Outcome interdependence shapes the effects of prevention focus on team processes and performance

Although the effects of regulatory focus on individual-level performance have often been studied, relatively little is yet known about team-level effects. Filling this void, we integrate the notion that promotion-focused individuals are concerned with progress and achievement, whereas prevention-focused individuals are concerned with security and vigilance, with the insight that team processes and performance depend on outcome interdependence (individual versus team rewards). The hypothesis that prevention-focused teams react more strongly than promotion-focused teams to differences in outcome interdependence was tested among 50 teams performing an interactive command-and-control simulation. Regulatory focus and outcome interdependence were both manipulated. The results showed that prevention-focused teams working for team rather than individual rewards reported higher work engagement and less error intolerance, coordinated more effectively, and performed better. Promotion-focused teams were not influenced by outcome interdependence. We discuss the implications of our results for theory and effective team management.     

Editorial

Abstract

This paper will examine the current crisis in psychoanalysis in terms of the profession's decline, the apparent lack of patients, the ongoing debate over what constitutes psychoanalysis versus other therapies, and the lack of clinical focus in those debates. The concept of analytic contact will be introduced, and clinical material is used to showcase this concept as a bridge from the circular political debates to a more meaningful examination of what is psychoanalytic. In addition, case material will explore how patients tend to fight off the establishment of analytic contact in favor of safer, less threatening modes of relating. The author suggests that most patients fight off analytic contact and try to shift the treatment into something less analytic. It is up to the analyst to detect this, interpret it, and notice any countertransference collusion that may occur. Although the state of psychoanalysis as a profession is less than stellar in the eyes of the public, and the profession is apt to sabotage itself with endless debates about what constitutes true analytic work, the end is not necessary near. This paper proposes analytic contact to be the more useful focus of research and productive area of clinical exploration. If the decline of our field is to turn around, it will be on the clinical battlefront, not in terms of the theorizing among disagreeing groups of territorial analysts afraid of losing their political high-ground. The concept of analytic contact assumes that a deep exploration of intrapsychic phenomena, conflicts, and defenses, all within the realm of the transference, is the best clinical method of helping the mentally troubled individual. This genuine chance of change is best administered by a trained psychoanalyst. This simple idea is something the profession has contaminated with its often pointless arguments over frequency, analyzability, couch, and so forth. The clinical material will show that what happens in the room between analyst and patient is what best defines the true psychoanalytic treatment.     

Stigma-Busting,Compeer, and the Psychology Student: A Pilot Study on the Impact of Contact with a Person Who Has a Mental Illness

Stigma has been identified both by people with mental illnesses and by empirical research to be a major barrier to service use and recovery. In addition, research has suggested that the most effective strategy for reducing stigma is personal contact with a person who has a mental illness and who is contributing to the life of the community. This article reports the qualitative findings from a study of the use of the Compeer model to address stigma in undergraduate psychology students. Findings suggest that befriending a person with a mental illness, even when done as a requirement for a college course, can be a useful experience in exposing and challenging stigmatizing perceptions and expectations and in offering people insights into the humanity and life experiences of a person with mental illness. Limitations and implications of this study for future stigma-busting efforts are discussed.     

Reactions to Recruitment Web Sites: Visual and Verbal Attention, Attraction, and Intentions to Pursue Employment

Purpose

We investigate job seeker visual and verbal attention, and perceptions regarding company web sites in the applicant generation phase of recruitment.

Design/Methodology/Approach

We report three studies using varied methodological approaches including eye-tracking, verbal protocol analysis (VPA), and survey data.

Findings

Eye-tracking results suggest Web-based job seekers focus visual attention on information containing hyperlinks and on text more than graphic images or navigation tools. VPA suggests Web-based job seekers focus verbal attention on content more than design, especially job opening information. Survey results suggest content, design, and communication features are all related to applicant attraction. Design explains the most incremental variance in web site evaluation, while perceptions of communication features explain the most incremental variance in attitude toward the organization and intentions to pursue employment.

Implications

We provide multi-method evidence concerning features that attract applicant visual and verbal attention, and influence attraction and intentions to pursue employment. The findings also provide practical implications for designing recruitment web sites.

Originality/Value

We report three methodologically distinct perspectives on an important and timely issue: Web-based recruitment. We are aware of no other psychomotor eye-tracking studies in the recruitment literature, and only one other VPA. Combining multiple methods in this way provides unique perspective.     

Facilitating Accuracy in Showup Identification Procedures: The Effects of the Presence of Stolen Property

Law enforcement personnel regularly present suspects to eyewitnesses using showups. In this study, we examined the impact of the presence of stolen property on live showup identification performance. Two hundred seventy university students were exposed to a simulated theft. During the subsequent showup, we manipulated the presence of the target and stolen property. Binary logistic regression analyses indicated that both factors independently predicted the accuracy of identification decisions. Participants were more accurate when the target was in the showup and when the stolen property was present during the identification. Consistent with the item, context, and ensemble theory of recognition, the presence of stolen property led to an increase in sensitivity, suggesting ensemble formation. Future research on showups should continue to examine contextual variables that may lead to changes in sensitivity or criterion shift. Copyright © 2012 John Wiley & Sons, Ltd.     

I Feel Your Pain: Embodied Knowledges and Situated Neurons

The widely touted discovery of mirror neurons has generated intense scientific interest in the neurobiology of intersubjectivity. Social neuroscientists have claimed that mirror neurons, located in brain regions associated with motor action, facial recognition, and somatosensory processing, allow us to automatically grasp other people's intentions and emotions. Despite controversies, mirror neuron research is animating materialist, affective, and embodied accounts of intersubjectivity. My view is that mirror neurons raise issues that are directly relevant to feminism and cultural studies, but interventions are needed for the work to be compatible with nonreductionist critical thought. In this article I critique the dominant neuroscientific account of mirror neurons, called embodied simulation theory. I draw from feminist epistemologies as well as alternative interpretations of mirror neurons in cognitive science and philosophy of mind to consider mirroring as situated, embodied perception.     

The Relation Between Appraised Mismatch and the Duration of Negative Emotions: Evidence for Universality

Emotions are processes that unfold over time. As a consequence, a better understanding of emotions can be reached only when their time‐related characteristics can be assessed and interpreted adequately. A central aspect in this regard is the duration of emotional experience. Previous studies have shown that an emotional experience can last anywhere from a couple of seconds up to several hours or longer. In this article, we examine to what extent specific appraisals of the eliciting event may account for variability in emotion duration and to what degree appraisal–duration relations are universal or culture specific. Participants in 37 countries were asked to recollect emotional episodes of fear, anger, sadness, disgust, shame and guilt. Subsequently, they were asked to report the duration of these episodes and to answer a number of questions regarding their appraisal of the emotion‐eliciting event. Multi‐level analyses revealed that negative emotions last especially long when the eliciting event and its consequences are perceived to be incongruent with the individual's goals, values and self‐ideal, creating a mismatch. These relations are largely universal, although evidence for some limited variability across countries is found as well. Copyright © 2013 European Association of Personality Psychology     

Confounding of Big Five Personality Assessments in Emotional Disorders by Comorbidity and Current Disorder

Foremost cross‐sectional studies of personality in common mental disorders show similar Big Five trait profiles [i.e. high neuroticism (N), low conscientiousness (C) and low extraversion (E)]. It remains undecided whether this lack of distinct personality profiles is partly due to comorbidity among disorders or contamination by current state. Using data from the Netherlands Study of Depression and Anxiety, we investigated 1046 participants with panic disorder (PD), social anxiety disorder (SAD) and/or major depressive disorder (MDD) and 474 healthy controls. Personality traits at baseline and two‐year follow‐up were assessed with the NEO‐Five Factor Inventory. The Composite International Diagnostic Interview was used to determine the presence of emotional disorders at baseline and at two‐year follow‐up; the Life Chart Interview determined symptom severity in the month prior to baseline and during follow‐up. By analysing pure cases and investigating the effects in remitted cases, PD participants were found to be higher in N, but not lower in E and C than controls. Pure PD participants were also lower in N and higher in E than SAD and MDD participants. Both SAD and MDD participants were characterized by high levels of N and low levels of E, irrespective of comorbidity or current disorder state. Future studies should be more attentive to confounding of personality profiles by comorbidity and state effects. Copyright © 2012 John Wiley & Sons, Ltd.     

Are Actual and Perceived Intellectual Self‐enhancers Evaluated Differently by Social Perceivers?

Do actual and perceived self‐enhancement entail differing social impressions (i.e. interpersonal evaluations)? Actual self‐enhancement represents unduly positive self‐views, as gauged by an objective criterion (in this case, IQ scores), whereas perceived self‐enhancement involves the extent to which an individual is seen by informants (i.e. peers or observers) as self‐enhancing. In an online survey (N = 337), a laboratory experiment (N = 75), and a round‐robin study (N = 183), we tested the effects of actual and perceived intellectual self‐enhancement on (informant‐rated) emotional stability, social attractiveness, and social influence. Actual self‐enhancers were rated as emotionally stable, socially attractive, and socially influential. High perceived self‐enhancers were judged as socially influential, whereas low‐to‐moderate perceived self‐enhancers were deemed emotionally stable and socially attractive. Privately entertained, illusory positive (even extreme) self‐beliefs confer social benefits, whereas being perceived as self‐enhancing buys social influence at the cost of being despised. Copyright © 2013 European Association of Personality Psychology     

Recruiting Through Employee Referrals: An Examination of Employees’ Motives

As previous research focused on the outcomes of employee referrals, not much is known about its determinants. This study examined employees’ intrinsic, prosocial, and extrinsic motives for encouraging versus discouraging others to apply with their employer. In a sample of 232 employees from two organizations, job satisfaction, the desire to help job seekers find good fitting jobs, the desire to help the organization find good fitting employees, and rewards predicted positive referrals. Negative referrals were motivated by job dissatisfaction and the desire to help job seekers avoid bad fitting jobs. Moreover, in the organization rewarding employees for making referrals, more positive and less negative referrals were made than in the organization without referral program.