Empirically Defining Treatment Response and Remission in Body Dysmorphic Disorder Using a Short Self-Report Instrument

Determining response or remission status in body dysmorphic disorder (BDD) usually requires a lengthy interview with a trained clinician. This study sought to establish empirically derived cutoffs to define treatment response and remission in BDD using a brief self-report instrument, the Appearance Anxiety Inventory (AAI). Results from three clinical trials of BDD were pooled to create a sample of 123 individuals who had received cognitive-behavioral therapy for BDD, delivered via the Internet. The AAI was compared to gold-standard criteria for response and remission in BDD, based on the clinician-administered Yale–Brown Obsessive Compulsive Scale, modified for BDD (BDD-YBOCS), and evaluated using signal detection analysis. The results showed that a ≥ 40% reduction on the AAI best corresponded to treatment response, with a sensitivity of 0.71 and a specificity of 0.84. A score ≤ 13 at posttreatment was the optimal cutoff in determining full or partial remission from BDD, with a sensitivity of 0.75 and a specificity of 0.88. These findings provide benchmarks for using the AAI in BDD treatment evaluation when resource-intensive measures administered by clinicians are not feasible.     

Expansion of arbitrary stimulus classes and function-transfer measured by sorting performances

Sorting (SRT) and matching-to-sample (MTS) tests have measured the formation of arbitrary stimulus classes. This experiment used SRT and MTS tests to document the expansion of class size. Thirty-two participants learned 12 conditional discriminations with a linear series training structure (A➔B➔C➔D➔E). SRT tests documented the formation of 5-member classes by 17 of the participants. Thereafter, 6-member class expansion was implemented by FC training. Nine of these 17 participants showed class expansion when tracked with a sequence of an SRT, MTS, and a final SRT test, and the other 8 showed expansion when tracked with a sequence of MTS and SRT tests. Thus, SRT tests documented class expansion, and the sequence of tests did not influence class expansion. The 15 participants who did not form the 5-member classes learned the baselines for new 3-member classes (A➔B➔C) and formed them as documented by an SRT test. Then, 4-member class expansion was implemented by FB training. Expansion was assessed using the above-mentioned testing sequences. All 15 showed class expansion with 100% correspondence between the SRT and MTS performances. Sorting documented the expansion of arbitrary stimulus classes, while the MTS tests showed that the stimuli also functioned as members of equivalence classes.     

Developmental Variation in the Associations of Attention Bias to Emotion with Internalizing and Externalizing Psychopathology

Research on Child and Adolescent Psychopathology - Attention biases to emotion are associated with symptoms of internalizing and externalizing psychopathology in children and adolescents. It is...     

Development and Validation of a Brief Version of the Difficulties in Emotion Regulation Scale: The DERS-16

The Difficulties in Emotion Regulation Scale (DERS) is a widely-used, theoretically-driven, and psychometrically-sound self-report measure of emotion regulation difficulties. However, at 36-items, the DERS may be challenging to administer in some situations or settings (e.g., in the course of patient care or large-scale epidemiological studies). Consequently, there is a need for a briefer version of the DERS. The goal of the present studies was to develop and evaluate a 16-item version of the DERS – the DERS-16. The reliability and validity of the DERS-16 were examined in a clinical sample (N = 96) and two large community samples (Ns = 102 and 482). The validity of the DERS-16 was evaluated comparing the relative strength of the association of the two versions of the DERS with measures of emotion regulation and related constructs, psychopathology, and clinically-relevant behaviors theorized to stem from emotion regulation deficits. Results demonstrate that the DERS-16 has retained excellent internal consistency, good test-retest reliability, and good convergent and discriminant validity. Further, the DERS-16 showed minimal differences in its convergent and discriminant validity with relevant measures when compared to the original DERS. In conclusion, the DERS-16 offers a valid and brief method for the assessment of overall emotion regulation difficulties.     

The health preoccupation diagnostic interview: inter-rater reliability of a structured interview for diagnostic assessment of DSM-5 somatic symptom disorder and illness anxiety disorder

Somatic symptom disorder (SSD) and illness anxiety disorder (IAD) are two new diagnoses introduced in the DSM-5. There is a need for reliable instruments to facilitate the assessment of these disorders. We therefore developed a structured diagnostic interview, the Health Preoccupation Diagnostic Interview (HPDI), which we hypothesized would reliably differentiate between SSD, IAD, and no diagnosis. Persons with clinically significant health anxiety (n = 52) and healthy controls (n = 52) were interviewed using the HPDI. Diagnoses were then compared with those made by an independent assessor, who listened to audio recordings of the interviews. Ratings generally indicated moderate to almost perfect inter-rater agreement, as illustrated by an overall Cohen’s κ of .85. Disagreements primarily concerned (a) the severity of somatic symptoms, (b) the differential diagnosis of panic disorder, and (c) SSD specifiers. We conclude that the HPDI can be used to reliably diagnose DSM-5 SSD and IAD.     

The implicit power motive predicts decisions in line with perceived instrumentality

Past research suggests that the implicit power motive (i.e., an unconsciously held motivational disposition to derive pleasure from having impact on others) predicts a preference to interact with individuals having submissive-looking faces. The present research extends this finding by testing whether the relation between the implicit power motive and approaching submissiveness depends on instrumentality. In two experiments, participants were assigned to a group that would ostensibly compete with another group. Within this intergroup context, they were asked to select persons as leaders or members for the in-group or the out-group. Potential leaders and members were displayed as submissive-looking or dominant-looking. Results showed that the implicit power motive predicted decisions favoring dominant-looking persons as in-group leaders, and submissive-looking persons as out-group leaders (Study 1) or in-group members (Study 2). These findings indicate that the tendency for people high in the implicit power motive to approach submissive-looking persons depends on the perceived instrumentality for gaining influence over others.     

Cognitive labor shapes the desire for social and monetary compensation

When do people want something back for their mental labor? Based on equity theory, we propose that conscious experiences of success and effort—which emerge during cognitive work—shape people’s subsequent desire for social and monetary rewards. We examined this idea in a series of experiments, in which participants carried out a cognitive task, in which we manipulated task difficulty (easy vs. difficult) and performance feedback (high vs. low) within subjects. After each trial of this task, we probed people’s desire for compensation, in terms of social appreciation or money. Findings were in line with the entitlement hypothesis, which assumes that the experience of success can cause people to feel entitled to money. However, we found only indirect support for the effort compensation hypothesis, which assumes that the feeling of effort increases the subsequent desire for compensation, and no support for the intrinsic reward hypothesis, which assumes that people desire less social appreciation after already having experienced success. When considered together, our results suggest that labor-related feelings (of success and effort) shape people’s subsequent desire for money and social appreciation in several ways. These findings have potential implications for the effective use of performance feedback in work contexts.