The Adaptive Use of Recognition in Group Decision Making

Applying the framework of ecological rationality, the authors studied the adaptivity of group decision making. In detail, they investigated whether groups apply decision strategies conditional on their composition in terms of task‐relevant features. The authors focused on the recognition heuristic, so the task‐relevant features were the validity of the group members' recognition and knowledge, which influenced the potential performance of group strategies. Forty‐three three‐member groups performed an inference task in which they had to infer which of two German companies had the higher market capitalization. Results based on the choice data support the hypothesis that groups adaptively apply the strategy that leads to the highest theoretically achievable performance. Time constraints had no effect on strategy use but did have an effect on the proportions of different types of arguments. Possible mechanisms underlying the adaptive use of recognition in group decision making are discussed.     

The right side? Under time pressure, approach motivation leads to right-oriented bias

Approach motivation, a focus on achieving positive outcomes, is related to relative left-hemispheric brain activation, which translates to a variety of right-oriented behavioral biases. In two studies, we found that approach-motivated individuals display a right-oriented bias, but only when they are forced to act quickly. In a task in which they had to divide lines into two equal parts, approach-motivated individuals bisected the line at a point farther to the right than avoidance-motivated individuals did, but only when they worked under high time pressure. In our analysis of all Fédération Internationale de Football Association (FIFA) World Cup penalty shoot-outs, we found that goalkeepers were two times more likely to dive to the right than to the left when their team was behind, a situation that we conjecture induces approach motivation. Because penalty takers shot toward the two sides of the goal equally often, the goalkeepers' right-oriented bias was dysfunctional, allowing more goals to be scored. Directional biases may facilitate group coordination but prove maladaptive in individual settings and interpersonal competition.     

Goal adjustment capacities, coping, and subjective well-being: the sample case of caregiving for a family member with mental illness

This study examined the associations between goal adjustment capacities, coping, and indicators of subjective well-being in 2 waves of data from individuals who provide care for a family member with mental illness. We hypothesized that goal adjustment capacities would predict higher levels of subjective well-being by facilitating coping with caregiving stress. Results showed that goal disengagement was associated with effective care-specific coping (e.g., less self-blame and substance use). Goal reengagement was also associated with effective care-specific coping (e.g., positive reframing), but at the same time it predicted the use of less effective strategies (e.g., venting and self-distraction). Moreover, goal disengagement predicted lower levels of caregiver burden and depressive symptoms and buffered the longitudinal effect of caregiver burden on increases in depressive symptoms. Goal reengagement, by contrast, predicted higher levels of caregiver burden and purpose in life and buffered the cross-sectional association between caregiver burden and depressive symptoms. Finally, effective (and less useful) care-specific coping statistically explained the adaptive (and maladaptive) effects of goal adjustment capacities on participants' well-being.     

Creative production by angry people peaks early on, decreases over time, and is relatively unstructured

Anecdotes and introspective reports from eminent scientists and artists aside, a systematic test of the putative creativity-enhancing effect of anger is missing. This article fills this void with three experiments examining creativity as a function of anger (vs. sad or a mood-neutral control state). Combining insights from the literatures on creativity and on mood and information processing the authors predicted that anger (vs. sadness and a mood-neutral control state) triggers a less systematic and structured approach to the creativity task, and leads to initially higher levels of creativity (as manifested in original ideation and creative insights). Following work on resource depletion, the authors further predicted that anger more than sadness depletes resources and that, therefore, creative performance should decline over time more for angry than for sad people. Results supported predictions. Implications for creativity, information processing, and resource depletion are discussed.     

Necessity is the mother of invention: avoidance motivation stimulates creativity through cognitive effort

Compared with approach motivation, avoidance motivation has often been related to reduced creativity because it evokes a relatively inflexible processing style. This finding seems inconsistent with the dual pathway to creativity model, which poses that both flexible and persistent processing styles can result in creative output. Reconciling these inconsistencies, the authors hypothesized that avoidance-motivated individuals are not unable to be creative, but they have to compensate for their inflexible processing style by effortful and controlled processing. Results of 5 experiments revealed that when individuals are avoidance motivated, they can be as creative as when they are approach motivated, but only when creativity is functional for goal achievement, motivating them to exert the extra effort (Experiments 1-4). The authors found that approach motivation was associated with cognitive flexibility and avoidance motivation with cognitive persistence (Experiment 1), that creative tasks are perceived to be more difficult by avoidance- than by approach-motivated individuals, and that avoidance-motivated individuals felt more depleted after creative performance (Experiment 2a, 2b, and 3). Finally, creative performance of avoidance-motivated individuals suffered more from a load on working memory (Study 4). The present results suggest that for people focusing on avoiding negative outcomes, creative performance is difficult and depleting, and they only pay these high cognitive costs when creativity helps achieving their goals.     

Depression and cognitive sequelae registered within the first year among young Danish TBI survivors

The aim of the study was to determine the proportion of depression and cognitive sequelae among young (15-30 years) Danish TBI survivors referred to interdisciplinary evaluation through a nationwide government-initiated health initiative. The cross-sectional study is based on data from the “Danish register for young adults with acquired brain injury” on TBI survivors included from October 2013 to December 2016. The main measures were Major depression inventory, Trail making test A and B, Fluency, Word learning with selective reminding, Matrix reasoning, Coding and Glasgow outcome scale - extended (GOS-E). During the study period, 131 young TBI survivors were referred to one of five national outpatient clinics. Ninety-six had complete data and of these 14.6% fulfilled the ICD-10 diagnostic criteria for depression and 34.4% had cognitive sequelae. An association was found between depression and cognitive sequelae (p = 0.004). Patients with both depression and cognitive sequelae (n = 10) had a significantly lower mean score on GOS-E (p = 0.0001). Depression and cognitive sequelae were frequent and associated with a poorer global functional outcome among young TBI survivors referred within a year after trauma. This finding and the notion that only 20% of the expected TBI population was referred to this nationwide health initiative indicate an unacknowledged need for interdisciplinary follow-up.     

Transformational leadership,psychological empowerment,and flow at work

ABSTRACT

Frequent experiences of flow – an enjoyable state of optimal challenge – at work are associated with many positive individual and organizational outcomes. In our research, we examine how leaders affect subordinates’ flow experiences through subordinates’ work-related self-concept. Specifically, on the basis of self-concept theory, we propose that transformational leaders affect followers’ work-related self-concept, which we construe as followers’ psychological empowerment, consisting of the four sub-facets of meaning, competence, self-determination and impact. We further propose that psychological empowerment is positively related to flow experiences at work. In sum, we thus hypothesize that the effect of transformational leadership on employees’ flow experiences is mediated by psychological empowerment. Additionally, we propose that this indirect effect is moderated such that it is stronger for employees holding a formal leadership position. We tested the model with two two-wave questionnaire studies with employees (Study 1: N = 307 at time 1; N = 60 at time 2; Study 2: N = 611 at time 1; N = 271 at time 2) from different organizations. Path models reveal support for the mediation hypotheses in both samples but not for the moderated mediation hypothesis.