Social psychology at the crossroads: Its encounter with cognitive and ecological psychology and the interactive perspective

This article discusses the implications for social psychology of recent developments in the neighbouring fields of cognitive and ecological psychology. The authors stress the importance of studying the cognitive processes directly instead of inferring them as hypothetical constructs from aggregate responses. This paradigmatic shift implies a change in the conduct of research from the traditional nomothetic perspective to a neo-idiographic one. A method of representational contextualization is offred to generate the affective and cognitive deep structure from surface, first order data. This structure identified as the internal environment, reflects simultaneously the construction of reality by a situated individual and the recoding rules operating in such a construction.     

When patients contribute to the choice of treatment.…

To explore an alternative solution more appropriate to clinical standards than random assignment, 42 mothers consulting for a functional (sleep, feeding) or behavior problem of their infant were given the choice between two forms of mother–infant psychotherapy (Psychodynamic or Interaction Guidance). Clinicians, blind to mother's choice, followed a systematic indication procedure and provided a therapeutic recommendation. Results revealed a very high agreement between mother's choice and therapists' recommendation. Examination of patient and pretreatment variables showed no major differences between the two groups resulting from a choice of treatment procedure. This procedure proved to ensure internal validity of the data and was also able to guarantee external validity. Discussion focuses on the methodological and clinical implications of the findings that support the consideration of the patient as an active participant to his/her treatment. © 1998 Michigan Association for Infant Mental Health     

Spatial inattention abolishes voice adaptation

Adaptation to male voices causes a subsequent voice to be perceived as more female, and vice versa. Similar contrastive aftereffects have been reported for phonetic perception, and in vision for face perception. However, while aftereffects in the perception of phonetic features of speech have been reported to persist even when adaptors were processed inattentively, face aftereffects were previously reported to be abolished by inattention to adaptors. Here we demonstrate that auditory aftereffects of adaptation to voice gender are eliminated when the male and female adaptor voices are spatially unattended. Participants simultaneously heard gender-specific male or female adaptor voices in one ear and gender-neutral (androgynous) adaptor voices in the contralateral ear. They selectively attended to the adaptor voices in a designated ear, by either classifying voice gender (Exp. 1) or spoken syllable (Exp. 2). Voice aftereffects were found only if the gender-specific voices were spatially attended, suggesting capacity limits in the processing of voice gender for the unattended ear. Remarkably, gender-specific adaptors in the attended ear elicited comparable aftereffects in test voices, regardless of prior attention to voice gender or phonetic content. Thus, within the attended ear, voice gender was processed even when it was irrelevant for the task at hand, suggesting automatic processing of gender along with linguistic information. Overall, voice gender adaptation requires spatial, but not dimensional, selective attention.     

Survey return rates as a function of priority versus first-class mailing

Prior research indicates survey procedures that signal significance and individualized mailings have higher response rates. Thus, it was hypothesized that surveys delivered via Priority mail would result in higher return rates than surveys delivered via First-Class. 260 surveys were sent to individuals randomly selected from lists of licensed physical and behavioral healthcare providers in Alaska and New Mexico. Half of the selected individuals were assigned randomly to receive mailings using Priority mail, the other half received First-Class mailings. Return rate was 39% for First-Class and 35% for Priority. Z tests of proportion indicated no statistically significant differences between methods. Given increased costs with no resultant increase in response rate, sending surveys to potential participants via Priority mail does not appear warranted.     

Interpersonal violence and its relationship to some personality measures

One hundred and fifteen patients in a psychiatric hospital for criminal offenders volunteered to be tested with the overcontrolled hostility scale, the self focus sentence completion, and an emotional empathy measure. The subjects were divided into five groups on the basis of criminal offenses (murder, assault with a deadly weapon, rape, pedophilia, and nonviolent property offenses). It was also possible to divide the sample on the basis of diagnostic features (psychosis, personality disorder, and brain syndrome). The results failed to support the hypothesis that more violent (by nature of their offense) individuals would-as a group-score higher on the overcontrolled hostility scale than less aggressive counterparts. There was some evidence that psychotics showed more self focus at the expense of external focus. The empathy measure failed to reveal any meaningful differences. It is suggested that more validation data are called for to establish the generality of the overcontrolled hostility scale and that, in view of the therapeutic importance which empathy training may have for violent individuals, further effort should be expanded to find a generally valid empathy measure.     

Improving organizational newcomers’ creative job performance through creative process engagement: The moderating role of a synergy diversity climate

Despite the mounting research demonstrating that employee seniority positively relates to creative job performance, we predict that a synergy diversity climate eliminates the employee seniority–creative job performance relationship by unleashing the creative potential of organizational newcomers. Drawing upon the integration-and-learning perspective for managing diversity, Study 1 finds that a synergy diversity climate moderates the relationship between employee seniority and supervisor-rated creative job performance lending support to our hypothesis. Study 2 provides an extension by showing how creative process engagement mediates this moderating effect on self-rated creative performance. Finally, Study 3 replicates and extends Study 2 by demonstrating the mediating role of creative process engagement but utilizing supervisor-rated creative job performance, while again showing synergy diversity climate to be an important boundary condition. In sum, we find that synergy diversity climate, as opposed to fairness and discrimination diversity climate, interacts with employee seniority by facilitating greater creative process engagement for newcomers subsequently impacting creative job performance. We discuss theoretical and practical implications for how the individual-level creative job performance effects may represent a microfoundation to creative team dynamics that confer a sustainable competitive advantage.