Interpersonal feedback: a social relations perspective

The social relations model (SRM; Kenny, 1994) is a statistical model for studying interpersonal perception and behavior that can be meaningfully applied to the group therapy situation. It consists of four primary components that correspond to (a) the general emotional or attitudinal climate of the group, (b) the perspective of the perceiver providing the feedback, (c) the group's consensual view of the target who receives the feedback, and (d) the unique relationship between the perceiver and the target. Because of its rigor and specificity, the components of the SRM may serve as a heuristic for thinking about interpersonal feedback in group therapy. A case example is used to demonstrate how an SRM perspective could guide therapists' ways of conceptualizing feedback.     

Semantic and syntactic forces in noun phrase production

Three experiments investigated semantic and syntactic effects in the production of phrases in Dutch. Bilingual participants were presented with English nouns and were asked to produce an adjective + noun phrase in Dutch including the translation of the noun. In 2 experiments, the authors blocked items by either semantic category or grammatical gender. Participants performed the task slower when the target nouns were of the same semantic category than when they were from different categories and faster when the target nouns had the same gender than when they had different genders. In a final experiment, both manipulations were crossed. The authors replicated the results of the first 2 experiments, and no interaction was found. These findings suggest a feedforward flow of activation between lexico-semantic and lexico-syntactic information.     

Examining a Gender Stereotype: Menopausal Women1

Two studies evaluated whether there was a subtype of menopausal women and, if so, how it differed from the global gender stereotype. Study 1 had participants generate items associated with women going through menopause, midlife women, and midlife men. Results showed that there is a menopausal women stereotype, and it is mostly negative in content. Moreover, this stereotype differs from the perceptions of women in general. Study 2 examined the effects of the menopausal women stereotype by employing the illusory correlation paradigm (e.g., McConnell, Sherman, & Hamilton, 1994) and found that participants greatly overestimated the number of times that menopausal women and negative moods appeared together. This research highlights the importance of examining stereotype subtypes and subgroups     

Rehearsal dynamics in elementary school children

Several studies on free recall suggest that processes responsible for recall are analogous to processes responsible for rehearsal. In children, the relationship between cumulative rehearsal and recall performance has been proven to be critical; however, the locus of the effect of rehearsal is not yet fully understood. To unfold the mechanisms that come into play in an overt rehearsal free recall task, we assessed rehearsal and recall sequences in children between 8 and 10 years of age. These sequences give information about the context in which items are repeated and rearranged throughout the list and subsequently recalled. Rehearsal sequences consisted mainly of items from neighboring list positions in their original temporal order. The same characteristics were true for recall sequences. Qualitatively, order effects during study and recall did not differ over age groups. However, in older children who were using cumulative rehearsal more intensively, successive rehearsal and recall of items in their original order was more pronounced. Therefore, we suggest that a main feature of item rehearsal with regard to facilitating recall is the strengthening of interitem associations based on the temporal order within a list and that this characteristic develops with age.     

An evaluation of the consequences of using short measures of the Big Five personality traits

Researchers often use very abbreviated (e.g., 1-item, 2-item) measures of personality traits due to their convenience and ease of use as well as the belief that such measures can adequately capture an individual's personality. Using data from 2 samples (N = 437 employees, N = 355 college students), we show that this practice, particularly the use of single-item measures, can lead researchers to substantially underestimate the role that personality traits play in influencing important behaviors and thereby overestimate the role played by new constructs. That is, the use of very short measures of personality may substantially increase both the Type 1 and Type 2 error rates. We argue that even slightly longer measures can substantially increase the validity of research findings without significant inconvenience to the researcher or research participants.     

It depends on how you look at it: Scanpath comparison in multiple dimensions with MultiMatch, a vector-based approach

Eye movement sequences??or scanpaths??vary depending on the stimulus characteristics and the task (Foulsham & Underwood Journal of Vision, 8(2), 6:1?C17, 2008; Land, Mennie, & Rusted, Perception, 28, 1311?C1328, 1999). Common methods for comparing scanpaths, however, are limited in their ability to capture both the spatial and temporal properties of which a scanpath consists. Here, we validated a new method for scanpath comparison based on geometric vectors, which compares scanpaths over multiple dimensions while retaining positional and sequential information (Jarodzka, Holmqvist, & Nystr?m, Symposium on Eye-Tracking Research and Applications (pp. 211?C218), 2010). ??MultiMatch?? was tested in two experiments and pitted against ScanMatch (Cristino, Math?t, Theeuwes, & Gilchrist, Behavior Research Methods, 42, 692?C700, 2010), the most comprehensive adaptation of the popular Levenshtein method. In Experiment 1, we used synthetic data, demonstrating the greater sensitivity of MultiMatch to variations in spatial position. In Experiment 2, real eye movement recordings were taken from participants viewing sequences of dots, designed to elicit scanpath pairs with commonalities known to be problematic for algorithms (e.g., when one scanpath is shifted in locus or when fixations fall on either side of an AOI boundary). The results illustrate the advantages of a multidimensional approach, revealing how two scanpaths differ. For instance, if one scanpath is the reverse copy of another, the difference is in the direction but not the positions of fixations; or if a scanpath is scaled down, the difference is in the length of the saccadic vectors but not in the overall shape. As well as having enormous potential for any task in which consistency in eye movements is important (e.g., learning), MultiMatch is particularly relevant for ??eye movements to nothing?? in mental imagery and embodiment-of-cognition research, where satisfactory scanpath comparison algorithms are lacking.     

Demands,Resources, Well-Being and Strain: Meta-Analyzing Moderator Effects of Workforce Racial Composition

Racial diversity in the U.S. workforce is increasing, and many organizations are more racially diverse than ever before. Racial minority employees experience the ecosystem of work demands and resources differently to white employees; including perceiving higher demands, lower control and support, greater stress and psychological strain, and less well-being. However, there remains little research on how relationships between these work characteristics and well-being and strain, and interrelationships differ across more racially diverse versus homogeneous (e.g., predominantly white) workplaces. This limits understanding of optimal job redesign practices as workplaces continue to become more racially diverse. Through the lens of the job demands, control, support (JDC[S]), and the job demands-resources (JD-R) frameworks, we build on previous meta-analyses by examining workplace racial composition as a moderator of demand-resource relationships with well-being and strain, and interrelationships, in 63 studies of U.S. workers (N_{(Individuals)} = 93,974). Our findings show several moderation effects. For example, as the proportion of racial minority employees increases, the positive control and well-being relationship increases, and the positive relationship between supervisor support and well-being decreases. Further, as the proportion of African-American employees (versus white and all other racial subgroups) increases, the positive control and supervisor support relationship decreases, as does the positive coworker support and well-being relationship. Our results offer new insights into the role of workplace racial composition on how work is experienced, and job design recommendations in a time of increasing workplace racial diversity.