Auditory Long term Memory: Repetition Priming of Voice Recognition

Two experiments examined repetition priming in the recognition of famous voices. In Experiment 1, reaction times for fame decisions to famous voice samples were shorter than in an unprimed condition, when voices were primed by a different voice sample of the same person having been presented in an earlier phase of the experiment. No effect of voice repetition was observed for non-famous voices. In Experiment 2, it was investigated whether this priming effect is voice-specific or whether it is related to post-perceptual processes in person recognition. Recognizing a famous voice was again primed by having earlier heard a different voice sample of that person. Although an earlier exposure to that person's name did not cause any priming, there was some indication of priming following an earlier exposure to that person's face. Finally, earlier exposure to the identical voice sample (as compared to a different voice sample from the same person) caused a considerable bias towards responding 'famous'-i.e. performance benefits for famous but costs for nonfamous voices. The findings suggestthat (1) repetition priming invoice recognition primarily involves the activation of perceptual representations of voices, and (2) it is important to determine the conditions in which priming causes bias effects that need to be disentangled from performance benefits.     

Relationships between time of day,day of the week,and positive mood: Exploring the role of the mood measure

This study examined the relationship between time of day, day of the week, and two measures of positive affect (PA). According to previous research and the circumplex model of affect, one scale was designed to assess the activation component of PA, and the other one measured the pleasantness aspect. Subjects rated their mood three times a day for 7 consecutive days. Consistent with our hypotheses, PA-Pleasantness showed a peak on the weekend, whereas PA-Activation remained stable throughout the week. Regarding time of day, maximum PA-Activation was reached in the afternoon. In contrast, the Pleasantness component of PA increased from morning to evening. Implications of these results as well as other findings concerning the differential content of PA measures are discussed regarding the fact that a certain scale is most appropriate and maximally valid for representing certain aspects of affective experience.We would like to thank two anonymous reviewers and the associate editor, Robert A. Baron, for their constructive comments on an earlier version of this article.     

Public acceptance of Covid-19 lockdown scenarios

By mid-March 2020, most countries had implemented nationwide lockdown policies aimed at decelerating the spread of SARS-CoV-2. At that time, nobody knew how long these policies would have to remain in force and whether they would have to be extended, intensified or made more flexible. The present study aimed to illuminate how the general public in Germany reacted to the prospect of increasing the length, the intensity and/or the flexibility of distancing rules implied by different lockdown scenarios. Endorsement of and compliance with five specific lockdown scenarios were assessed in a large (N = 14,433) German sample. Results showed that lockdown length affected respondents' reactions much more strongly than intensity or flexibility. Additional analyses (i.e., mixture distribution modelling) showed that half of the respondents rejected any further extensions or intensifications, while 20% would endorse long-term strategies if necessary. We argue that policy-makers and political communicators should take the public's endorsement of and compliance with such scenarios into account, as should simulations predicting the effects of different lockdown scenarios.     

Standing up for whom? Targets’ different goals in the confrontation of discrimination

We challenge the common interpretation of targets’ immediate confrontation in reaction to discrimination as self-serving behavior and propose different underlying motivations for this phenomenon. In five online scenario studies (N_overall = 1,447), we demonstrate across different samples and contexts that targets indicate a distinct pursuit of the following self-reported confrontation goals: individual-benefit (e.g., perpetrator apologizes); group-benefit (e.g., prejudice reduction); and distancing (e.g., demonstrating that one is different from typical group members). Furthermore, meaningful associations of the pursuits of individual-benefitting goals and group-benefitting goals with group identification, disidentification, and further collective action intentions indicate that they represent different confrontation motivations: Individual-benefitting confrontation serves to cope with the individual mistreatment of discrimination, whereas group-benefitting confrontation represents a form of collective action. Distancing goals were associated with disidentification and—unexpectedly—group identification. Our results show that the phenomenon of confrontation in reaction to discrimination can be the result of different underlying psychological processes.     

