Looking at others through implicitly or explicitly prejudiced eyes

It is well known that we utilize internalized representations (or schemas) to direct our eyes when exploring visual stimuli. Interestingly, our schemas for human faces are known to reflect systematic differences that are consistent with one's level of racial prejudice. However, whether one's level or type of racial prejudice can differentially regulate how we visually explore faces that are the target of prejudice is currently unknown. Here, White participants varying in their level of implicit or explicit prejudice viewed Black faces and White faces (with the latter serving as a control) while having their gaze behaviour recorded with an eye-tracker. The results show that, regardless of prejudice type (i.e., implicit or explicit), participants high in racial prejudice examine faces differently than those low in racial prejudice. Specifically, individuals high in explicit racial prejudice were more likely to fixate on the mouth region of Black faces when compared to individuals low in explicit prejudice, and exhibited less consistency in their scanning of faces irrespective of race. On the other hand, individuals high in implicit racial prejudice tended to focus on the region between the eyes, regardless of face race. It therefore seems that racial prejudice guides target-race specific patterns of looking behaviour, and may also contribute to general patterns of looking behaviour when visually exploring human faces.     

Perceptual identification and the cross-race effect

The current research examined whether the cross-race effect (CRE) was evident in perceptual identification tasks and the extent to which certain boundary conditions moderated the effect. Across two experiments, a significant CRE was observed in measures of accuracy and response latency. As predicted, Experiment 1 showed that the CRE was exacerbated when encoding time was brief and test set size was increased. Experiment 2 replicated the effect of set size, but also showed that the CRE was more pronounced when the retention interval was lengthened. The theoretical and practical implications of the results are discussed.     

An Experiential, Game-Theoretic Pedagogy for Sustainability Ethics

The wicked problems that constitute sustainability require students to learn a different set of ethical skills than is ordinarily required by professional ethics. The focus for sustainability ethics must be redirected towards: (1) reasoning rather than rules, and (2) groups rather than individuals. This need for a different skill set presents several pedagogical challenges to traditional programs of ethics education that emphasize abstraction and reflection at the expense of experimentation and experience. This paper describes a novel pedagogy of sustainability ethics that is based on noncooperative, game-theoretic problems that cause students to confront two salient questions: “What are my obligations to others?” and “What am I willing to risk in my own well-being to meet those obligations?” In comparison to traditional professional ethics education, the game-based pedagogy moves the learning experience from: passive to active, apathetic to emotionally invested, narratively closed to experimentally open, and from predictable to surprising. In the context of game play, where players must make decisions that can adversely impact classmates, students typically discover a significant gap between their moral aspirations and their moral actions. When the games are delivered sequentially as part of a full course in Sustainability Ethics, students may experience a moral identity crisis as they reflect upon the incongruity of their self-understanding and their behavior. Repeated play allows students to reconcile this discrepancy through group deliberation that coordinates individual decisions to achieve collective outcomes. It is our experience that students gradually progress through increased levels of group tacit knowledge as they encounter increasingly complex game situations.     

Work engagement: Further reflections on the state of play

In this article we further reflect on the “state of play” of work engagement. We consider, clarify, and respond to issues and themes raised by eight preeminent work engagement researchers who were invited to respond to our position article. The key themes we reflect upon include: (1) theory and measurement of engagement; (2) state and task engagement; (3) climate for engagement versus collective engagement; (4) the dark side of engagement; (5) where job crafting may go wrong; and (6) moderators of the engagement–performance relationship. We conclude that engagement can sensibly be conceptualized as a positive and high arousal affective state characterized by energy and involvement; that there may be additional dimensions that might usefully be included; that we need to more fully understand the day-to-day and moment-to-moment temporal dynamics and implications of engagement; that a “climate for engagement” will influence individual and organizational outcomes; that although engagement is at heart a positive construct, the “dark side” of engagement needs to be acknowledged and understood; that “job crafting” provides a potentially powerful way for employees to manage their engagement; and that we need to gain a better understanding of the moderators that influence the way that engagement is related to performance. We also outline some practical implications that follow from our conclusions.     

