When values (do not) converge: Cultural diversity and value convergence in work groups

Culturally diverse work groups do not always reach their full potential compared with less diverse groups. As shared values facilitate group functioning, we examined whether constructing shared values among group members is constrained by high degrees of cultural diversity. Following 33 real‐life work groups, we investigated how members influenced each other's achievement and relational values over time. Although low and high diversity groups did not differ in initial value similarity between members, they differed in the process of value convergence. In low diversity groups, members developed shared values by influencing each other's values towards consensus. In high diversity groups, however, members did not influence each other's values towards consensus. Low diversity groups also performed better than high diversity groups. These findings extend earlier findings establishing value convergence in culturally homogenous groups and reveal the distinctive processes in highly diverse groups as a focus for interventions to promote diverse group functioning. Copyright © 2014 John Wiley & Sons, Ltd.     

Dimensions of Oppositional Defiant Disorder in Young Children: Heterotypic Continuity with Anxiety and Depression

There are distinct dimensions of Oppositional Defiant Disorder (ODD) that have been associated with symptoms of other disorders (heterotypic continuity). The present study compared the heterotypic continuity of a two-factor (Pitt-2) model and the three-factor model incorporated into DSM-5 with symptoms of anxiety and depression. Participants were a diverse community sample of 796 children (38.8 % minority, 49.1 % boys) assessed at ages 4, 5 and 6 years. Symptoms were assessed with the dimensional scales of the Diagnostic Interview Schedule for Children-Young Child version and the Child Symptom Inventory. Dimensions of both the two- and three-factor DSM-5 models were associated with later symptoms of anxiety and depression. The association, however, was weak when accounting for initial levels of internalizing symptoms: thus there was little evidence for the unique contributions of ODD dimensions to symptoms of subsequent internalizing disorders for either model.     

Depressive Symptoms Following Coping with Peer Aggression: The Moderating Role of Negative Emotionality

The way in which children cope with peer aggression may determine their subsequent adjustment, but different forms of coping may be more or less effective for particular children. This research examined whether the contribution of children’s coping to subsequent depressive symptoms was contingent on children’s temperament (i.e., level of negative emotionality; NE) and gender. Children (N?=?235, 102 boys, 133 girls, M?=?7.94 years, SD?=?0.33) reported on exposure to peer victimization. Parents rated children’s NE and depressive symptoms, and teachers rated children’s coping. For girls with high NE, problem solving protected against depressive symptoms whereas seeking retaliation heightened risk for depressive symptoms. Advice seeking protected children with low NE against depressive symptoms whereas ignoring protected children with high NE against depressive symptoms. Humor predicted fewer depressive symptoms in boys with high NE but more depressive symptoms in boys with low NE. This research helps to elucidate individual differences in the effects of coping on adjustment, and has implications for interventions aimed at reducing risk resulting from exposure to peer aggression.     

Imposters,Tricksters, and Trustworthiness as an Epistemic Virtue

This paper argues that trustworthiness is an epistemic virtue that promotes objectivity. I show that untrustworthy imposture can be an arrogant act of privilege that silences marginalized voices. But, as epistemologists of ignorance have shown, sometimes trickery and the betrayal of epistemic norms are important resistance strategies. This raises the question: when is betrayal of trust epistemically virtuous? After establishing that trust is central to objectivity, I argue for the following answer: a betrayal is epistemically vicious when it strengthens or promotes oppressive, exclusive networks of trust, and a betrayal is epistemically virtuous when it expands trust networks to involve the oppressed. These criteria correctly account for both the epistemic vice of a recent case of Internet imposture and the epistemic virtue of resistant tricksters.     

Selectors' Decision Strategies when Assessing Immigrant Job Applicants

Immigrant job applicants are often not fluent in the majority language. This raises the question whether selectors adjust their decision strategy when selecting immigrants. In two field studies (N = 1,949 and N = 156), we examined the decision strategies of professional selectors. Selectors used differential strategies, giving less weight to the test scores and impression scores of immigrants. Dutch language proficiency served as a moderator variable; test scores were considered less important in the employment recommendation especially for immigrants with low language skills. Yet professional selectors also used similar strategies for different groups; the same test scores led to the same recommendations, regardless of ethnicity. In sum, personnel selectors adjusted their decision strategy for immigrants, but this did not lead to immigrants receiving higher recommendations than majority applicants with similar test scores.     

