When scowling may be a good thing: The influence of anger expressions on credibility

Emotion displays do not only signal emotions but also have social signal value. A study was conducted to test the hypothesis that expressing anger when complaining may lead to positive outcomes for the complainant because anger signals goal obstruction and hence the presence of real harm. The results suggest that the social signal value of anger enhances the credibility of the complainant and hence leads to better compensation, but only when the complaint itself presents room for doubt. For highly justified complaints the additional expression of anger does not add information and is discounted. In contrast, showing an affiliative‐smiling demeanor was found to enhance credibility for both types of complaints. Overall, the present research confirmed the important role of emotion expressions as social signals. Copyright © 2008 John Wiley & Sons, Ltd.     

Managing diversity in organizations: An integrative model and agenda for future research

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.     

Lasting increases in basolateral amygdala activity after emotional arousal: implications for facilitated consolidation of emotional memories

Manipulations that reduce or enhance the activity of basolateral amygdala (BLA) neurons in the minutes to hours after training have been shown to respectively impair or facilitate retention on the inhibitory avoidance task. Although this suggests that BLA activity is altered after emotional arousal, such changes have not been directly demonstrated. To test this, we devised a feline analog of the inhibitory avoidance task and recorded BLA unit activity before and after a single inescapable footshock. Single-unit recordings revealed that the firing rate of many BLA neurons gradually increased after the footshock, peaking 30-50 min post-shock and then subsiding to baseline levels 2 h later. During this period of increased activity, the discharges of simultaneously recorded BLA cells were more synchronized than before the shock. Although it was known that pairing innocuous (conditioned stimulus, CS) and noxious stimuli modifies the responsiveness of BLA neurons to the CS, our results constitute the first demonstration that emotional arousal produces lasting increases in the spontaneous firing rates of BLA neurons. We propose that these changes in BLA activity may promote Hebbian interactions between coincident but spatially distributed activity patterns in BLA targets, facilitating the consolidation of emotional memories.     

Simplified Models Establishing some of Né:zondet's Results on Erdös–Woods Conjecture

The first step of the construction of Nézondet's models of finite arithmetics which are counter-models to Erdös–Woods conjecture is to add to the natural numbers the non-standard numbers generated by one of them, using addition, multiplication and divisions by a natural factor allowed in an ultrapower construction. After a review of some properties of such a structure, we show that the choice of the ultrafilter can be managed, using just the Chinese remainder's theorem, so that a model as desired is obtained as early as at the first time.     

The World at 7:00: Comparing the Experience of Situations Across 20 Countries

The purpose of this research is to quantitatively compare everyday situational experience around the world. Local collaborators recruited 5,447 members of college communities in 20 countries, who provided data via a Web site in 14 languages. Using the 89 items of the Riverside Situational Q‐sort (RSQ), participants described the situation they experienced the previous evening at 7:00 p.m. Correlations among the average situational profiles of each country ranged from r = .73 to r = .95; the typical situation was described as largely pleasant. Most similar were the United States/Canada; least similar were South Korea/Denmark. Japan had the most homogenous situational experience; South Korea, the least. The 15 RSQ items varying the most across countries described relatively negative aspects of situational experience; the 15 least varying items were more positive. Further analyses correlated RSQ items with national scores on six value dimensions, the Big Five traits, economic output, and population. Individualism, Neuroticism, Openness, and Gross Domestic Product yielded more significant correlations than expected by chance. Psychological research traditionally has paid more attention to the assessment of persons than of situations, a discrepancy that extends to cross‐cultural psychology. The present study demonstrates how cultures vary in situational experience in psychologically meaningful ways.     

The time course of visual influences in letter recognition

This study builds on a specific characteristic of letters of the Roman alphabet—namely, that each letter name is associated with two visual formats, corresponding to their uppercase and lowercase versions. Participants had to read aloud the names of single letters, and event-related potentials (ERPs) for six pairs of visually dissimilar upper- and lowercase letters were recorded. Assuming that the end product of processing is the same for upper- and lowercase letters sharing the same vocal response, ERPs were compared backward, starting from the onset of articulatory responses, and the first significant divergence was observed 120 ms before response onset. Given that naming responses were produced at around 414 ms, on average, these results suggest that letter processing is influenced by visual information until 294 ms after stimulus onset. This therefore provides new empirical evidence regarding the time course and interactive nature of visual letter perception processes.     

Predictors and processes related to employees’ change‐related compliance and championing

This field study of a merger examines the antecedent factors and processes that explain two different forms of employee support for change—compliance and championing. Our overarching goal is to understand why some employees comply and others champion change efforts. We examine the combined effects of context and person factors on both positive and negative employee reactions to change, and then investigate the differential effects of these reactions on employee support for change. Results support our hypotheses and show that change management support (context factor) negatively predicts threat appraisals and positively predicts challenge appraisals. Both compliance and championing are positively predicted by challenge appraisals, and threat appraisals are negatively related to championing. Analyses also reveal that the positive relationship between change management support and challenge appraisal is stronger when dispositional resistance to change (person factor) is high. Moderated‐mediation analyses suggest employees’ compliance and championing for change are differentially affected by management actions, their own dispositional resistance, and that these effects are mediated through positive and negative appraisals.     

The Creative Process in Visual Art: A Longitudinal Multivariate Study

The purpose of this research was to study the creative process in real-life settings and in a multicomponential perspective of creativity. Relations between the creative process and other important variables (mood, personality, and the creative product) were investigated. The data analyzed were collected in four applied art schools (n = 41) in Switzerland, during mandatory workshops. The creative process was operationalized through 2 subprocesses: generation (idea production) and selection (idea evaluation), both repeatedly measured across the workshops. The trajectories of theses subprocesses were modeled with a commonly used statistical model for longitudinal data (Latent Growth Models). Results showed that generation had an overall decreasing pattern through time, whereas selection had an inverted U-shaped pattern. Important individual differences in both subprocesses and related variables were also found, many of which had strong predictive validity. Indeed, process and personality variables explained 70% of the variance of the evaluation of the final product.