Evaluating a humane alternative to the bark collar: Automated differential reinforcement of not barking in a home‐alone setting

The aim of this study was to develop a humane alternative to the traditional remote devices that deliver punishers contingent on home‐alone dog barking. Specifically, we evaluated the use of remote delivery of food contingent on intervals of not barking during the pet owner's absence. In Experiment 1, 5 dogs with a history of home‐alone nuisance barking were recruited. Using an ABAB reversal design, we demonstrated that contingent remote delivery of food decreased home‐alone barking for 3 of the dogs. In Experiment 2, we demonstrated that it is possible to thin the differential‐reinforcement‐of‐other‐behavior (DRO) schedule gradually, resulting in a potentially more acceptable treatment. Our results benefit the dog training community by providing a humane tool to combat nuisance barking.     

The Interaction Between Conscientiousness and General Mental Ability: Support for a Compensatory Interaction in Task Performance

Journal of Business and Psychology - We propose a compensatory interactive influence of conscientiousness and GMA in task performance such that conscientiousness is most beneficial to performance...     

Secret Agent Society: A Randomized Controlled Trial of a Transdiagnostic Youth Social Skills Group Treatment

Group programs are key for targeting social skills (SS) for children with developmental disorders and/or mental illness. Despite promising evidence regarding efficacy of group treatments, there are several limitations to current research regarding generalizability and effectiveness across diagnoses. This randomized control trial assessed whether the Secret Agent Society (SAS) group program was superior to treatment as usual (TAU) in improving social-emotional functioning for children with Attention Deficit-Hyperactivity Disorder (ADHD), Autism Spectrum Disorder (ASD), and/or anxiety. Eighty-nine youth (8–12) with ADHD, ASD, and/or an anxiety disorder receiving treatment at hospital-based outpatient clinics were randomized to receive SAS (n?=?47) or TAU (n?=?42) over a three-month period, at which point TAU participants were offered the SAS intervention. Parent report showed significant improvement in Emotion Regulation (ER) and Social Skills (SS) for youth in SAS vs. TAU (Fs?≥?6.79, ps?≤?01). Gains for the SAS condition were maintained at 6-months. Intent-to-treat analysis of teacher report indicated youth in SAS had positive gains in SS (F?=?0.41, p?=?0.475) and ER (F?=?0.99, p?=?0.322), though not significantly better than youth in TAU. Clinically reliable improvement rates were significantly higher for SAS participants than TAU for parent and teacher reported SS and ER. Improvements were significant for youth with single and comorbid diagnoses. Results suggest that SAS was superior to TAU in improving SS and ER for youth aged 8–12 with ADHD, ASD, and/or anxiety. Gains maintained in the medium-term. Trial registration number NCT02574273, registered 10/12/2015.

     

Correction to: A psychophysiological investigation of mourning: There are two sides to the story

Motivation and Emotion -     

The psychology of diversity and its implications for workplace (in)equality: Looking back at the last decade and forward to the next

In this British Psychological Society (BPS) landmark paper, we employ an evidence synthesis approach to review the broad range of diversity research published in BPS journals between 2011 and 2021. By focusing on research that investigates stereotypes associated with, and discrimination towards, minority and minoritized groups, we seek to provide readers with a better understanding of the dynamics of a diverse workforce and, going forward, to facilitate the efforts of the psychology research community towards building a body of work that meaningfully addresses workplace inequalities. We thematically analyse and synthesize 25 articles, which fall into four interconnected themes: identity development and management; negative stereotypes, prejudice, and discrimination; working in a diverse team; and the broader organizational environment. Highlighting key strengths of this work and areas for future development, we note the absence of overarching theoretical debates and discussions that might facilitate the development of an on-going narrative across diversity-related research published within BPS journals. We outline a future research agenda to bridge methodological divides and to connect with diversity literatures in related disciplines such as human resource development (HRD), human resource management (HRM), and organization studies. In so doing, we advocate for psychologists to move beyond a solely individualistic perspective and instead recognize and account for the context within which diversity-related processes take place.     

An old problem: how can we distinguish between conscious and unconscious knowledge acquired in an implicit learning task?

