The stroop effect and the myth of automaticity

A widespread view in cognition is that once acquired through extensive practice, mental skills such as reading are automatic. Lexical and semantic analyses of single words are said to be uncontrollable in the sense that they cannot be prevented. Over the past 60 years, apparently convincing support for this assumption has come from hundreds of experiments in which skilled readers have processed an irrelevant word in the Stroop task despite explicit instructions not to, even when so doing would hurt color identification performance. This basic effect was replicated in two experiments, which also showed that a considerable amount of semantic processing is locally controlled by elements of the task. For example, simply coloring a single letter instead of the whole word eliminated the Stroop effect. This outcome flies in the face of any automaticity account in which specified processes cannot be prevented from being set in motion, but it is consistent with the venerable idea that mental set is a powerful determinant of performance.     

Do worksite stress management programs attract the employees who need them and are they effective?

Employees who planned to attend a worksite stress management program (volunteers), those who planned not to attend (nonvolunteers), and those who had participated in worksite stress management training were assessed on the variables of work stressors, perceived stress, and organizational spontaneity (extrarole) behavior. Twelve hundred hospital employees were randomly selected from seven VA hospitals that had been offering a stress management program for at least 5 years. Participants received questionnaire packets in the mail and 461 (38%) of the employees responded. The results showed that volunteers reported significantly more perceived stress than the nonvolunteers. However, volunteers did not report greater frequency or intensity of work stressors. Also, respondents who had participated in past stress training reported less perceived stress than volunteers and significantly more organizational spontaneity behavior than respondents who had not participated in past stress training. These findings suggest that employees who plan to attend stress training have the greatest need and that the stress intervention reduces perceived stress levels and, possibly, affects work behavior.     

The McGurk effect in infants

In the McGurk effect, perceptual identification of auditory speech syllables is influenced by simultaneous presentation of discrepant visible speech syllables. This effect has been found in subjects of different ages and with various native language backgrounds. But no McGurk tests have been conducted with prelinguistic infants. In the present series of experiments, 5-month-old English-exposed infants were tested for the McGurk effect. Infants were first gaze-habituated to an audiovisual /va/. Two different dishabituation stimuli were then presented: audio /ba/-visual /va/ (perceived by adults as /va/), and audio /da/-visual /va/ (perceived by adults as /da/). The infants showed generalization from the audiovisual /va/ to the audio /ba/-visual /va/ stimulus but not to the audio /da/-visual /va/ stimulus. Follow-up experiments revealed that these generalization differences were not due to a general preference for the audio /da/-visual /va/ stimulus or to the auditory similarity of /ba/ to /va/ relative to /da/. These results suggest that the infants were visually influenced in the same way as Englishspeaking adults are visually influenced.     

Influences of Destructive Personality Information on Decision Making1

This study examined the effects of information about a landlord's personality on juror judgments for a landlord-tenant civil trial. The personality information manipulated was specifically relevant to destructive acts. Alternative versions of witness testimony were used to describe a landlord either high or low on need for power. treating people as objects, and negative life themes. This information strongly influenced aspects of the schema for this case constructed by the individual mock jurors. Destructive personality information caused dislike of the landlord and lowered the credibility of his story. If the landlord treated people as objects, the credibility of the tenant's story and positive evaluations of the tenant increased. Juror judgments about relative fault were strongly shifted by destructive personality information. An empirical model for juror decisions indicated a dynamic interplay of story components and fault judgments.     

Racial Attitudes and the Death Penalty1

This study investigated the relationship between overt and subtle forms of racism with Whites' recommendations for capital sentencing of Black and White offenders convicted of murder. White participants (n= 104) viewed 5 other “jurors” (all Whites or 4 Whites and 1 Black) on videotape individually presenting their decisions to vote for the death penalty in the case. It was hypothesized that the bias of high prejudice-scoring participants would be overt, but that the pattern for low prejudice-scoring participants would be more complex. As predicted, among high prejudice-scoring participants, Black defendants received stronger recommendations for the death penalty than did White defendants. Among low prejudice-scoring White participants, Black offenders received stronger recommendations for the death penalty only when a Black juror advocated the death penalty.     