Gut estimates: Pregnant women adapt to changing possibilities for squeezing through doorways

Possibilities for action depend on the fit between the body and the environment. Perceiving what actions are possible is challenging, because the body and the environment are always changing. How do people adapt to changes in body size and compression? In Experiment 1, we tested pregnant women monthly over the course of pregnancy to determine whether they adapted to changing possibilities for squeezing through doorways. As women gained belly girth and weight, previously passable doorways were no longer passable, but women’s decisions to attempt passage tracked their changing abilities. Moreover, their accuracy was equivalent to that of nonpregnant adults. In Experiment 2, nonpregnant adults wore a “pregnancy pack” that instantly increased the size of their bellies, and they judged whether doorways were passable. Accuracy in the “pregnant” participants was only marginally worse than that of actual pregnant women, suggesting that participants adapted to the prosthesis during the test session. In Experiment 3, participants wore the pregnancy pack and gauged passability before and after attempting passage. The judgments were grossly inaccurate prior to receiving feedback. These findings indicate that experience facilitates perceptual–motor recalibration for certain types of actions.     

Exploring diversity effects: nationality composition and nationality context in workgroups

The types of conflict that emerge in nationally diverse teams may depend on the number and types of nationalities present in the team. We investigate the possibility that when teams have individuals from multiple different nationalities (i.e., Dutch, Swiss and Indonesian), rather than just two different nationalities (Dutch and Indonesian), performance and task conflict will be higher while process and relationship conflicts will be comparatively lower. A scenario-based study was conducted in two countries in which we examined how nationality composition (size of national diversity or number of nationalities) and context (nature of national diversity or types of nationalities) affected perceived conflict and expected performance. We hypothesized and found that task conflict and performance are higher in nationally diverse workgroups that included multiple dissimilar nationalities compared to workgroups with just two nationalities. Results also showed that relationship and process conflicts are lower in groups that are diverse in size and nature of national diversity. We observed that social distances among nationalities varied in such a way that a distant nationality became more distanced and a close nationality became even closer in a nationally diverse group. Social distance, in that way, moderated the effect of national diversity. We discuss implications for diversity and conflict management.     

Investigating a process model for leader affective presence,interpersonal emotion regulation,and interpersonal behaviour in teams

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team members’ perceptions of leader interpersonal emotion regulation as a process that explains how leader affective presence is related to team member behaviour. In the model, teamness—the perception that interdependence and reflexivity are required in the team—is presented as a boundary condition to the effects of affective presence via emotion regulation. Results of a study conducted with 99 teams showed that team member ratings of leader positive affective presence were linked to their perceptions that leaders had used affect-improving emotion regulation which in turn was associated with greater team citizenship behaviour. Contrariwise, team member ratings of leader negative affective presence were associated with perceived use of affect-worsening emotion regulation by leaders which in turn was associated with lower levels of team citizenship, but only when teams were low in teamness. These findings contribute to understanding how leaders’ individual differences are related to teamwork through affective processes.     

ELF: A new measure of response capture

Response capture is a widespread and extensively studied phenomenon, in particular in decision tasks involving response conflict. Its intensity is routinely quantified by conditional accuracy function (CAF). We argue that this method might be misleading, and propose an alternative approach, the error location function (ELF). While CAF provides the error rate by bins of reaction time (RT), ELF represents the share of total errors below each quantile of RT. We derive from ELF an index of response capture, the error location index (ELI), which represents the area below the ELF. Using simulations of computational models, we show that ELF and ELI specifically quantify variations in response capture. Finally, we illustrate the usefulness of ELF and ELI through experimental data and show that ELF and CAF can yield to contradictory conclusions.