The facial pattern of disgust, appetence, excited joy and relaxed joy: an improved facial EMG study

The purpose of the study was to investigate the facial muscle pattern of disgust in comparison to appetence and joy, using an improved facial EMG method. We analyzed the activity of nine facial muscles in forty healthy subjects. The subject group was randomly divided into two groups (oversaturated vs. hungry) of ten women and ten men each. Four different emotions (disgust, appetence, excited-joy and relaxed-joy) were induced by showing pictures from the IAPS. Pre-visible facial muscle activity was measured with a new facial EMG. A Visual Analog Scale (VAS) was established. Disgust is represented by a specific facial muscle pattern involving M.corrugator and M.orbicularis oculi, clearly distinguishing it from the facial patterns of appetence and joy. The intensity of disgust is stronger in a state of hunger than under oversaturation and is altogether stronger in females than in males. Our findings indicate the possibility to explore the entire emotion system successfully through a state-of-the-art psychophysiological method like our EMG device.     

Coming to terms: quantifying the benefits of linguistic coordination

Sharing a public language facilitates particularly efficient forms of joint perception and action by giving interlocutors refined tools for directing attention and aligning conceptual models and action. We hypothesized that interlocutors who flexibly align their linguistic practices and converge on a shared language will improve their cooperative performance on joint tasks. To test this prediction, we employed a novel experimental design, in which pairs of participants cooperated linguistically to solve a perceptual task. We found that dyad members generally showed a high propensity to adapt to each other's linguistic practices. However, although general linguistic alignment did not have a positive effect on performance, the alignment of particular task-relevant vocabularies strongly correlated with collective performance. In other words, the more dyad members selectively aligned linguistic tools fit for the task, the better they performed. Our work thus uncovers the interplay between social dynamics and sensitivity to task affordances in successful cooperation.     

Development through interruptions and reparations – A case study of a dual challenging psychotherapy

The aim of this study was to understand how relational difficulties in psychotherapy may be handled to represent possibilities for change. Temporary interruptions and subsequent reestablishment of contact were chosen as the strategic focus in one severely challenging case of long term psychodynamic psychotherapy where outcome was known to be good. Interruptions and reestablishments were conceptualised by how the informants gave meaning to them. The choice of focus represented a strategic selection of events in the course of therapy where the regulation of the alliance by the therapist as well as by the patient was at stake. A detailed case record was studied and interviews with patient and therapist were conducted. A hermeneutical-phenomenological approach was used to analyse the material. The narrative dimension was important in structuring and interpreting the data. It was shown how important relational difficulties, such as mutual incompatible expectations and demands was handled both on a structural and interpersonal level, and some important steps and hallmarks of the healing process was identified. Close inspection of the course of events in psychotherapies is seen as a promising method for bringing a better understanding of how change processes unfold.     

Nonresponse in Employee Attitude Surveys: A Group-Level Analysis

Purpose

Given the common practice of using employee attitude surveys as a group-level intervention, this study used a group-level approach to examine the relationship between group satisfaction and group nonresponse.

Design/Methodology/Approach

Samples from four large organizations enabled job satisfaction scores to be aggregated to the work group level and correlated with group-level response rates. Additional regression analysis was conducted to control for a number of confounding variables at the group level.

Findings

Aggregate job satisfaction showed significant associations with group-level response rates across each of the samples examined. Work groups with higher aggregate job satisfaction had significantly higher response rates. Regression analyses showed that, in addition to job satisfaction, work group size, heterogeneity in tenure, and heterogeneity in gender composition all had significant effects on response rates.

Implications

Social influence processes may operate at the group level to increase homogeneity of job-relevant attitudes and similarity in survey response behavior. Future research should be designed to investigate the effects of group-level variables on nonresponse.

Originality/Value

The current study adds to the literature by demonstrating that work group variables may play an important role in explaining nonresponse in employee attitude surveys. Because the processes underlying survey response are likely to be different at different levels of analysis, the investigation of nonresponse as a group-level phenomenon creates new opportunities for research and practice.     