A long lasting debate in the field of implicit learning is whether participants can learn without acquiring conscious knowledge. One crucial problem is that no clear criterion exists allowing to identify participants who possess explicit knowledge. Here, we propose a method to diagnose during a serial reaction time task those participants who acquire conscious knowledge. We first validated this method by using Stroop-like material during training. Then we assessed participants’ knowledge with the Inclusion/Exclusion task (Experiment 1) and the wagering task (Experiment 2). Both experiments confirmed that for participants diagnosed as having acquired conscious knowledge about the underlying sequence the Stroop congruency effect disappeared, whereas for participants not diagnosed as possessing conscious knowledge it only slightly decreased. In addition, both experiments revealed that only participants diagnosed as conscious were able to strategically use their acquired knowledge. Thus, our method allows to reliably distinguish between participants with and without conscious knowledge.     

Attentional disengagement in adults with Williams syndrome

Williams syndrome (WS) is a neurodevelopmental disorder characterized by a distinctive behavioral and cognitive profile, including widespread problems with attention. However, the specific nature of their attentional difficulties, such as inappropriate attentional allocation and/or poor attentional disengagement abilities, has yet to be elucidated. Furthermore, it is unknown if there is an underlying difficulty with the temporal dynamics of attention in WS or if their attentional difficulties are task-dependent, because previous studies have examined attention in established areas of deficit and atypicality (specifically, visuospatial and face processing). In this study, we examined attentional processing in 14 adults with WS (20–59 years) and 17 typically developing controls (19–39 years) using an attentional blink (AB) paradigm. The AB is the decreased ability to detect a second target when it is presented in close proximity to an initial target. Overall, adults with WS had an AB that was prolonged in duration, but no different in magnitude, compared with typically developing control participants. AB performance was not explained by IQ, working memory, or processing speed in either group. Thus, results suggest that the attention problems in WS are primarily due to general attentional disengagement difficulties rather than inappropriate attentional allocation.     

Examination of Gender-role Portrayals in Television Advertising across Seven Countries

This study examined the roles of cultural (Hofstede??s Masculinity value dimension??i.e., Gender of Nations), country-level (Gender-related Development Index), and execution-level (product type or gender of the typical user) factors in understanding gender-role portrayals in television advertising. Using content analysis methodology, we compared the gender and occupation of the prominent character and the gender of the voice-over across 2,608 television commercials in Brazil, Canada, China, Germany, South Korea, Thailand, and the United States. Results of regression analyses revealed that cultural and country factors predicted the gender of the voice-over only whereas product type consistently conformed with the gender of the prominent character. Overall, males were featured in prominent visual and auditory roles, while females were still portrayed in stereotypical ways.     

After the deal: Talk, trust building and the implementation of negotiated agreements

The success of a negotiated agreement depends on implementation and implications for future exchange between the parties. This paper examines structural, affective and contractual factors that influence implementation behavior. Predictions derived from contract theory and recent negotiation theories were tested in two laboratory studies involving the negotiation of an employment contract. In Experiment 1 trust formation facilitated by so-called “cheap” talk and the provision of a sufficient contingent contract promoted vigorous contract implementation. Positive affect induced in the employer prior to negotiation had no discernable effect on subsequent implementation. In Experiment 2 induced employee positive affect did motivate implementation behavior but the effect hinged on the form of the contract. Small talk before contracting increased employee’s willingness to be financially vulnerable in subsequent exchange with the employer. Implications for general negotiation theory are considered.     

Examining the Criterion‐Related Validity of the Employee Screening Questionnaire: A Three‐Sample Investigation

Across three samples (N=475, 358, and 112), the authors examined the criterion‐related validity of the Employee Screening Questionnaire (ESQ), a brief forced‐choice measure of integrity in the workplace. Results suggested that ESQ scores correlate highly with self‐ and other‐reports of counterproductive work behaviors (rs of .59, .50, and .47 on the consolidated scores), as well as self‐reports of job satisfaction (rs of ?.41 and ?.22 on the consolidated scores), and intention to leave the organization (rs of .30 and .21 on the consolidated scores). No predictive bias by gender was found for the ESQ scores. Based on these results, the authors encourage more research on the use of personality‐based (covert), forced‐choice integrity tests in selection contexts.