Fast and unintentional evaluation of emotional sounds: evidence from brief segment ratings and the affective Simon task

In the present study, we raised the question of whether valence information of natural emotional sounds can be extracted rapidly and unintentionally. In a first experiment, we collected explicit valence ratings of brief natural sound segments. Results showed that sound segments of 400 and 600?ms duration—and with some limitation even sound segments as short as 200?ms—are evaluated reliably. In a second experiment, we introduced an auditory version of the affective Simon task to assess automatic (i.e. unintentional and fast) evaluations of sound valence. The pattern of results indicates that affective information of natural emotional sounds can be extracted rapidly (i.e. after a few hundred ms long exposure) and in an unintentional fashion.     

Where is (im)balance? Necessity and construction of evaluated cut‐off points for effort‐reward imbalance and overcommitment

The use of cut‐off values is common in research on the effort‐reward imbalance (ERI) model. They are often used to identify health risk situations or behaviour at work, although little is known about their diagnostic properties. The aim of the study was to investigate empirically cut‐off points for the effort‐reward ratio and the overcommitment (OC) scale. The study was based on a sample of 302 teachers. According to the International Classification of Mental and Behavioural Disorders‐10 (ICD‐10), 115 subjects suffered from a mood disorder. The control group consisted of 187 matched healthy subjects. Receiver‐operating characteristic analyses were conducted using the ERI ratio and OC as diagnostic variables. A mood disorder served as gold standard reference test. Results demonstrated the ability of the effort‐reward ratio and OC to discriminate between diseased and healthy individuals. However, a comparison of the areas under the curve revealed a significantly higher diagnostic power for the effort‐reward ratio. According to the Youden index, optimal cut‐off points were ERI>0.715 and OC>16. Furthermore, sensitivity and specificity for different cut‐off values are presented. Results point to shortcomings in the ERI literature using established approaches to define cut‐off points. Validating cut‐off values is of particular importance in order to ensure valid results in ERI research.     

Hybrid logic with the difference modality for generalisations of graphs

We discuss recent work generalising the basic hybrid logic with the difference modality to any reasonable notion of transition. This applies equally to both subrelational transitions such as monotone neighbourhood frames or selection function models as well as those with more structure such as Markov chains and alternating temporal frames. We provide a generic canonical cut-free sequent system and a terminating proof-search strategy for the fragment without the difference modality but including the global modality.     

Masked affective priming by name letters: Evidence for a correspondence of explicit and implicit self-esteem

In an affective priming experiment (N = 60), participants’ initials were used as masked primes. We found a significant priming effect (denoting positivity of the personal initials) if personal initials (compared to yoked participants’ initials) were followed by other-relevant positive or negative targets (e.g., honest, cruel). For possessor-relevant targets (e.g., healthy, lonely), there was no main effect of priming. However, this priming index positively correlated with explicit self-esteem. For participants with high self esteem, a positive effect was found, whereas for participants with low self-esteem, a negative effect was found.     

The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill

This article investigates the mediating role of job dissatisfaction in the relationship between employees’ perceptions of workplace incivility and their helping behavior, as well as the buffering role of political skill in this process. Three-wave, time-lagged data collected from employees and their supervisors revealed that employees’ exposure to workplace incivility diminished their helping behavior through their sense of job dissatisfaction. This mediating role of job dissatisfaction was less salient, however, to the extent that employees were equipped with political skill. For organizations, this study accordingly pinpoints a key mechanism—namely, unhappiness about their job situation—through which rude coworker treatment links to lower voluntary workplace behaviors among employees, and it reveals how this mechanism can be better contained in the presence of political skill.     

Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees’ Personal Resources

This study considers how employees’ POC—defined as their beliefs that the organizational climate stifles change and values compliance with the status quo—reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by “yea-saying” can counter the difficulty of improving their job situation by drawing from adequate personal resources.     

On Abstraction and the Importance of Asking the Right Research Questions: Could Jordan have Proved the Jordan-H?lder Theorem?

In 1870 Jordan proved that the composition factors of two composition series of a group are the same. Almost 20 years later H?lder (1889) was able to extend this result by showing that the factor groups, which are quotient groups corresponding to the composition factors, are isomorphic. This result, nowadays called the Jordan-H?lder Theorem, is one of the fundamental theorems in the theory of groups. The fact that Jordan, who was working in the framework of substitution groups, was able to prove only a part of this theorem is often used to emphasize the importance and even the necessity of the abstract conception of groups, which was employed by H?lder. However, as a little-known paper from 1873 reveals, Jordan had all the necessary ingredients to prove the Jordan-H?lder Theorem at his disposal (namely, composition series, quotient groups, and isomorphisms), and he also noted a connection between composition factors and corresponding quotient groups. Thus, I argue that the answer to the question posed in the title is “Yes.” It was not the lack of the abstract notion of groups which prevented Jordan from proving the Jordan-H?lder Theorem, but the fact that he did not ask the right research question that would have led him to this result. In addition, I suggest some reasons why this has been overlooked in the historiography of algebra, and I argue that, by hiding computational and cognitive complexities, abstraction has important pragmatic advantages.

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Sound source location modulates the irrelevant-sound effect

Participants memorized lists of visually presented digits in silence or while ignoring distractor sounds that either came from the front and thus from the direction in which participants' attention was oriented, or from behind. Distractor sounds impaired recall performance, but the largest impairment was observed when the sound source was directionally close to the frontal visual target display. The results are consistent with the assumption of cross-modal attentional links in models of attention, and they are problematic for explanations of the irrelevant-sound effect within working memory models that do not specify an explicit role of attention in the maintenance of information for immediate serial recall.     

Trial-by-trial effects in the affective priming paradigm

In this paper, we yield evidence for the dependence of affective priming on the congruency of the previous trial. Affective priming refers to the finding that valence categorizations of targets are facilitated when the preceding prime is of the same valence. In two experiments, affective priming was diminished after incongruent trials (i.e., prime and target were of different valence), whereas, significant affective priming was observed after congruent trials (i.e., prime and target were of same valence). We compare this pattern to the known sequential dependencies in Stroop- and Eriksen-type tasks. Furthermore, our results can help to improve the statistical power of studies in which the affective priming task is used as a measure for automatic evaluations of attitude-objects.