When seeing what's wrong makes you right: The effect of erroneous examples on 3D diagram learning

Comprehending 3D diagrams is critical for success in scientific practice and research demonstrates that understanding of 3D geology diagrams can be improved by making predictive sketches. In mathematics, explaining erroneous examples can support learning. This study combined these approaches to better understand how to effectively support 3D geologic diagram understanding. Participants generated sketches, explained erroneous example sketches, or copied and explained correct sketches. It was hypothesized that generating sketches or explaining erroneous cases would improve understanding, but an open question was whether these conditions would differ from each other. Explaining erroneous examples and sketching improved understanding whereas explaining correct sketches did not. Further, explaining erroneous examples was a more efficient strategy than sketching. These results indicate that erroneous examples can be effective for supporting 3D diagram comprehension and may be a practical substitute for some traditional sketching activities in the context of real classrooms where class time is limited.     

Sender Demeanor: Individual Differences in Sender Believability Have a Powerful Impact on Deception Detection Judgments

Sender demeanor is an individual difference in the believability of message senders that is conceptually independent of actual honesty. Recent research suggests that sender demeanor may be the most influential source of variation in deception detection judgments. Sender demeanor was varied in five experiments (N = 30, 113, 182, 30, and 35) to create demeanor–veracity matched and demeanor–veracity mismatched conditions. The sender demeanor induction explained as much as 98% of the variance in detection accuracy. Three additional studies (N = 30, 113, and 104) investigated the behavioral profiles of more and less believable senders. The results document the strong impact of sender effects in deception detection and provide an explanation of the low‐accuracy ceiling in the previous findings.     

A Review of “Suicidal Intent” Within the Existing Suicide Literature

The results of a systematic literature review that investigated suicide intent are presented. Of the 44 relevant articles identified, 17 investigated the relationships between various suicide risk factors and suicide intent and 25 publications investigated the relationships between suicide intent and various suicide outcomes. Despite recent advancements in the definition and nomological validity of suicide intent, a high degree of variability in the empirical measurement and analysis of suicide intent was found. Such variability limits future research related to measuring suicidal risk and outcomes, reporting suicide intent, or the meaningful comparison of diagnostic approaches or treatments across multiple studies.     

Personality and Work Behaviour: Exploring the Linkages

Une étude du rapport personnalité et conduites de travail requiert la prudence dans la considération des liaisons critiques dans les modèles théoriques et dans les plans de recherche utilisés et la personnalité et les construits de critère proposés en théorie et en recherche. La valeur de la considération de ces liaisons est illustrée par des exemples de la littérature en pointe sur la personnalité et les conduites de travail.
The more productive study of the relationship of personality to work behaviour requires thoughtful consideration of critical linkages in the theoretical models and research designs used, and the personality and criterion constructs incorporated in theory and research. The value of considering these linkages is illustrated by examples from the emerging literature on personality and work behaviour.     

The Dynamic Relationships of Work Affect and Job Satisfaction with Perceptions of Fit

This study assessed the longitudinal relationship between perceived fit (i.e., person–organization fit, person–job fit) and affect‐based variables (i.e., job satisfaction, negative affect, positive affect) using momentary (i.e., within‐person level) and stable (i.e., between‐person level) assessments of both sets of variables. In doing so, we tested 3 theoretical models of the perceived fit and work affect relationship (i.e., fit preceding affect; affect preceding fit; reciprocal fit–affect relations) to determine (a) the antecedents and consequences of fit perceptions, (b) whether fit perceptions exhibit meaningful within‐person variability, and (c) if direct fit perceptions are simply the result of affect/job satisfaction at work or can influence such work experiences. In addition, we examined whether the relationships between affect/job satisfaction and fit perceptions were homologous (i.e., similar) across the 2 levels of analysis (i.e., within‐person and between‐person). Results indicated that fit primarily preceded affect and job satisfaction at both levels of analysis, though some specific relationships exhibited reciprocal causality and others supported affect as an antecedent of fit perceptions. Our findings paint a complex picture of the causal relationship between perceived fit and work affect.