Coherence as Constraint Satisfaction

This paper provides a computational characterization of coherence that applies to a wide range of philosophical problems and psychological phenomena. Maximizing coherence is a matter of maximizing satisfaction of a set of positive and negative constraints. After comparing five algorithms for maximizing coherence, we show how our characterization of coherence overcomes traditional philosophical objections about circularity and truth.     

Facilitating Ethical Reflection Among Scientists Using the Ethical Matrix

Several studies have indicated that scientists are likely to have an outlook on both facts and values that are different to that of lay people in important ways. This is one significant reason it is currently believed that in order for scientists to exercise a reliable ethical reflection about their research it is necessary for them to engage in dialogue with other stakeholders. This paper reports on an exercise to encourage a group of scientists to reflect on ethical issues without the presence of external stakeholders. It reports on the use of a reflection process with scientists working in the area of animal disease genomics (mainly drawn from the EADGENE EC Network of Excellence). This reflection process was facilitated by using an ethical engagement framework, a modified version of the Ethical Matrix. As judged by two criteria, a qualitative assessment of the outcomes and the participants’ own assessment of the process, this independent reflective exercise was deemed to be successful. The discussions demonstrated a high level of complexity and depth, with participants demonstrating a clear perception of uncertainties and the context in which their research operates. Reflection on stakeholder views and values appeared to be embedded within the discussions. The finding from this exercise seems to indicate that even without the involvement of the wider stakeholder community, valuable reflection and worthwhile discourse can be generated from ethical reflection processes involving only scienitific project partners. Hence, the previous assumption that direct stakeholder engagement is necessary for ethical reflection does not appear to hold true in all cases; however, other reasons for involving a broad group of stakeholders relating to governance and social accountability of science remain.     

On the relationship between job satisfaction and non‐response in employee attitude surveys: A longitudinal field study

A longitudinal modelling approach is used to examine the effect of job satisfaction on survey non‐response in an applied employee attitude survey. Members of a large electronics company were invited to participate in the survey in each of four consecutive years. Logistic autoregressive modelling revealed a significant effect of prior non‐response on subsequent non‐response. The odds of responding to the survey in any given year were more than twice as high for individuals who had responded to the same survey 1 year before, as compared with those who did not. Prior job satisfaction was also significantly related to subsequent survey non‐response. Participants who were more satisfied on a given occasion were more likely to respond 1 year later than those who were less satisfied. At the facet level, satisfaction with supervisors contributed incrementally to the prediction of survey non‐response in subsequent years. Implications for the theoretical and methodological development of non‐response research and for the practical implementation of employee attitude surveys are discussed.     

The Problem Of Self-Knowledge

This article develops a constitutive account of self-knowledgethat is able to avoid certain shortcomings of the standard response to the perceived prima facieincompatibility between privileged self-knowledge and externalism. It argues that ifone conceives of linguistic action as voluntary behavior in a minimal sense, one cannot conceive ofbelief content to be externalistically constituted without simultaneously assuming that the agent hasknowledge of his beliefs. Accepting such a constitutive account of self-knowledge does not, however,preclude the conceptual possibility of being mistaken about ones mental states. Rather, self-knowledgehas to be seen as only a general constraint or as the default assumption of interpreting somebodyas a rational and intentional agent. This is compatible with the diagnosis of a localized lack of self-transparency.     

How stable is sense of coherence? Changes following an intervention for unemployed individuals

The present investigation was concerned with the changeability of sense of coherence. We examined changes in sense of coherence (SOC) over a six-month period in a sample of Finnish unemployed individuals ( n = 74) participating in an intervention program designed to boost re-employment. Over the study period, participants' sense of coherence improved significantly and re-employed individuals reported the greatest changes. Different changes in the subcomponents of SOC, comprehensibility, manageability and meaningfulness, were found. Contrary to expectations, participants younger than 30 years of age did not show greater changes in their SOC. Initial personal resources were predictors of both positive and negative changes in SOC.