Color filling-in under steady fixation: behavioral demonstration in monkeys and humans

Color filling-in is a phenomenon in which the color of an object appears to be filled-in by the color of the surrounding field. We have studied the question of whether monkeys perceive color filling-in with near-foveal stimuli under steady fixation. Two monkeys were trained to fixate steadily and to attend to a disk, surrounded by an annulus of the complementary color, in parafoveal vision. Using displays in which the color of the disk was gradually changed to that of the annulus, we trained the animals to signal when they perceived a uniform color field. During the experiment, we introduced a small percentage of trials in which the disk color remained constant, and looked for 'filling-in' responses in these trials. Three human subjects were also tested for comparison. All subjects produced 'filling-in' responses with frequencies that were significantly higher for static disks with blurred borders than for moving disks or disks with sharp borders. This indicates that the monkeys' responses reflected perceptual filling-in, rather than random behavior. The time course of filling-in was similar in monkeys and humans. For the blurred static disks, responses occurred first after 3-4 s of fixation, reaching a probability of 0.2-0.8 by the end of 6 s, depending on the subject.     

What People Want From Their Professionals: Attitudes Toward Decision‐making Strategies

Attitudes toward four types of decision‐making strategies—clinical/fully rational, clinical/heuristic, actuarial/fully rational, and actuarial/heuristic—were examined across three studies. In Study 1, undergraduate students were split randomly between legal and medical decision‐making scenarios and asked to rate each strategy in terms of the following: (i) preference; (ii) accuracy; (iii) fairness; (iv) ethicalness; and (v) its perceived similarity to the strategies used by actual legal and medical professionals to make decisions. Studies 2 and 3 extended Study 1 by using a more relevant scenario and a community sample, respectively. Across the three studies, the clinical/fully rational strategy tended to be rated the highest across all attitudinal judgments, whereas the actuarial/heuristic strategy tended to receive the lowest ratings. Considering the two strategy‐differentiating factors separately, clinically based strategies tended to be rated higher than actuarially based strategies, and fully rational strategies were always rated higher than heuristic‐based strategies. The potential implications of the results for professionals' and those affected by their decisions are discussed. Copyright © 2011 John Wiley & Sons, Ltd.     

Two mechanisms of human contingency learning

How do humans learn contingencies between events? Both pathway-strengthening and inference-based process models have been proposed to explain contingency learning. We propose that each of these processes is used in different conditions. Participants viewed displays that contained single or paired objects and learned which displays were usually followed by the appearance of a dot. Some participants predicted whether the dot would appear before seeing the outcome, whereas other participants were required to respond quickly if the dot appeared shortly after the display. In the prediction task, instructions guiding participants to infer which objects caused the dot to appear were necessary in order for contingencies associated with one object to influence participants' predictions about the object with which it had been paired. In the response task, contingencies associated with one object affected responses to its pair mate irrespective of whether or not participants were given causal instructions. Our results challenge single-mechanism accounts of contingency learning and suggest that the mechanisms underlying performance in the two tasks are distinct.     

Interkulturelle Trainings für die psychosoziale Versorgung

The psychosocial care of patients with a migration background is often related to higher access barriers. Also for professionals in mental health care service the treatment of patients with a migration background often represents a challenge. One way to overcome such barriers is to train care givers in order to enhance cross-cultural competence. In addition to knowledge transfer such training focuses on the process of self-reflection and examination of ones own, as well as the unknown cultural orientation system. Sufficient effectiveness of cross-cultural training has been proven on an international level. However, evaluation studies are lacking in the German speaking region. Additionally, guidelines or quality criteria for providers of training for psychosocial care professionals are lacking. Validated psychometric instruments which assess cross-cultural competence in individuals hardly exist. The present article gives an overview of concepts of cross-cultural competence and the effectiveness of such training. Also an outlook is given on the future prospects of development in the field.     

The effect of applicant–employee fit and temporal construal on employer attraction and pursuit intentions

Although applicant–employee fit has emerged as an important topic in recruitment research, little is known about how job seekers’ perceived similarity with the employees working for an organization affects employer attraction. In this research, we introduce temporal construal as a crucial moderating variable and study how the temporal decision context affects the weighting of applicant–employee fit. In particular, we argue that applicant–employee fit is construed in abstract, high‐level terms, and exerts a stronger influence when prospective applicants hold a distant time perspective. In contrast, instrumental attributes such as pay level represent low‐level construals and gain greater relevance when prospective applicants hold a near time perspective. Two experiments involving a student sample and a sample of unemployed job seekers supported these predictions.     

The Bull's-Eye Values Survey: A Psychometric Evaluation

Two studies were conducted to develop and evaluate an instrument intended to identify and measure personal values, values attainment, and persistence in the face of barriers. Study 1 describes a content validity approach to the construction and preliminary validation of the Bull's Eye Values Survey (BEVS), using a sample of institutionalized patients suffering from epilepsy. Study 2 investigated the psychometric properties of the BEVS with a sample of Swedish university students. Results suggest that the BEVS is sensitive to treatment effects and can differentiate between clients who receive values-based interventions and those who do not. The BEVS subscales and total score appear to measure an independent dimension of psychological functioning that is negatively correlated with measures of depression, anxiety, and stress, and positively correlated with a measure of psychological flexibility. The BEVS also exhibits acceptable temporal stability and internal consistency. The study provides preliminary support for the BEVS as both a research and clinical tool for measuring values, values-action discrepancies, and barriers to value-based living.     

Physical activity status of academic professors during their early career transition: an application of the theory of planned behavior

Life-transitions (e.g. parenthood) have been linked to physical inactivity, yet the topic requires further exploration. In this study, we evaluated changes in the physical activity (PA) of adults during their early career transition using retrospective analysis and the theory of planned behavior. Recruitment from January to March 2010 yielded a random sample of 267 assistant professors, ages 25-44, employed within the last five years. Repeated measures analysis of variance (RM ANOVA) concluded that PA declined across the transition (d?=?0.36-0.43) and was further attenuated by marriage, work hours, and parenthood status. Discriminant function analysis (DFA) identified specific behavioral and control correlates about PA enjoyment, limited time, inconsistent schedule, work demands, and job pressures to distinguish between those who remained active from those who did not across the transition. PA interventions administered prior to career transitions may be needed to prevent physical inactivity.