Increasing implicit self-esteem through classical conditioning

Implicit self-esteem is the automatic, nonconscious aspect of self-esteem. This study demonstrated that implicit self-esteem can be increased using a computer game that repeatedly pairs self-relevant information with smiling faces. These findings, which are consistent with principles of classical conditioning, establish the associative and interpersonal nature of implicit self-esteem and demonstrate the potential benefit of applying basic learning principles in this domain.     

Cue interactions in flavor preference learning: a configural analysis

Four experiments showed that the preference normally established to a neutral flavor cue that was paired with maltodextrin was attenuated when that cue was conditioned in compound with another flavor--overshadowing. Furthermore, two experiments showed that the preference for a neutral flavor conditioned as part of a compound was further attenuated if the other element in that compound was separately paired with the reinforcer--blocking. These results stand in contrast to a number of previous compound flavor preference conditioning experiments, which have not revealed reliable cue competition effects. These discrepant findings are discussed in terms of the effects of within-compound associations and a configural perspective on potentiation. Modeling of this configural perspective predicts that a compound of two separately trained cues will elicit a similar response to the individual cues themselves--absence of summation. Two experiments confirmed this prediction.     

Spatial Skills and Self-Perceived Masculinity: Considering College Major STEM-ness,Directionality, and Gender

Sex Roles - The sex-role mediation hypothesis suggests that a masculine self-concept promotes male-typed cognition, including spatial skills. Support for the hypothesis is mixed, limited by small...     

Does neighborhood size really cause the word length effect?

In short-term serial recall, it is well-known that short words are remembered better than long words. This word length effect has been the cornerstone of the working memory model and a benchmark effect that all models of immediate memory should account for. Currently, there is no consensus as to what determines the word length effect. Jalbert and colleagues (Jalbert, Neath, Bireta, & Surprenant, 2011a; Jalbert, Neath, & Surprenant, 2011b) suggested that neighborhood size is one causal factor. In six experiments we systematically examined their suggestion. In Experiment 1, with an immediate serial recall task, multiple word lengths, and a large pool of words controlled for neighborhood size, the typical word length effect was present. In Experiments 2 and 3, with an order reconstruction task and words with either many or few neighbors, we observed the typical word length effect. In Experiment 4 we tested the hypothesis that the previous abolition of the word length effect when neighborhood size was controlled was due to a confounded factor: frequency of orthographic structure. As predicted, we reversed the word length effect when using short words with less frequent orthographic structures than the long words, as was done in both of Jalbert et al.’s studies. In Experiments 5 and 6, we again observed the typical word length effect, even if we controlled for neighborhood size and frequency of orthographic structure. Overall, the results were not consistent with the predictions of Jalbert et al. and clearly showed a large and reliable word length effect after controlling for neighborhood size.     

The relevance of being “on the same page” to succeed as a project team: A moderated mediation model

Taking a motivational approach, this study deepens the role of team members’ shared understanding of the work to be done in a project team setting. More specifically, the goal of this study is to test a second stage moderated mediation model in which the mediating role of team members’ proactive behavior in the relationship between perceived shared understanding and team performance is moderated by team adaptability. Based on a multisource and multimethod approach, data were collected from 111 teams of undergraduate and graduate students (521 participants) participating in a project management simulation. Results support the hypothesized moderated mediation model. Indeed, the results indicate that the relationship between perceived shared understanding and team performance is mediated by proactive behavior. The results also show that the relationship between proactive behavior and team performance is moderated by team adaptability. Overall, results reveal that the indirect effect of perceived shared understanding on team performance is moderated by team adaptability, such that this indirect effect is stronger when the level of team adaptability is high. In terms of practical implications, the study highlights the importance of fostering the perception of being “on the same page” in order to motivate members to be proactive and to enhance project team performance.     

Mimicry and Investigative Interviewing: Using Deliberate Mimicry to Elicit Information and Cues to Deceit

We examined the effect of deliberate mimicry on eliciting (accurate) information and cues to deceit. Mimicry is considered to facilitate cooperation and compliance in truth tellers, whereas liars are constrained to provide detail. We therefore expected truth tellers to be more detailed than liars, particularly after being mimicked. A total of 165 participants told the truth or lied about a meeting they attended. During the interview, an interviewer mimicked half of the participants. Truth tellers were more detailed than liars, but only in the ‘mimicry present’ condition. Truth tellers also gave more accurate units of information than liars, and the difference was most pronounced in the ‘mimicry present’ condition. Mimicry as a tool for eliciting information and cues to deceit fits well with the emerging ‘interviewing to detect deception’ literature, particularly in the ‘encouraging interviewees to say more’ approach. Copyright © 2015 John Wiley & Sons, Ltd.