Deliberate Self-Harm and State Dissociation: An Experimental Investigation

The purpose of this study was to test the relation between deliberate self-harm (DSH) and state dissociation. Participants (N = 85) were randomly assigned to self-administer either a very mild electric shock below their pain threshold (a no-self-harm control condition) or an electric shock they were told could “cause minor tissue damage that would heal quickly,” but which was in fact equal to a predetermined pain threshold (a DSH condition). After task completion, 42 participants rated the extent of their dissociation before the shock and 43 rated the extent of their dissociation after the shock. Results indicated that women in the DSH group experienced more dissociation compared to men, but only after the shock. Potential reasons for this gender effect are discussed.     

Enhanced facial symmetry assessment in orthodontists

Assessing facial symmetry is an evolutionarily important process, which suggests that individual differences in this ability should exist. As existing data are inconclusive, the current study explored whether a group trained in facial symmetry assessment, orthodontists, possessed enhanced abilities. Symmetry assessment was measured using face and nonface stimuli among orthodontic residents and two control groups: university participants with no symmetry training and airport security luggage screeners, a group previously shown to possess expert visual search skills unrelated to facial symmetry. Orthodontic residents were more accurate at assessing symmetry in both upright and inverted faces compared to both control groups, but not for nonface stimuli. These differences are not likely due to motivational biases or a speed–accuracy tradeoff—orthodontic residents were slower than the university participants but not the security screeners. Understanding such individual differences in facial symmetry assessment may inform the perception of facial attractiveness.     

The effects of transformational leadership behaviours on follower outcomes: An identity-based analysis

The aim of this study was to explore two of the mechanisms by which transformational leaders have a positive influence on followers. It examined the mediating role of follower's leader and group identification on the associations among different transformational leader behaviours and follower job satisfaction and supervisor-rated job performance. One hundred and seventy-nine healthcare employees and 44 supervisors participated in the study. The results from multilevel structural equation modelling provided results that partially supported the predicted model. Identification with the leader significantly mediated the positive associations between supportive leadership, intellectual stimulation, personal recognition, in the prediction of job satisfaction and job performance. Leader identification also mediated the relationship between supportive leadership, intellectual stimulation, personal recognition, and group identification. However, group identification did not mediate the associations between vision leadership and inspirational communication, in the prediction of job satisfaction and job performance. The results highlight the role of individualized forms of leadership and leader identification in enhancing follower outcomes.     

A China–New Zealand comparison of forgiveness

The present study examined the practice of forgiveness among participants from China (N = 172) and New Zealand (N = 91). We tested a theoretical model describing the relationships between collectivism, individualism, and forgiveness. Participants from China were more collectivistic and less individualistic than were participants from New Zealand. Overall, participants from New Zealand were more forgiving than were participants from China. Collectivism was positively related to decisional forgiveness in Chinese participants. Decisional forgiveness independently predicted conciliatory behaviour among participants from China, but this was not the case for participants from New Zealand. Thus, the hypothesized model received qualified support.     

Demonstrating the Effects of Presentation Rate on Aging Memory Using the California Verbal Learning Test (CVLT)

Previous research has repeatedly found that the elderly demonstrate significant declines in direct measures of memory. This study examined verbal learning and memory in the young and old participants using the California Verbal Learning Test (CVLT). We hypothesized that slowing down the presentation rate of a list of words, therefore giving the participants more time to rehearse while learning new information, would decrease the normal differences found between the young and old adults on memory recall. However, at a faster presentation rate, the usual differences would be found. Participants took the CVLT, and correct recall responses were measured as a function of age and presentation rate. It was found, as expected, that at the faster presentation rate, the young did significantly better than the old on recall, but at the slower presentation rate, the differences between age groups diminished. It was concluded that by giving the elderly more time to rehearse information, age-related differences in memory recall could be greatly diminished.     

Hornsby and Baker on the physicalist orthodoxy

I examine some recent claims put forward by L. A. Paul, Barry Dainton and Simon Prosser, to the effect that perceptual experiences of movement and change involve an (apparent) experience of ‘passage’, in the sense at issue in debates about the metaphysics of time. Paul, Dainton and Prosser all argue that this supposed feature of perceptual experience – call it a phenomenology of passage – is illusory, thereby defending the view that there is no such a thing as passage, conceived of as a feature of mind-independent reality. I suggest that in fact there is no such phenomenology of passage in the first place. There is, however, a specific structural aspect of the phenomenology of perceptual experiences of movement and change that can explain how one might mistakenly come to the belief that such experiences do involve a phenomenology of passage.     

I can’t stop looking at them: Interactive effects of body mass index and weight dissatisfaction on attention towards body shape photographs

Although attentional biases toward body-related information contribute to the etiology and maintenance of body dissatisfaction (BD) and eating disorders (EDs), attentional disengagement in women with BD and EDs is not clear. The present study investigated the association between weight dissatisfaction and attentional disengagement from body-related pictures and the possible moderating effect of body mass index (BMI) on this relation. Two hundred and four undergraduate women engaged in an experiment using a pictorial spatial cueing paradigm including fat/thin bodies and neutral household photos. Partial correlations and simple slopes regression analyses were conducted with attentional disengagement index scores of each category of cues. Findings suggested that independent of BMI, weight dissatisfaction was directly associated with attentional disengagement from both fat and thin pictures. In addition, among women with low and medium BMIs, the more they were dissatisfied with their bodyweight, the more difficulty they had disengaging their attention from fat body pictures.     

Do personality factors predict job satisfaction?

Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction.