Reasoning and normative beliefs: not too sophisticated

Does reasoning to a certain conclusion necessarily involve a normative belief in support of that conclusion? In many recent discussions of the nature of reasoning, such a normative belief condition is rejected. One main objection is that it requires too much conceptual sophistication and thereby excludes certain reasoners, such as small children. I argue that this objection is mistaken. Its advocates overestimate what is necessary for grasping the normative concepts required by the condition, while seriously underestimating the importance of such concepts for our most fundamental agential capacities. Underlying the objection is the observation that normative thoughts do not necessarily cross our minds during reasoning. I show that proponents of the normative belief condition can accommodate this observation by taking the required normative belief to guide the reasoning process and offer a novel account of what such guidance consists in.     

Affective,normative, and continuance commitment levels across cultures: A meta-analysis

With increasing globalization of business and diversity within the workplace, there has been growing interest in cultural differences in employee commitment. We used meta-analysis to compute mean levels of affective (AC; K = 966, N = 433,129), continuance (CC; K = 428, N = 199,831), and normative (NC; K = 336, N = 133,277) organizational commitment for as many as 54 countries and nine geographic regions, and used cultural values/practices from the Hofstede (2001), Schwartz (2006), and GLOBE (House, Hanges, Javidan, Dorfman, & Gupta, 2004) taxonomies to account for observed variance. We found that cultural values/practices explained the greatest amount of variance in NC, followed by AC; they did not explain variance in CC. When economic indicators were controlled, Schwartz's value orientations accounted for the most incremental variance, particularly in NC. We provide country-level normative data for the three components of commitment and discuss the implications of our findings for multi-national organizations as well as for companies employing individuals with varying cultural backgrounds.     

"It's not my fault--but only I can change it": counterfactual and prefactual thoughts of managers

In testing for the self-serving bias in performance evaluation, the authors propose that comparing managers' counterfactual and prefactual thoughts about subordinates' performance is more conclusive than the attributional approach and also offers practical advantages. In a study with 120 managers, a 4-way interaction of subordinate performance, temporal perspective, direction, and reference confirmed the predicted pattern. Managers' thoughts about how a weak performance could have been enhanced had external references, but thoughts about how such a performance could be enhanced in the future focused on the leader. This asymmetry was only observed for weak performance. Results are discussed with regard to biases in leaders' performance evaluations and to how counter- and prefactual thoughts could be used for leadership research and practice.     

Affective and normative commitment to organization,supervisor, and coworkers: Do collectivist values matter?

Employees’ commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the “cultural hypothesis” which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.     

The combined influence of affective, continuance and normative commitment on employee withdrawal

In a sample of 288 hospital nurses, commitment profiles were compared to turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job stress. Five empirically-derived commitment profiles emerged: highly committed, affective-normative dominant, continuance-normative dominant, continuance dominant, and uncommitted. Results indicated that the most positive work outcomes were associated with the affective-normative dominant profile which included lower turnover intentions and lower levels of psychological stress. There were no differences among the commitment groups for lateness, and unexpectedly, the continuance-normative dominant group had the lowest levels of absenteeism. It was suggested that future research focus on the combined influence of commitment on work outcomes.     

From bad to worse: Relationship commitment and vulnerability to partner imperfections

Having a satisfying romantic relationship is not always feasible, particularly as one discovers less‐than‐perfect partner characteristics. It is suggested that less committed couple members are more vulnerable to negative partner characteristics than are highly committed couple members. Forty‐one dating couples individually indicated their commitment level, were randomly assigned to receive positive‐ or negative‐false feedback about the partner’s personality, and indicated their postmanipulation satisfaction and uncertainty levels. Negative partner feedback affected the satisfaction of less committed but not highly committed individuals. Feeling uncertain about the relationship mediated less committed couple members’ increased vulnerability to negative partner information. The association between uncertainty and commitment was curvilinear and stronger under conditions of relationship threat. Self‐esteem did not predict responses to threat.     

It's not my fault: when and why attributions to prejudice protect self-esteem

This study tested the hypothesis that awareness of the possibility of being a target of discrimination can provide individuals with a means of self-esteem protection when they are faced with negative outcomes. Men and women contemplated being rejected from a course due to sexism, personal deservingness, or an exclusively external cause. Regardless of gender, participants in the sexism condition blamed themselves less, attributed the rejection less to internal causes, and anticipated feeling less depressed than those in the personal deservingness condition. Furthermore, the more participants discounted the rejection--blamed it more on discrimination than themselves--the less depressed emotions they anticipated feeling. Discounting did not buffer participants from feeling hostility or anxiety. These findings advance our understanding of when and why attributions to prejudice protect emotional well-being.     

The problem of relapse in stuttering: Some thoughts on what might cause it and how to deal with it

Bloodstein recently wrote that “the most vital part of science is not accurate measurement or the insistence on empiricism. It is an attitude of inquiry into the how and why of things” [Bloodstein, O. Foreword. In: Maintenance of Fluency (E. Boberg ed.). New York: Elsevier, 1981, p. vii]. In the paper below, I present some unsubstantiated and no doubt controversial thoughts on the how and why of relapse in stuttering. The overall thrust of these thoughts is that stutterers have different propensities to stutter because of the inherent variability in their speech production systems. For this reason, for therapy to have long-range success, stutterers must learn to accept and deal with the inherent variability in their speech production mechanisms.     

Getting it wrong about Miranda rights: false beliefs, impaired reasoning, and professional neglect

Television and other media inundate Americans with innumerable yet fragmentary examples of Miranda warnings; however, familiarity born of repeated exposures cannot be equated with accuracy or understanding. The intended purpose of these warnings is to inform and caution rather than to pacify and reassure--a purpose that cannot be realized when most custodial suspects assume that they already know everything the law insists they should be told. Painstakingly negotiated Constitutional safeguards are further imperiled when attorneys, judges, and forensic evaluators are lulled into complacency by the commonly held misconception that everyone understands their Miranda rights. This article elucidates certain false beliefs and misapprehensions regarding Miranda comprehension and identifies widespread neglect of these issues by the professional community. (PsycINFO Database Record (c) 2011 APA, all rights reserved).     

Truthmakers and ontological commitment: or how to deal with complex objects and mathematical ontology without getting into trouble

What are the ontological commitments of a sentence? In this paper I offer an answer from the perspective of the truthmaker theorist that contrasts with the familiar Quinean criterion. I detail some of the benefits of thinking of things this way: they include making the composition debate tractable without appealing to a neo-Carnapian metaontology, making sense of neo-Fregeanism, and dispensing with some otherwise recalcitrant necessary connections.     

It's only a dream if you wake up: Young adults' achievement expectations,opportunities, and meritocratic beliefs

The present paper examines university graduates' beliefs about how meritocratic socioeconomic status (SES) attainment in U.S. society is for themselves (merit agency beliefs) and for most other people (merit societal beliefs), and how these distinct beliefs are differentially associated with labour market experiences and achievement‐goal attitudes and expectations in the aftermath of the Great Recession. Data from a 10‐month longitudinal study of 217 graduates from the 2013 class of a large public U.S. university were analysed using multilevel modelling. The results indicate that most participants optimistically expected to attain upward social mobility. Furthermore, participants' merit agency beliefs were reflective of their labour market prospects and experiences, and calibrated their achievement‐goal attitudes and expectations. However, participants' merit societal beliefs were not associated with these labour market experiences and achievement‐goal attitudes and expectations. The distinction between merit agency beliefs and merit societal beliefs may be motivationally beneficial by allowing individuals to continue striving toward the uncertain long‐term goal pursuit of upward social mobility despite the short‐term struggles and setbacks many young adults are likely to experience in the aftermath of the Great Recession.     

Rejection sensitivity,complaint‐related communication,and relational satisfaction: A mediation analysis

This study examines the links among rejection sensitivity (RS), communication about complaints, and relational satisfaction in intimate relationships. A total of 260 individuals completed an online survey through Amazon Mechanical Turk. RS was positively associated with complaint avoidance and negatively associated with positive politeness and negative politeness when voicing complaints. Furthermore, RS had indirect associations with relational satisfaction, partially mediated through complaint avoidance and positive politeness. The results of this study suggest that communicating complaints openly to one's partner, in concert with positive politeness (i.e., affirming the partner while voicing complaints), may help serve as a buffer against relational dissatisfaction associated with RS.     

