Short-term memory for colors and color names in the absence of vocalization

In a previous experiment, Allen found no release from proactive inhibition using the Brown-Peterson procedure in a group who were shifted from recalling colors to recalling the names of colors. The lack of release suggests that colors and color names are encoded in similar ways. It was argued that the similarity of encoding might have been caused by the procedure of requiring the subjects to say out loud the names of the colors at the time of stimulus presentation and recall. In the present experiment, a procedure was devised that eliminated the need for verbalization of the colors. The same pattern of results was obtained, namely, release from proactive inhibition in the group shifted from recalling color names to colors but not in the group shifted in the opposite direction. It was concluded that if subjects encode colors as a verbal label, then this encoding strategy is not caused by the procedure of requiring the subjects to verbalize the colors.     

The right to a decent minimum of health care

Buchanan examines, and finds inadequate, several philosophical approaches to justifying and specifying the content of a universal right to a decent minimum of health care: utilitarian arguments, Rawlsian ideal contract arguments, and Norman Daniels' equality of opportunity argument. Also rejecting the libertarian hypothesis that there is no right to a decent minimum of care, he contends that the claim that society should guarantee certain health care services can be supported by a pluralistic approach encompassing special right-claims, harm prevention, prudential arguments emphasizing public health benefits, and beneficence.     

Intentional response distortion during the COVID-19 pandemic

COVID-19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self-reported by applicants regarding their potential employability (e.g., responses to self-reported personality instruments, resumes, interview responses). Drawing from the Valence-Instrumentality-Expectancy (VIE) theory of motivation, we propose that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID-19 was most salient. In a sample of 213 working adults [~50% female, age M = 38.48], the present study shows that increases in response distortion on a measure of conscientiousness were more pronounced as a function of (a) local COVID positivity rates and (b) job type, such that frontline workers distorted their responses the most. Findings are discussed in the context of VIE theory, personality measurement, and challenges with maintaining effective selection procedures.     

Rapport-building: Chat versus in-person witness interviews

Tactics recommended for rapport-building consist of verbal (e.g., finding common ground or shared experiences) and non-verbal (e.g., affirmations, displaying empathy) behaviours. Most of the research on rapport, however, has examined it in in-person contexts, where both verbal and non-verbal behaviours are present. In this study, we were interested in the effectiveness of rapport-building when conducting online witness interviews via chat, which de-emphasises the use non-verbal rapport behaviours, compared to traditional in-person interviews. Participants (N = 131) experienced a virtual reality (VR) scenario depicting a mock crime and were interviewed either in person or online via the chat function in Skype. Participants perceived rapport more positively when interviewed in person for three measures: attentiveness, trust and respect and expertise. Two other measures, cultural similarity and connected flow, were not perceived differently across interview medium. Participants interviewed online via chat disclosed similar amounts of crime-related information and were just as accurate as participants interviewed in person. We found that in-person interviews yielded better rapport ratings than interviews via chat but were equally productive in terms of the quality of information obtained, as measured by crime-related details and accuracy. If witnesses are to be interviewed via chat, investigators must carefully consider how to compensate for the lack of those non-verbal rapport tactics that influence witnesses' perceptions of attentiveness, trust/respect and investigator's expertise.     

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (M_age = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.     

Limits on the applicability of signal detection theories

Two auditory signals were presented in random sequences in which the more intense signal came on.2, .5, or.8a/the trials. Each trial began with an intermediate tone which was identified in the instructions as either the standard for comparison or simply as a warning tone. Half the Os were instructed to discriminate whether the signal was “louder” or “softer” than the standard, the other half to recognize which signal had been presented. For both discrimination and recognition tasks, the total proportion of ldlouder” judgments was independent of the presentation probabilities, accuracy for each signal varying inversely with its probability of presentation. These results suggest strict limitations on the response optimization posited by theories of signal detection.     

Aspirations and Expectations of Physically Impaired High School Seniors

Physically disabled and non-disabled high school seniors' educational and vocational aspiration-expectation discrepancies were compared. No significant differences were found when the two groups were matched for cumulative GPA and level of father's occupation. GPA's and father's job levels of disabled students were significantly lower than those of the non-disabled. When not matched, disabled students' vocational aspiration-expectation discrepancies were significantly higher than those of the non-disabled. Higher aspiration than expectation for the highest vocational and educational levels, professional training, and employment were the major sources of differences expressed by seniors.