How Polysemy Affects Concreteness Ratings: The Case of Metaphor

Concreteness ratings are frequently used in a variety of disciplines to operationalize differences between concrete and abstract words and concepts. However, most ratings studies present items in isolation, thereby overlooking the potential polysemy of words. Consequently, ratings for polysemous words may be conflated, causing a threat to the validity of concreteness‐ratings studies. This is particularly relevant to metaphorical words, which typically describe something abstract in terms of something more concrete. To investigate whether perceived concreteness ratings differ for metaphorical versus non‐metaphorical word meanings, we obtained concreteness ratings for 96 English nouns from 230 participants. Results show that nouns are perceived as less concrete when a metaphorical (versus non‐metaphorical) meaning is triggered. We thus recommend taking metaphoricity into account in future concreteness‐ratings studies to further improve the quality and reliability of such studies, as well as the consistency of the empirical studies that rely on these ratings.     

Historical Moral Responsibility: Is the Infinite Regress Problem Fatal?

Some compatibilists have responded to the manipulation argument for incompatibilism by proposing an historical theory of moral responsibility which, according to one version, requires that agents be morally responsible for having their pro‐attitudes if they are to be morally responsible for acting on them. This proposal, however, leads obviously to an infinite regress problem. I consider a proposal by Haji and Cuypers that addresses this problem and argue that it is unsatisfactory. I then go on to propose a new solution inspired by the libertarian theory of Robert Kane.     

Management of Test Anxiety Among Pupils in Basic Science Using Music-Based Cognitive Behavior Therapy Intervention: Implication for Community Development

Journal of Rational-Emotive & Cognitive-Behavior Therapy - Effectiveness of music-based cognitive behavior therapy (CBT) intervention has been established on various participants such as...     

Sources of Variance in Personality Facets: A Multiple‐Rater Twin Study of Self‐Peer,Peer‐Peer,and Self‐Self (Dis)Agreement

ABSTRACT This study considered the validity of the personality structure based on the Five‐Factor Model using both self‐ and peer reports on twins' NEO‐PI‐R facets. Separating common from specific genetic variance in self‐ and peer reports, this study examined genetic substance of different trait levels and rater‐specific perspectives relating to personality judgments. Data of 919 twin pairs were analyzed using a multiple‐rater twin model to disentangle genetic and environmental effects on domain‐level trait, facet‐specific trait, and rater‐specific variance. About two thirds of both the domain‐level trait variance and the facet‐specific trait variance was attributable to genetic factors. This suggests that the more personality is measured accurately, the better these measures reflect the genetic structure. Specific variance in self‐ and peer reports also showed modest to substantial genetic influence. This may indicate not only genetically influenced self‐rater biases but also substance components specific for self‐ and peer raters' perspectives on traits actually measured.     

Comparison of Eleven Short Versions of the Symptom Checklist 90-Revised (SCL-90-R) for Use in the Assessment of General Psychopathology

Eleven short versions of the Symptom Checklist (SCL-90-R) assessing general psychopathology, containing 5 to 53 items, were compared on the basis of data from a sample of one hundred mothers of 0-to-6-year-old children referred for treatment at a Child Psychiatric Family Day Hospital in Münster, Germany. The SCL short versions were compared with regard to internal consistency, sensitivity and specificity, ability to distinguish between subjects by a new test index (PDTS), and association with indicators of validity (SCL-90-R Global Severity Index, BDI scores). All short versions showed almost equally high internal consistency, sensitivity and specificity, and high correlations with validity indices. The PDTS test index describes a ‘good’ ability of the original SCL-90-R to differentiate between subjects, a ‘moderate’ performance for the BSI, the HSCL-25 and the SCL-27, and a ‘poor’ performance of the very short forms—according to the standards of interpreting PDTS scores. The SCL-10S is recommended for screening purposes because this scale represented the best compromise between economy and accuracy. However, for other research and clinical purposes, the use of one of the longer short versions (BSI, HSCL-25, or SCL-27) is recommended because of their superior discriminative ability.     

Transferring More than Learned in Training: Employees' and managers' (over)generalization of skills

Across two studies, we examine the extent to which individuals accurately report their learning and transfer in a training context. In Study 1, we examine self (subordinate) and supervisory estimations of training transfer, 6–12 weeks after employees (subordinates) attended training in an organization in the United States. Using ratings of skills unrelated to training programs attended, we compared managers' and employees' ratings to determine the extent to which respondents report skill overgeneralization. Individual differences and skill visibility were examined as predictors of training transfer overgeneralization. Subordinates, particularly those high on conscientiousness, agreeableness, and emotional stability, are more likely to report transfer in areas not covered in training. Conversely, when managers rate skills, which are used in their subordinates' day‐to‐day activities (more observable, visible, or transparent skills), training transfer estimates are more accurate. In Study 2, we determine that conscientiousness is the main factor driving raters' overgeneralization (for self‐ratings), and we further demonstrate that other personality dimensions – insecurity and perfectionism – accentuate the influence of conscientiousness on trainees' overgeneralization. From a practical standpoint, employers need to be aware of potential for biases in training transfer ratings when evaluating training transfer, particularly for employees with specific personality characteristics and for those who are in jobs with low skill visibility.