Hare Psychopathy Checklist-Revised

The Hare Psychopathy Checklist-Revised (PCL-R) is among the most frequently used instruments for the assessment of psychopathic traits. In the scope of the German adaptation of the PCL-R, normative data were collected from a sample of adult male offenders. Based on these data the factor structure and reliability of the German language version of the PCL-R are discussed in the first section of the article. The assessment of a model with four facets and two superordinate factors showed a very good agreement with the empirical data. In addition, examination of interrater agreement and internal consistency indicated that the PCL-R is a reliable measure. In the second part of the paper recommendations are provided for the correct application of the PCL-R. The focus lies on the correct performance, evaluation and interpretation of PCL-R test results with respect to key indices and the dimensional structure of the psychopathy construct.     

Predictive coding explains binocular rivalry: an epistemological review

Binocular rivalry occurs when the eyes are presented with different stimuli and subjective perception alternates between them. Though recent years have seen a number of models of this phenomenon, the mechanisms behind binocular rivalry are still debated and we still lack a principled understanding of why a cognitive system such as the brain should exhibit this striking kind of behaviour. Furthermore, psychophysical and neurophysiological (single cell and imaging) studies of rivalry are not unequivocal and have proven difficult to reconcile within one framework. This review takes an epistemological approach to rivalry that considers the brain as engaged in probabilistic unconscious perceptual inference about the causes of its sensory input. We describe a simple empirical Bayesian framework, implemented with predictive coding, which seems capable of explaining binocular rivalry and reconciling many findings. The core of the explanation is that selection of one stimulus, and subsequent alternation between stimuli in rivalry occur when: (i) there is no single model or hypothesis about the causes in the environment that enjoys both high likelihood and high prior probability and (ii) when one stimulus dominates, the bottom-up, driving signal for that stimulus is explained away while, crucially, the bottom-up signal for the suppressed stimulus is not, and remains as an unexplained but explainable prediction error signal. This induces instability in perceptual dynamics that can give rise to perceptual transitions or alternations during rivalry.     

Detecting deception: the scope and limits

With the increasing interest in the neuroimaging of deception and its commercial application, there is a need to pay more attention to methodology. The weakness of studying deception in an experimental setting has been discussed intensively for over half a century. However, even though much effort has been put into their development, paradigms are still inadequate. The problems that bedevilled the old technology have not been eliminated by the new. Advances will only be possible if experiments are designed that take account of the intentions of the subject and the context in which these occur.     

Callings and work engagement: moderated mediation model of work meaningfulness, occupational identity, and occupational self-efficacy

Scholarly interest in callings is growing, but researchers' understanding of how and when callings relate to career outcomes is incomplete. The present study investigated the possibility that the relationship of calling to work engagement is mediated by work meaningfulness, occupational identity, and occupational self-efficacy--and that this mediation depends on the degree of perceived person-job fit. I examined a highly educated sample of German employees (N = 529) in diverse occupations and found support for 2 of the 3 hypothesized mediators-work meaningfulness and occupational identity--after controlling for the relation of core self-evaluations to work engagement. Contrary to expectations, the mediated relations of callings to work engagement were not conditional upon the degree of person--job fit. The findings are considered in terms of the pathways through which callings may relate to work engagement and other career development outcomes.     

A prototypicality validation of the Comprehensive Assessment of Psychopathic Personality model (CAPP)

Cooke and colleagues recently developed the lexically based model of psychopathy named the Comprehensive Assessment of Psychopathic Personality (CAPP, Cooke, Hart, Logan, & Michie, 2004). The current study was the first to evaluate aspects of the validity of a translated version of the CAPP model, which comprises 33 symptoms from six domains of personality functioning. Prototypicality ratings from 796 Norwegian community residents, forensic mental health professionals, and corrections professionals were obtained. Most CAPP symptoms were evaluated as highly prototypical of psychopathy by all three groups. Symptoms from the Self, Dominance, and Attachment domains were perceived as more prototypical than those from the Behavioral domain. Confirmatory Factor Analysis (CFA) indicated that two CAPP domains were unidimensional whereas evidence of unidimensionality was somewhat weaker for the other domains, but improved substantially after removal of problematic symptoms. Overall, the findings support the content validity of the CAPP model. This may have relevance to the current considerations regarding reformulation of the criteria for Antisocial Personality Disorder in DSM-V.     

Group decision making in hidden profile situations: dissent as a facilitator for decision quality

The effect of diversity in individual prediscussion preferences on group decision quality was examined in an experiment in which 135 three-person groups worked on a personnel selection case with 4 alternatives. The information distribution among group members constituted a hidden profile (i.e., the correct solution was not identifiable on the basis of the members' individual information and could be detected only by pooling and integrating the members' unique information). Whereas groups with homogeneous suboptimal prediscussion preferences (no dissent) hardly ever solved the hidden profile, solution rates were significantly higher in groups with prediscussion dissent, even if none of these individual prediscussion preferences were correct. If dissent came from a proponent of the correct solution, solution rates were even higher than in dissent groups without such a proponent. The magnitude of dissent (i.e., minority dissent or full diversity of individual preferences) did not affect decision quality. The beneficial effect of dissent on group decision quality was mediated primarily by greater discussion intensity and to some extent also by less discussion bias in dissent groups.