Job crafting and job performance: A longitudinal study

In this three-wave study (N = 288), we examined whether job crafting intentions and work engagement led to actual job crafting behaviours and, in turn, to higher levels of prospective work engagement and job performance. We used the Job Demands-Resources model as a theoretical framework and defined job crafting as the self-initiated changes that employees make in their job demands and resources. One month after reporting their job crafting intentions, respondents rated their actual job crafting behaviours. Again one month later, they rated their levels of work engagement, in-role performance, and organizational citizenship behaviour towards individuals (OCBI). Results of structural equation modelling showed that job crafting intentions and work engagement significantly related to actual job crafting, which, in turn, related to higher levels of work engagement, while controlling for job characteristics. Results further showed that engaged employees performed better on their in-role tasks but did not perform more OCBIs. The findings suggest that employees can increase their own work engagement and job performance through job crafting.     

How psychological resources facilitate adaptation to organizational change

The purpose of this 1-year follow-up study among 580 police officers is to investigate whether identity-related resources are positively related to adaptive behaviour during times of organizational change. Combining the social identity perspective with resources theories, we hypothesized that leader–member exchange (LMX) and personal resources (meaning-making and organization-based self-esteem) are positively related over time. In addition, we hypothesized that resources captured before change implementation, show a positive relationship with adaptivity captured during change. Structural equation modelling analyses showed that LMX and personal resources were positively related. Further, all T1 resources were positively related to T2 adaptivity. The study emphasizes the importance of managing identity-related resources during turbulent times, in order to foster behavioural adaptation to change.     

Regulatory focus and the family–work interface: The role of regulatory fit between cohabiting partners

The aim of the present study was to examine the impact of regulatory focus in goal pursuit and regulatory fit between marital partners on family conditions and the family–work interface. We hypothesized that when both partners are high on promotion focus (fit) they experience higher developmental possibilities at home and have an increased likelihood of family-to-work facilitation (FWF). In addition, we hypothesized that when both partners are prevention focused (fit) they experience less home demands and less family-to-work conflict (FWC). In total, 131 working couples participated in the study. Each partner provided information about his/her own regulatory focus, perceptions of home demands and home developmental possibilities, and experienced FWF and FWC. Results of moderated structural equation modelling analyses largely supported our hypotheses since the interaction between partners’ promotion focus predicted the levels of home developmental possibilities and FWF, whereas the interaction between partners’ prevention focus predicted home demands in the expected direction. In conclusion, the fit between partners’ self regulatory styles can influence family life and, consequently, the impact of family on work.     

Remembrance of remembrance past

Arnold and Lindsay (2002) found that individuals more often failed to remember they had previously recalled an item if that item had been cued in a qualitatively different way on two recall occasions: the “forgot-it-all-along” (FIA) effect. Experiment 1 was designed to determine if the FIA effect arises because participants incorrectly believe they have not been previously tested for an item, or because they incorrectly believe they have failed to recall the item when previously tested. Experiment 2 measured participants' confidence in their incorrect prior-recall judgements, and Experiment 3 tested participants' ability to “recover” their previous recollection when the prior-recall context was restored. Results indicated that participants usually believed they had not previously been cued for the items they failed to remember previously recalling; they were often confident in their incorrect judgements of prior non-remembering; and re-introducing the context of prior remembering sometimes enabled them to recapture their memories of previous recall.     

The creative achievement scale

The Creative Achievement Scale (CAS) was designed to measure the creative accomplishments of deceased individuals based on information extracted from biographical sources (e.g., published biographies). The CAS contains 11 items which pertain to personal attributes, product qualities, and sociocultural factors. Statistical analyses conducted on one small (n = 12) and one larger sample (n = 50) of subjects revealed the CAS to be a reliable and valid instrument.     

A Qualitative Study of Performance Leadership and Management in Elite Sport

This paper is an investigation of performance leadership and management in elite sport. Thirteen national performance directors of Olympic sports were interviewed with regard to best practice. Four main areas were identified: vision, operations, people, and culture. The main vision issues were vision development, influences on the vision, and sharing the vision. The main operations issues were financial management, strategic competition and training planning, athlete selection for competition, and upholding rules and regulations. The main people issues were staff management, lines of communication, and feedback mechanisms. The main culture issues were establishing role awareness, and organizational and team atmosphere.