The impact of self‐confidence on the compromise effect

This research reports an investigation into whether the personality aspect of self‐confidence affects the compromise effect. We hypothesize that highly self‐confident people have greater certainty in making decisions and are more attracted to risk‐taking, which makes them less likely to choose the safe or middle option in a large choice set. The three studies involved are conducted using between‐ and within‐subjects experimental designs. Various product categories are used to generalize the findings. Study 1 looks at purchasing decisions and utilizes three scales of self‐confidence, risk preference, and uncertainty; it demonstrates that consumers with high self‐confidence are less likely to choose a compromise option due to high certainty in their decision‐making. Study 2 discovers that people with low self‐confidence are more likely to choose the middle option in a risky condition than in a nonrisky condition. Study 3 decomposes self‐confidence into general and specific self‐confidence, and reveals that people with low general self‐confidence and low specific self‐confidence are more likely to choose the middle option.     

The Effects of Stereotyping on Impression Formation: Cross-Cultural Perspectives on Viewing Religious Persons

We examined the effects of stereotyping on impression formation when encountering people dressed to represent a religious faith. We used stimulus photographs of eight male and female models dressed casually and a second photograph of one male and one female model in religious attire that was placed beside the control photos of models dressed casually. from each set of photographs, subjects selected a photo of the person with whom they would associate the various positive personality traits suggested by our stimulus questions. Subjects were students from a U.S. Catholic school, a U.S. public school, and a Malaysian Muslim school. All the subjects attributed more of the positive traits to photos of the models who were religiously attired than to photos of those who were casually dressed, but subjects from U.S. schools attributed more of the positive traits to the photos of religiously dressed models than did the subjects from the Malaysian school.     

Why employees with higher challenging appraisals style are more affectively engaged at work? The role of challenging stressors: A moderated mediation model

Challenging stressors have been positively linked to various work outcomes. However, the role of individual differences in stress appraisal in shaping the function of challenging stressors and work outcomes has been rarely discussed. Drawing on the individual differences perspective, the authors propose that employees higher in challenge appraisal are more likely to have challenging stressors and are more responsive to such stressors to have a higher positive affect at work. Results obtained from 117 employees supported the hypotheses. The results indicated that challenge appraisal is positively related to challenging stressors. In addition, challenging stressors has a positive association with positive affect at work when challenge appraisal is high but has a null association when challenge appraisal is low. The findings suggest that challenging stressors does not necessarily bring positive work outcomes as suggested in past studies and highlight the importance of considering dispositional tendency in stress appraisal when looking into the function of challenging stressors and work outcomes.     

Online Module for Carrier Screening in Ashkenazi Jewish Individuals Compared with In-Person Genetics Education: A Randomized Controlled Trial

To increase accessibility to genetics services for low-urgency patients seeking Ashkenazi Jewish (AJ) carrier screening, we designed an interactive computer (IC) module that provides pre-test genetics education and allows genetics professionals to order the test without meeting the patients beforehand. We compared this module with in-person genetic counseling (GC) using a randomized trial. AJ individuals were randomized to undergo genetics education via the IC module (n = 26) or GC (n = 28). We compared post-interventional genetics knowledge, perceived genetic risk, and anxiety between the two groups, after accounting for pre-interventional scores, using ANCOVA. Wilcoxon Rank-Sum test was used to compare post-interventional satisfaction. Post-interventional genetics knowledge, risk perception, or anxiety were not significantly different between the two groups after accounting for baseline scores (p = 0.50–0.54), although the data are inconclusive regarding the module’s non-inferiority at a 5% margin. Post-intervention satisfaction scores were generally higher in the GC group than the IC module group. Our IC module has the potential to improve access to clinical genetics services for patients and staff, but it is not suitable for all AJ patients and cannot completely replace the benefits of in-person consultations.     

深谋远虑:前瞻行为研究的回顾与展望

前瞻行为是一个自我发起、未来导向以及试图改变现状的积极行为,能够为个人与组织带来正面的影响.本文旨于回顾前瞻行为的本质、前导因素、动机历程以及结果效应,也特别回顾笔者近期针对前瞻行为所进行的研究.首先,关于前瞻一词可以从不同的角度进行理解,包括个别差异观点、行为观点与历程观点.由于过去文献多从行为观点进行研究,本文的回顾亦以行为观点为主轴.其次,本文逐一回顾目前文献所提出的三个关于促进前瞻行为的动机历程:能力、缘由与情绪.再者,笔者讨论各种能够促发前瞻行为的前导因素,包括个人因素、环境因素,以及两者间的交互作用如何影响前瞻行为的展现.笔者也基于过去的研究发现,总结前瞻行为所能导致的结果,包括工作态度与绩效.最后,在近期研究的介绍中,笔者介绍了三个根据个别差异的观点所进行的研究.此研究路线旨在了解人格特质对前瞻行为的影响,并且勾勒情境所扮演的调节效应.全文最终总结前瞻行为的研究现状,以及提出未来可能探索的研究方向.     

