The hierarchical face: higher rankings lead to less cooperative looks

In 3 studies, we tested the hypothesis that the higher ranked an individual's group is, the less cooperative the facial expression of that person is judged to be. Study 1 established this effect among business school deans, with observers rating individuals from higher ranked schools as appearing less cooperative, despite lacking prior knowledge of the latters' actual rankings. Study 2 then experimentally manipulated ranking, showing that the effect of rankings on facial expressions is driven by context rather than by individual differences per se. Finally, Study 3 demonstrated that the repercussions of this effect extend beyond the perception of cooperativeness to tangible behavioral outcomes in social interactions. Theoretical and practical implications of this phenomenon are discussed.     

How much do narcissists really like themselves? Using the bogus pipeline procedure to better understand the self-esteem of narcissists

Narcissism is considered to be a pathological form of self-love but the extent to which narcissists actually like themselves is unclear. The present study utilized the bogus pipeline technique in order to examine how narcissists actually feel about themselves. Participants were 71 women who completed measures of narcissism and self-esteem before responding to a self-esteem measure under either bogus pipeline or control conditions. Women with high levels of narcissism reported lower levels of self-esteem in the bogus pipeline condition than the control condition. This suggests that women with high levels of narcissism may not actually feel as good about themselves as they often claim.     

Use of the estimated intraclass correlation for correcting differences in effect size by level

In a meta-analysis of intervention or group comparison studies, researchers often encounter the circumstance in which the standardized mean differences (d-effect sizes) are computed at multiple levels (e.g., individual vs. cluster). Cluster-level d-effect sizes may be inflated and, thus, may need to be corrected using the intraclass correlation (ICC) before being combined with individual-level d-effect sizes. The ICC value, however, is seldom reported in primary studies and, thus, may need to be computed from other sources. This article proposes a method for estimating the ICC value from the reported standard deviations within a particular meta-analysis (i.e., estimated ICC) when an appropriate default ICC value (Hedges, 2009b) is unavailable. A series of simulations provided evidence that the proposed method yields an accurate and precise estimated ICC value, which can then be used for correct estimation of a d-effect size. The effects of other pertinent factors (e.g., number of studies) were also examined, followed by discussion of related limitations and future research in this area.     

EcoWellness: The Missing Factor in Holistic Wellness Models

A growing body of multidisciplinary literature has delineated the benefits that natural environments have on physical and mental health. Current wellness models in counseling do not specifically address the impact of nature on wellness or how the natural world can be integrated into counseling. The concept of EcoWellness is presented as the missing link in wellness models and counseling. Integrating EcoWellness in counseling provides new and potentially powerful interventions to enhance wellness across the life span.     

Behaviorally inhibited temperament is associated with severity of post-traumatic stress disorder symptoms and faster eyeblink conditioning in veterans

Prior studies have sometimes demonstrated facilitated acquisition of classically conditioned responses and/or resistance to extinction in post-traumatic stress disorder (PTSD). However, it is unclear whether these behaviors are acquired as a result of PTSD or exposure to trauma, or reflect preexisting risk factors that confer vulnerability for PTSD. Here, we examined classical eyeblink conditioning and extinction in veterans self-assessed for current PTSD symptoms, exposure to combat, and the personality trait of behavioral inhibition (BI), a risk factor for PTSD. A total of 128 veterans were recruited (mean age 51.2 years; 13.3% female); 126 completed self-assessment, with 25.4% reporting a history of exposure to combat and 30.9% reporting current, severe PTSD symptoms (PTSS). The severity of PTSS was correlated with current BI (R(2) = 0.497) and PTSS status could be predicted based on current BI and combat history (80.2% correct classification). A subset of the veterans (n = 87) also completed the eyeblink conditioning study. Among veterans without PTSS, childhood BI was associated with faster acquisition; veterans with PTSS showed delayed extinction, under some conditions. These data demonstrate a relationship between current BI and PTSS, and indicate that the facilitated conditioning sometimes observed in patients with PTSD may partially reflect personality traits such as childhood BI that pre-date and contribute to vulnerability for PTSD.     

Wellness Factors Decrease the Odds of Drinking and Driving Among College Students

The authors examined holistic wellness factors and drinking and driving behaviors among undergraduate students. Two factors of the Indivisible Self Wellness Model, the Coping Self and the Physical Self, decreased the odds of engaging in drinking and driving behavior.     

How and for Whom Time Control Matter for Innovation? The Role of Positive Affect and Problem-Solving Demands

Job resources are essential for higher performance. Focusing on innovation, we examine how and for whom the job resource of time control is related to the implementation of novel ideas in the workplace. Drawing on the job demands-resources model and affect-as-information theory, we propose that positive affect explains how the association of time control with innovation unfolds and how this psychological process depends on the extent to which employees work under problem-solving demands. Using a survey study, conducted with 198 employees from diverse organisations, we supported a mediation mechanism in which time control was positively associated with positive affect, which is turn was positively related to innovation. Furthermore, the strength of this mediation process depended on problem-solving demands, such that positive affect and innovation resulting from time control was stronger for those working in complex environments. These results corroborate and expand knowledge on the job demands-resources, affect and innovation literatures, showing that job resources matter for performance, particularly in conjunction with job complexity denoting challenging performance. Thus, organisations should be aware of opportunities to manage the degree of job control and complexity if they aim to foster employee innovation.