配倾向者偏好缩小不同群体间的阶层差异以增加社会平等,并期望优势群体更少地支配劣势群体。因此,社会支配倾向会影响社会不平等的程度,并可以被用来解释偏见的形成。性别和群体地位等情境因素会对社会支配倾向产生影响,而且社会支配倾向与个体间的支配也是有关系的     

使用加工分离程序对低地位群体内\外群体偏爱的研究

使用加工分离程序（PDP）,以50名农村籍大学生为被试, 采用2（群体：外群体、内群体）×2（特质词效价：积极、消极）×2（加工：意识加工、无意识加工）混合设计,研究了低地位群体对内群体以及高地位外群体偏爱的内隐特征。在本研究情境中发现：农村大学生在提取城市群体积极特质词比消极特质词时的无意识加工更显著;而提取农村群体的积极和消极特质词时,无意识加工的贡献没有显著差异。说明低地位群体成员对外群体有内隐偏爱,对内群体却不存在内隐偏爱。     

Hemisphere differences in an auditory Stroop test

In an auditory Stroop test, right-handed subjects were required to judge the pitch of the following stimuli: two pure tones, one at a high frequency and one at a low frequency; two congruent words, “high,” sung at the high frequency, and “low,” sung at the low frequency; and two noncongruent words, “high” at low frequency and “low” at high frequency. A sequence of these stimuli was presented monaurally first to one ear, and then to the other. The Stroop effect (the difference between mean RT to congruent words, and mean RT to noncongruent words) was larger for right ear (left hemisphere) presentation. The same experiment was repeated dichotically with a competing message presented to the opposite ear. Again, the Stroop effect was larger for the right ear, and the ear differences were slightly more marked. The result is interpreted as reflecting hemispheric specialization for linguistic and nonlinguistic processing and a model of Stroop conflict in which response competition varies with the relative availability of the conflicting response.

     

Regulatory mode and willingness to increase retirement savings contributions

This study examined how two self‐regulatory modes, locomotion and assessment, relate to the willingness to increase retirement savings. Locomotion is concerned with making things happen (“just do it”). Assessment is concerned with critical evaluation (“do the right thing”). We hypothesized that individuals who score high (vs. low) in locomotion, but not those who score high (vs. low) in assessment, would be more willing to increase their savings for retirement. In addition, because high (vs. low) assessment can lead to doing the right thing in terms of seeking to maximize economic returns, we hypothesized that combining high locomotion with high assessment would especially motivate willingness to increase retirement savings. We found support for both hypotheses from a survey of university employees.     

Joint Effects of Corporate Positions and Prospects on Perceptions of Business Ethics Among Japanese Students: A Reflection of Collectivistic Cultures1

This study was designed to account for inconsistencies between past research indicating that executives in general are more ethically oriented than employees. The reality in Japan's society is that it has been mostly top executives who violate business ethics. Japanese students (N = 201) assumed that they were “executives” or “employees” in a manufacturing company, and their company had “high” or “low” financial prospects. The high‐prospect executives were most ethically oriented, while the low‐prospect executives were least ethically oriented. Ethical orientation did not change across the two prospect conditions for the employees. The findings are interpreted in terms of ethical dissonance created by dual pressures from acceptance of Western global ethical standards and strength of indigenous collectivistic ethical standards.