Differences in attentional strategies by novice and experienced operating theatre scrub nurses

This study investigated the effect of nursing experience on attention allocation and task performance during surgery. The prevention of cases of retained foreign bodies after surgery typically depends on scrub nurses, who are responsible for performing multiple tasks that impose heavy demands on the nurses' cognitive resources. However, the relationship between the level of experiences and attention allocation strategies has not been extensively studied. Eye movement data were collected from 10 novice and 10 experienced scrub nurses in the operating theater for caesarean section surgeries. Visual scanning data, analyzed by dividing the workstation into four main areas and the surgery into four stages, were compared to the optimum expected value estimated by SEEV (Salience, Effort, Expectancy, and Value) model. Both experienced and novice nurses showed significant correlations to the optimal percentage dwell time values, and significant differences were found in attention allocation optimality between experienced and novice nurses, with experienced nurses adhering significantly more to the optimal in the stages of high workload. Experienced nurses spent less time on the final count and encountered fewer interruptions during the count than novices indicating better performance in task management, whereas novice nurses switched attention between areas of interest more than experienced nurses. The results provide empirical evidence of a relationship between the application of optimal visual attention management strategies and performance, opening up possibilities to the development of visual attention and interruption training for better performance.     

College Men’s Third-Person Perceptions about Idealized Body Image and Consequent Behavior

This study investigates college men’s third-person perception in relation to body image factors using an experiment that involved a convenience sample of 148 male college students of Chinese descent in Singapore. The college men reported that the effects of media’s idealized body images on female friends were greater than the effects on themselves. Their perception of media effects on the self was positively associated with their body dissatisfaction and intention to engage in body image behavior. Their perception of media effects on peers and the third-person differential between the self and friends were each negatively associated with their intention to adopt extreme body image behavior.     

Chinese implicit leadership theory

In a 1st attempt to identify an implicit theory of leadership among Chinese people, the authors developed the Chinese Implicit Leadership Scale (CILS) in Study 1. In Study 2, they administered the CILS to 622 Chinese participants from 5 occupation groups, to explore differences in perceptions of leadership. Factor analysis yielded 4 factors of leadership: Personal Morality, Goal Efficiency, Interpersonal Competence, and Versatility. Social groups differing in age, gender, education level, and occupation rated these factors. Results showed no significant gender differences, and the underlying cause for social group differences was education level. All groups gave the highest ratings to Interpersonal Competence, reflecting the enormous importance of this factor, which is consistent with Chinese collectivist values.     

Depletion from Self‐Regulation: A Resource‐based Account of the Effect of Value Incongruence

Value incongruence between employees and organizations has been identified as a negative work condition. An attitude‐based account suggests that value incongruence gives rise to negative attitudes toward organizations and thus causes low performance. To complement this mechanism, we propose a resource‐based account based on ego‐depletion theory, which suggests that value incongruence consumes an individual's regulatory resources and leads to low work performance. In support of this view, results from 2 survey studies and a vignette experiment reveal that value incongruence is positively associated with ego depletion, which in turn is negatively related to work performance. The mediation effect of ego depletion is independent of the attitude‐based mechanism as represented by job satisfaction and affective commitment. Consistent with the affective consistency perspective, the relationship between value incongruence and ego depletion is stronger among employees high in positive affectivity and weaker among employees high in negative affectivity. The corresponding moderated mediation analysis shows that the indirect effects of value incongruence on work performance through ego depletion vary as a function of positive and negative affectivity. This investigation unravels the self‐regulatory consequence of value incongruence and shows that the resource‐based mechanism of value incongruence operates differentially as a function of dispositional affectivity.     

MBTI人格类型量表的效度分析

目的探讨中文版MBTI人格类型量表的内容效度、效标关联效度和结构效度,为其在中国应用提供操作性技术,方法大学本科和专科学生2123名,陆军初级军官276名;MBTI-G量表中文修订版;效标测验包括EPQ、16PF、MMPI-2、A-Type和PM测验。结果(1)经专家评判、中英文版相关分析、自评他评和信度分析,表明中文版MBTI有较好的内容效度。(2)效标关联效度研究发现EI维度具有明显的内外向人格特征;感觉型个体温和、现实和谨慎,直觉型个体则恃强、敢为、果断和中强度A型行为特征;对事型个体稳重、安详、恃强、自律;判断型个体善于交往和社会化程度高,做事有强的责任感、计划性和有恒性,适应新环境能力较强,成就感强。以上发现与MBTI原设计和国外研究吻合。(3)97项题目因子分析最大负荷落在主因素上平均占82．81％,次级负荷占11.02％,仅6题因子分析不理想。(4)修订版MBTI人格类型测验与PM领导行为类型测验间有一定相关;中国军队初级指挥员以ESFJ、ISTJ人格类型为主。结论本研究修订的中文版MBTI具有较好的内容效度、效标关联蚊度和结构效度。