Marital commitment,communication and marital satisfaction: An analysis based on actor–partner interdependence model

Marital commitment and satisfaction are known to be closely related, but only limited research has examined the asymmetric interaction patterns between spouses. In this paper, the authors study 400 Chinese couples and find that communication mediates the relationship between marital commitment and marital satisfaction. Using the actor–partner interdependence model, they find that wives and husbands show asymmetric associations for marital commitment, communication and satisfaction. Specifically, compared with husbands, wives are more attuned to the path from marital commitment to marital satisfaction via communication. Implications and limitations are discussed.     

If it is easy to remember,then it is not secure: Metacognitive beliefs affect password selection

In this research, we applied current theories of metacognition to study computer security and tested the idea that users' password selection is affected by the metacognitive belief that if a password is memorable, then it is not secure. In two experiments, different types of eight‐character passwords and longer, more secure sentences were presented. Participants rated perceived memorability and perceived security of the passwords and indicated whether they would use them in a critical and in a noncritical service. The results confirmed the belief. Sentences that are in fact highly secure and perceived as highly memorable were also perceived as weak passwords. The belief strongly affected password selection for critical services, but it had no effect on noncritical services. In sum, long sentences are a particularly interesting type of password because they meet both security and memorability criteria, but their use is limited by a false belief.     

Predicting performance and performance satisfaction: mindfulness and beliefs about the ability to deal with social barriers in sport

This research investigates the role of beliefs about the ability to deal with specific social barriers and its relationships to mindfulness, football performance, and satisfaction with one's own and team performance. Study 1 aimed at eliciting these social barriers. Study 2 tested (i) whether self-efficacy referring to social barriers would predict performance over and above task-related self-efficacy and collective efficacy and (ii) the mediating role of self-efficacy to overcome social barriers in the relationship between mindfulness and performance. Participants were football (soccer) players aged 16–21 years (Study 1: N = 30; Study 2: N = 101, longitudinal sample: n = 88). Study 1 resulted in eliciting 82 social barriers referring to team, peer leadership, and coaches. Study 2 showed that task-related self-efficacy and collective efficacy explained performance satisfaction at seven-month follow-up, whereas self-efficacy referring to social barriers explained shooting performance at seven-month follow-up. Indirect associations between mindfulness and performance were found with three types of self-efficacy referring to social barriers, operating as parallel mediators. Results provide evidence for the role of beliefs about the ability to cope with social barriers and show a complex interplay between different types of self-efficacy and collective efficacy in predicting team sport performance.     

Anxiety sensitivity index: normative data and its differentiation from trait anxiety

In the present study we report: (1) normative data on the Spanish version of the Anxiety Sensitivity Index (ASI); and (2) empirical evidence related to differentiation between the constructs of anxiety sensitivity and trait anxiety. A sample of 390 university students (ranging in age from 18 to 34 years) completed the ASI and Spielberger's Trait Anxiety Scale (STAI-T). The means and standard deviations for the Spanish version of the ASI are similar to the ones reported by Peterson and Reiss (Anxiety Sensitivity Index Manual, 2nd edition. Worthington, OH: International Diagnostic Systems, 1992) for the English version. Factor analysis of the joint ASI and STAI-T items yielded two different factors; the STAI-T items load onto one factor (i.e., the trait anxiety factor) and the ASI items load onto the other factor (i.e., the anxiety sensitivity factor). Findings provide empirical support for validation of the Spanish ASI and are consistent with a construct distinction between anxiety sensitivity and trait anxiety.     

Long ago it was meant to be: the interplay between time, construal, and fate beliefs

Fate means that an event was meant to be, that is, predetermined by prior unseen forces. Most people believe in fate, which seems at odds with similarly pervasive beliefs that alternative past actions would have brought about different circumstances (i.e., counterfactual beliefs). Two experiments revealed that construal level accounts for the relative plausibility of fate versus counterfactual explanations. Construal was manipulated in Experiment 1, such that goal pursuits framed in abstract ("why?") as opposed to concrete ("how?") terms heightened fate but not counterfactual attributions. Extending this finding, Experiment 2 showed that fate judgments were higher for temporally distant than recent past events, an effect mediated by construal perceptions. Neither counterfactual nor luck judgments varied with temporal distance. These findings help to explain how individuals explain complicated yet meaningful life events while extending the reach of Trope and Liberman's (2003) construal-level theory.