The Unintended Negative Consequences of Sympathy for the Stigmatized1

Research on attitudes toward the stigmatized indicates that negative feelings and stereotypes toward the stigmatized are often mixed with positive feelings of sympathy and concern. Three studies investigate the hypothesis that positive outcomes for the stigmatized that are motivated by sympathy may have unintended negative consequences for self-esteem, affect, and motivation. Subjects were asked to imagine themselves in the position of a stigmatized person who received a job either because he or she was qualified, or out of sympathy for a stigmatizing condition. Results indicated that subjects reported lower state self-esteem, more negative affect, and lowered work motivation when the job was offered out of sympathy rather than on the basis of qualifications. Study 2 showed that the negative effects of sympathy occur whether the basis for the sympathy is prejudice and discrimination or mobility problems faced by the stigmatized individual. The third experiment showed that sympathy has negative effects when the sympathy is based either on individual or group-based problems imposed by the stigmatizing condition. The findings are discussed in terms of the attributional ambiguity surrounding positive outcomes faced by the stigmatized and applied to the effects of affirmative-action programs.     

The Diagnostic Interview Schedule for Children (PC-DISC v.3.0): Parents and Adolescents Suggest Reasons for Expecting Discrepant Answers

To identify reasons for discrepancies between parent and child reports of child/adolescents's psychiatric symptoms, parents and adolescents (51 pairs) were asked to guess what the other would answer to questions from the PC-DISC about the adolescent's psychiatric symptoms, and to explain why they expected disagreement when the answer they provided for the other was different from their own. Adolescents' explanations for expecting (1) parental denial of symptoms the adolescent reported were: the parent was unaware of, forgot about, assumed the adolescent could not have, or trivialized the symptom; and (2) parental report of symptoms the adolescent denied were: the parent misread or exaggerated the adolescent's symptom, had too high expectations for the adolescent's behavior, put a negative label on or did not trust the adolescent. Parents' reasons for expecting their children to (1) deny symptoms the parents reported were: the adolescent did not remember how s/he felt, lied, did not recognize or minimized the importance or frequency of the symptom; and (2) report symptoms the parents denied were: the adolescent lied, exaggerated the importance of or interpreted the symptom differently.Support for this work was provided by National Institute of Drug Abuse grant number DA-05585 (Dr. Cottler, P.I.), and National Institute of Mental Health grants numbers MH-31302 (Dr. R. C. Cloninger, P.I.) and MH-17104 (Dr. Cottler, P.I.).Address all correspondence, including reprint requests, to Michelle Bidaut-Russell, Ph.D, MPH, MPE, Department of Psychiatry, Box 8134, Washington University School of Medicine, 4940 Children's Place, St. Louis, Missouri 63110.     

The numbers game: Gender and attention to numerical information

Research suggests that males outperform females on standardized tests of math ability from early adolescence onward. Several explanations for this difference focus on the different experiences of females and males with numerical information. We reasoned that males have more experience with numerical information than females because typical male interests (e.g., sports) are more likely to involve numerical information than typical female interests (e.g., physical appearance). Thus, we predicted that males would attend more to numerical information than would females, at least when the information was presented in a male-related or gender-neutral context. Females were expected to attend more than males when the context was female-related. Results using White/Caucasian subjects provided some support for these predictions. Implications for future research on the relationship between the gender-linkage of math materials and gender differences in math performance are discussed.     

Depression and unemployment: Panel findings from the Epidemiologic Catchment Area study

Studies that have found an association between unemployment and psychological depression often fail to establish the direction of causal influence. Analyses of Epidemiologic Catchment Area panel data revealed that of employed respondents not diagnosed with major depression at first interview, those who became unemployed had over twice the risk of increased depressive symptoms and of becoming clinically depressed as those who continued employed. Although the increase in symptoms was statistically significant, the effect on clinical depression was not, possibly because of the low power of the test. The reverse causal path from clinical depression at Time 1 to becoming unemployed by Time 2 was not supported. The unemployment rate in the respondent's community at time of interview was not related directly to psychological depression but appeared associated indirectly with depression via its impact on the risk of becoming unemployed. Implications for policy and further research were discussed. The research described in this paper was supported by Grant #5 RO1 AA08379-02 from the National Institute of Alcohol Abuse and Alcoholism. The authors appreciate the suggestions provided by members of the Consortium for Research Involving Stress Processes sponsored by the W. T. Grant Foundation and by two anonymous journal reviewers.     

New parents at work: Jobs, families and the psychological contract

Interviews with seven women and six men who had recently returned to work after becoming first-time parents were carried out to examine experiences of the policies, practices and attitudes of their employers towards new parents, and to assess how far they felt able to discuss their circumstances and changed expectations with their managers. Findings pointed to considerable differences in the attitudes of employers to the men and women. Almost all the women had changed to part-time work, but arranging this had not been easy and some had found it difficult to come to terms with a difference in status. Many of the respondents had reservations about discussing their positions and altered expectations with their managers, and it seemed unlikely that mutually beneficial psychological contracts could be negotiated without changes in organisational cultures and policies. The findings have implications for our understanding of organisational careers and for career-planning interventions in organisations.