How (and where) does moral judgment work?

Moral psychology has long focused on reasoning, but recent evidence suggests that moral judgment is more a matter of emotion and affective intuition than deliberate reasoning. Here we discuss recent findings in psychology and cognitive neuroscience, including several studies that specifically investigate moral judgment. These findings indicate the importance of affect, although they allow that reasoning can play a restricted but significant role in moral judgment. They also point towards a preliminary account of the functional neuroanatomy of moral judgment, according to which many brain areas make important contributions to moral judgment although none is devoted specifically to it.     

Using MATLAB with the Psychophysics Toolbox to present the heterochromatic fusion nystagmus stimulus

We present a program for MATLAB that generates and presents theheterochromatic fusion nystagmus stimulus. This stimulus allows assessment of isoluminant states through recordings of reflexive eye movements (optokinetic nystagmus). The reflexive nature of the subject’s response makes this stimulus especially useful with nonverbal subjects, such as children and animals. Unfortunately, the stimulus is complex and difficult to program. By presenting the present program, we hope to help those who wish to use this tool in their research. The code of the function can be downloaded at www. dal.ca/~mcmullen/downloads.html.     

Racial bias in decisions made by mock jurors evaluating a case of sexual harassment

White (N = 161) and Black (N = 152) college students served as mock jurors in a simulated civil case in which a female plaintiff accused a male defendant of sexual harassment. The authors experimentally manipulated the race (Black or White) of the litigants and asked the mock jurors to decide whether the defendant was guilty; to rate the certainty of their belief in the defendant's guilt; and, when they judged the defendant guilty, to recommend an award to the plaintiff. Mock jurors of both races tended to favor litigants of their own race and their own gender. Racial bias was highest among White male jurors and lowest among White female jurors.     

The police officer's dilemma: using ethnicity to disambiguate potentially threatening individuals

Using a simple videogame, the effect of ethnicity on shoot/don't shoot decisions was examined. African American or White targets, holding guns or other objects, appeared in complex backgrounds. Participants were told to "shoot" armed targets and to "not shoot" unarmed targets. In Study 1, White participants made the correct decision to shoot an armed target more quickly if the target was African American than if he was White, but decided to "not shoot" an unarmed target more quickly if he was White. Study 2 used a shorter time window, forcing this effect into error rates. Study 3 replicated Study 1's effects and showed that the magnitude of bias varied with perceptions of the cultural stereotype and with levels of contact, but not with personal racial prejudice. Study 4 revealed equivalent levels of bias among both African American and White participants in a community sample. Implications and potential underlying mechanisms are discussed.     

The Influence of Prior Handling on the Effective CS-US Interval in Long-Trace Taste-Aversion Conditioning in Rats

The Psychological Record - In conditioned taste aversion (CTA), a taste, the conditioned stimulus (CS), is paired with an illness-inducing stimulus, the unconditioned stimulus (US), to produce...     

Non‐standard work schedules and retention in the entry‐level hourly workforce

Non‐standard work schedules involve work outside the Monday–Friday daytime hours. Although research has heavily studied the health and family effects of such schedules, few studies have investigated their relationship to retention. We draw from Maertz and Campion's discussion of motivational forces that influence turnover to propose that employees on non‐standard schedules are more likely to quit their employer because of general job dissatisfaction and because of normative pressures from family and/or friends. Specifically, we hypothesized that employees on day shifts or weekday only schedules would remain with their employer longer than those who work on nonday shifts or on the weekends. We also hypothesized that perceived employment mobility would moderate the effects of non‐standard schedules on retention length. Hypotheses were tested among 3,178 retail employees who worked five different distinct shift arrangements and different weekday/weekend schedules. Cox regression analyses indicated that, as hypothesized, employees working nonday shifts or schedules including weekends remained with their employer for a shorter duration of time than employees not on such schedules. Perceived mobility moderated the schedule–turnover relationship, though not in the hypothesized manner. We discuss the theoretical and practical implications of these findings for work schedule assignment and retention strategies.     

Evidence of Impaired Glucose Tolerance and Insulin Resistance in Patients With Alzheimer’s Disease

Alzheimer’s disease (AD) and diabetes rarely occur together, a finding that provides a possible clue as to the development of AD. Abnormal glucose metabolism is not limited to diabetes, but also can include impaired glucose tolerance, insulin resistance, and hyperinsulinemia. AD patients have significantly varying insulin levels after drinking sugared sodas and thus may be classified as insulin resistant. After reviewing the literature on impaired glucose tolerance and insulin production in AD, we present several hypotheses as possible explanations for the relationship between insulin resistance and AD. Finally, we suggest future studies, including studies on use of thiazolidinediones (currently used in the treatment of diabetes) in AD.