Categorization and representation of physics problems by experts and novices

The representation of physics problems in relation to the organization of physics knowledge is investigated in experts and novices. Four experiments examine (a) the existence of problem categories as a basis for representation; (b) differences in the categories used by experts and novices; (c) differences in the knowledge associated with the categories; and (d) features in the problems that contribute to problem categorization and representation. Results from sorting tasks and protocols reveal that experts and novices begin their problem representations with specifiably different problem categories, and completion of the representations depends on the knowledge associated with the categories. For, the experts initially abstract physics principles to approach and solve a problem representation, whereas novices base their representation and approaches on the problem's literal features.     

Personality and affect characteristics of outpatients with depression

This investigation was designed to examine the relationship between depression severity and personality disorders measured by the Millon Clinical Multiaxial Inventory-II (Millon, 1987) and affectivity measured by the Positive Affectivity/Negative Affectivity Schedule (Watson, Clark, & Tellegen, 1988). Discriminant analyses were employed to identify the personality and affective dimensions that maximally discriminate between 4 different levels of depressive severity. Differences between the 4 levels of depressive severity are suggestive of unique patterns of personality characteristics. Discriminant analysis showed that 74.8% of the cases were correctly classified by a single linear discriminant function, and that 61% of the variance in depression severity was accounted for by selected personality and affect variables. Results extend current conceptualizations of comorbidity and are discussed with respect to depression severity.     

Self-Explanations: How Students Study and Use Examples in Learning to Solve Problems

The present paper analyzes the self-generated explanations (from talk-aloud protocols) that “Good” and “Poor” students produce while studying worked-out examples of mechanics problems, and their subsequent reliance on examples during problem solving. We find that “Good” students learn with understanding: They generate many explanations which refine and expand the conditions for the action parts of the example solutions, and relate these actions to principles in the text. These self-explanations are guided by accurate monitoring of their own understanding and misunderstanding. Such learning results in example-independent knowledge and in a better understanding of the principles presented in the text. “Poor” students do not generate sufficient self-explanations, monitor their learning inaccurately, and subsequently rely heavily on examples. We then discuss the role of self-explanations in facilitating problem solving, as well as the adequacy of current AI models of explanation-based learning to account for these psychological findings.     

Implicit Bias and Policing

In a time when racial prejudice is generally taboo and decision makers, including law enforcement officials, strenuously disavow the use of group‐based stereotypes to make judgments that affect others, one might expect discriminatory outcomes to be unusual. However, research repeatedly indicates that discrimination is pervasive across many domains, and specifically in policing. A major cause of biased policing is likely the implicit biases that operate outside of conscious awareness and control but nevertheless influence our behaviors. Implicit biases (e.g., stereotypes linking Blacks with crime or with related traits like violence or hostility) influence judgments through processes of misattribution and disambiguation. Although psychological science gives us good insight into the causes of racially biased policing, there are as yet no known, straightforward, effective intervention programs. Nevertheless, there are several strands of research that represent promising avenues for further exploration, including intergroup contact, exposure to counter‐stereotypic exemplars, and stereotype negation. Meanwhile, many police departments are adjusting their policies, trainings, and procedures to try to address biased policing and community complaints. Several common themes among those changes include banning racial profiling, collecting data, training officers, reducing discretion, and adopting new technologies. These adjustments are more likely to be successful if they incorporate the understanding that biased policing occurs in the absence of explicitly “racist” thoughts because of well‐documented, pernicious stereotypes that operate largely outside of conscious awareness and control.     

Redesigning work through idiosyncratic deals

This study links idiosyncratic deals (i-deals) to job design theory. It investigates the impact of individually negotiated job changes on performance, self-efficacy, and psychological strain through their intervening effects on work design. Based on a sample of 187 health care professionals employed by a hospital in Germany, three types of work design-related i-deals were investigated: (1) task, (2) career, and (3) flexibility i-deals. Consistent with hypotheses, the three types of i-deal had differential effects on work characteristics, and each in turn related to different outcomes. Specifically, job autonomy mediated the task i-deals—job performance relationship; skill acquisition mediated the career i-deals—occupational self-efficacy relationship; and reduced work overload mediated the flexibility i-deals—emotional and affective irritation relationships. Leader–Member Exchange was confirmed as an antecedent of all three types of i-deals. Task, career, and flexibility i-deals are discussed as ways to make work more intrinsically motivating, ensure one’s professional advancement, and balance workplace stressors.     

Employee-oriented leadership and quality of working life: mediating roles of idiosyncratic deals

Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive.     

Public Support for Political Compromise on a Volatile Racial Issue: Insight from the Survey Experiment

In 2000, South Carolina officials, after years of political wrangling over the flying of the Confederate flag over the state capitol, finally removed it, placing it at a Confederate monument on the statehouse grounds. Here, via iterative survey experimentation, I look at the public response to the political compromise required to bring down the flag. I show that the public did respond positively to the multifaceted compromise and that black flag opponents were much more likely than white flag proponents to support the compromise. I also show that more white flag proponents can be swayed to support the compromise if they understand that it is supported by a majority of South Carolinians, thus breaking their misperception of the issue. Flag proponents, however, do not respond more positively to compromise simply because it is the by‐product of white and black negotiations. The political process necessarily evokes competitive intergroup attitudes. Can we think about process in a way that redirects these attitudes and makes political compromise more acceptable?     

Creating flexible work arrangements through idiosyncratic deals

A survey of 887 employees in a German government agency assessed the antecedents and consequences of idiosyncratic arrangements individual workers negotiated with their supervisors. Work arrangements promoting the individualization of employment conditions, such as part-time work and telecommuting, were positively related to the negotiation of idiosyncratic deals ("i-deals"). Worker personal initiative also had a positive effect on i-deal negotiation. Two types of i-deals were studied: flexibility in hours of work and developmental opportunities. Flexibility i-deals were negatively related and developmental i-deals positively related to work-family conflict and working unpaid overtime. Developmental i-deals were also positively related to increased performance expectations and affective organizational commitment, while flexibility i-deals were unrelated to either.