Fixation and Commitment While Designing and its Measurement

This paper introduces the notion that fixation and commitment while designing can be measured by studying the protocol of the design session. It is hypothesized that the dynamic entropy of the linkograph of the protocol provides the basis for such a measurement. The hypothesis is empirically tested using a design protocol and the results demonstrate that the dynamic entropy of the design protocol's linkograph may form the basis of the measurement of fixation and commitment.     

Can Coherence Generate Warrant Ex Nihilo? Probability and the Logic of Concurring Witnesses

Most foundationalists allow that relations of coherence among antecedently justified beliefs can enhance their overall level of justification or warrant. In light of this, some coherentists ask the following question: if coherence can elevate the epistemic status of a set of beliefs, what prevents it from generating warrant entirely on its own? Why do we need the foundationalist’s basic beliefs? I address that question here, drawing lessons from an instructive series of attempts to reconstruct within the probability calculus the classical problem of independent witnesses who corroborate each other’s testimony. Starred section headings indicate sections omitted here, but available on the author’s USC website.     

STATUS AND ORGANIZATIONAL ENTRY: HOW ORGANIZATIONAL AND INDIVIDUAL STATUS AFFECT JUSTICE PERCEPTIONS OF HIRING SYSTEMS

Despite the fact that cognitive ability tests are highly predictive of job applicants’ future performance, these tests are often viewed as procedurally unfair by both hiring managers and job applicants. In this paper, we build on existing rationales by theorizing that status—both personal and organizational—may affect individuals’ procedural justice perceptions of selection tests. In 2 quasi‐experimental studies representing 435 managers and executives across both the United States and United Kingdom, we demonstrate that status is a double‐edged sword: helpful for high‐status organizations that use demanding selection tests to choose applicants but harmful because high‐status job applicants view these selection tests as more procedurally unjust than low‐status applicants.     

Support marshaling for romantic relationships: Empirical validation of a support marshaling typology

Research has demonstrated that network support for a romantic relationship often plays a crucial role in the relationship's success. Despite this knowledge, it is not uncommon for romantic couples to encounter network opposition for their relationship, and little research has evaluated what the romantic partners do in this situation. Using “social contextual theory” as its foundation (M. R. Parks, 2007 , 2011 ), this study evaluates a previously proposed typology (J. P. Crowley, 2012 ) explicating the variety of strategies an individual can use to marshal support for his or her romantic relationship. In addition, the study examines different variables that can influence an individual's decision to use certain support marshaling strategies. Future applications of the typology and its implications are also explored.     

Negative internal causal attributions of a specific offense and forgiveness

Causal attributions are important social‐cognitive predictors of forgiveness. This article presents the Transgression Attribution Questionnaire (TAQ), a measure of one's negative internal causal attributions of a specific offense. In 4 studies, scores on the TAQ showed initial evidence of estimated internal consistency, temporal stability, and construct validity. Negative internal attributions for the cause of a transgression predicted lower levels of empathy and forgiveness. Furthermore, scores on the TAQ predicted forgiveness over and above the hurtfulness of the offense, relationship commitment, and a general measure of internal causal attributions in relationships. The current research bridges research on internal causal attributions and forgiveness. Implications for the social‐cognitive study of forgiveness and the measurement of causal attributions are discussed.     

CANDIDATE PERSISTENCE AND PERSONALITY TEST PRACTICE EFFECTS: IMPLICATIONS FOR STAFFING SYSTEM MANAGEMENT

Candidates persist in selection settings for numerous reasons, prompting several concerns regarding staffing-system management. Predictors of the propensity to retest and personality test practice effects were investigated among a sample of 15,338 candidates who applied for supervisory positions (and 357 who repeated the selection process) over a 4-year period with a large organization in the service industry. Results reveal greater likelihood of retesting among internal candidates and overall evidence of small-to-moderate personality test practice effects. Compared to passing candidates who retested for various reasons, failing candidates pursued alternative response strategies upon retesting and generated dimension-level practice effects that reached .40 to .60, whereas passing candidates generally replicated their initial profiles. For several subscales, low initial scores were associated with practice effects that exceeded a full standard deviation. Implications for research, practice, and policy are discussed.     

Perceiving low self‐esteem in close others impedes capitalization and undermines the relationship

Disclosing positive experiences to others (i.e., “capitalization”) is associated with personal and interpersonal benefits (Gable & Reis, 2010). Unfortunately, people who perceive low self‐esteem (LSE) in close others are reluctant to capitalize, holding back from those they expect will be unsupportive (MacGregor & Holmes, 2011). In Study 1, we extend previous findings by demonstrating the importance of the type of experience disclosed; participants capitalized less positively with an (ostensibly) LSE friend when disclosing an accomplishment, not a positive experience attributed to happenstance. In Study 2, we demonstrate the external validity of the phenomenon by examining real discussions between romantic partners. Participants capitalized less positively with their LSE partner, behavior associated with lower relationship satisfaction 6 weeks later (particularly for women).