A combination of combat experience,early abduction,and severe traumatization fuels appetitive aggression and violence among abductees of rebel war in Northern Uganda

Individuals who perpetrate violence may likely perceive violence as appealing and infliction of violence to derive pleasure is termed as appetitive aggression. Individuals who were abducted as children into an armed group often experience a higher number of traumatic event types, that is traumatic load and are usually socialized in a violence-endorsing environment. This study aims to investigate the interaction between age at initial abduction with that of traumatic load, and their influence on appetitive aggression along with perpetration of violent acts by former members of an armed rebel group of both sexes. Semi-structured interviews were conducted among a target group of formerly abducted rebel-war survivors (including participants with and without combat experience) from Northern Uganda. Participants included 596 women and 570 men with N = 1,166 (M_age = 32.58, SD_age = 9.76, range: 18–80 years). We conducted robust linear regression models to investigate the influence of age at initial abduction, traumatic load, combat experience, and biological sex on appetitive aggression as well as their perpetrated violent acts. Our study shows, appetitive aggression and the number of perpetrated violent acts were specifically increased in individuals who were abducted young, experienced several traumatic events in their lifetime, and with previous combat experience. For perpetrated violence men showed increased levels whereas for appetitive aggression the association was independent of biological sex. Therefore, early abducted individuals with a higher traumatic load, who have combat experience, need to be given special intervention to prevent any further violence.     

Indicators of Affect Dynamics: Structure,Reliability, and Personality Correlates

Researchers are increasingly interested in the affect dynamics of individuals for describing and explaining personality and psychopathology. Recently, the incremental validity of more complex indicators of affect dynamics (IADs; e.g. autoregression) has been called into question (Dejonckheere et al., 2019), with evidence accumulating that these might convey little unique information beyond mean level and general variability of emotions. Our study extends the evidence for the construct validity of IADs by investigating their redundancy and uniqueness, split-half reliability based on indices from odd-numbered and even-numbered days, and association with big five personality traits. We used three diverse samples that assessed daily and momentary emotions, including community participants, individuals with personality pathology, and their significant others (total N = 1192, total number of occasions = 51 278). Mean and variability of affects had high reliability and distinct nomological patterns to big five personality traits. In contrast, more complex IADs exhibited substantial redundancies with mean level and general variability of emotions. When partialing out these redundancies by using residual variables, some of the more complex IADs had acceptable reliability, but only a few of these showed incremental associations with big five personality traits, indicating that IADs have limited validity using the current assessment practices. © 2020 The Authors. European Journal of Personality published by John Wiley & Sons Ltd on behalf of European Association of Personality Psychology     

Well‐Hidden Regularities: Abstract Uses of in and on Retain an Aspect of Their Spatial Meaning

Prepositions name spatial relationships (e.g., book on a table). But they are also used to convey abstract, non‐spatial relationships (e.g., Adrian is on a roll)—raising the question of how the abstract uses relate to the concrete spatial uses. Despite considerable success in delineating these relationships, no general account exists for the two most frequently extended prepositions: in and on. We test the proposal that what is preserved in abstract uses of these prepositions is the relative degree of control between the located object (the figure) and the reference object (the ground). Across four experiments, we find a continuum of greater figure control for on (e.g., Jordan is on a roll) and greater ground control for in (e.g., Casey is in a depression). These findings bear on accounts of semantic structure and language change, as well as on second language instruction.     

Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.     

On the dark side of work: a longitudinal analysis using self-determination theory

As the nature of work has changed in recent decades, employees are increasingly exposed to psychological demands in the workplace, which have associated consequences for employees, organizations, and society. Using self-determination theory, this study examined the dark side of work, in which frustration of basic psychological needs is associated with higher levels of work-related stress. In this model, work-related stress is associated with higher levels of somatic symptom burden, which in turn is associated with higher levels of emotional exhaustion, turnover intention, and absenteeism. Results of a longitudinal analysis using data from four time points over 15 months supported these predictions. Taken together, this study advances the literature towards an understanding of the (potential) detrimental impact that need-thwarting work contexts can have on employee wellness and work-related outcomes.