The feature-positive effect in allocations of responsibility for collaborative tasks

People commonly believe they have contributed more to collaborative tasks than others give them credit for. We distinguish between two types of contributions – additions (such as adding words to a co-authored paper) and deletions (such as removing extraneous words) – and show that individuals are especially prone to receive less credit from others than they believe they deserve when their contributions consist of taking something away rather than adding something. Participants who shortened some writing believed they improved it just as much as did participants who lengthened some, but were seen by others as having contributed less. Although one can hardly fail to notice one's own deletions, these contributions – like any contributions that, by their very nature, leave little trace of themselves – are easy for others to overlook.     

A Different View of Anger: The Cognitive‐Neoassociation Conception of the Relation of Anger to Aggression

The common, everyday understanding of anger is problematic in a number of respects—in its inattention to the prototypic nature of this emotional state; in its failure to recognize the important role often played by the critical event's aversiveness; and in its neglect of the frequently close connection between anger arousal and aggression‐related motor impulses. This article discusses all of these matters from the point of view of my cognitive‐neoassociation perspective [Berkowitz, 1990, 1993, 2010; Berkowitz and Harmon‐Jones, 2004]. The role of automatic, nonconscious reactions is considered, and it is also emphasized that angry feelings are linked to approach motivation—movement toward the perceived source of the anger. The article also briefly summarizes relevant research dealing with the self‐regulation of anger reactions. This broad review hopefully will prompt further inquiries into the arousal, nature, and operation of anger. Aggr. Behav. 38:322‐333, 2012. © 2012 Wiley Periodicals, Inc.     

Modeling the effect of reward amount on probability discounting

The present study with college students examined the effect of amount on the discounting of probabilistic monetary rewards. A hyperboloid function accurately described the discounting of hypothetical rewards ranging in amount from $20 to $10,000,000. The degree of discounting increased continuously with amount of probabilistic reward. This effect of amount was not due to changes in the rate parameter of the discounting function, but rather was due to increases in the exponent. These results stand in contrast to those observed with the discounting of delayed monetary rewards, in which the degree of discounting decreases with reward amount due to amount-dependent decreases in the rate parameter. Taken together, this pattern of results suggests that delay and probability discounting reflect different underlying mechanisms. That is, the fact that the exponent in the delay discounting function is independent of amount is consistent with a psychophysical scaling interpretation, whereas the finding that the exponent of the probability-discounting function is amount-dependent is inconsistent with such an interpretation. Instead, the present results are consistent with the idea that the probability-discounting function is itself the product of a value function and a weighting function. This idea was first suggested by Kahneman and Tversky (1979), although their prospect theory does not predict amount effects like those observed. The effect of amount on probability discounting was parsimoniously incorporated into our hyperboloid discounting function by assuming that the exponent was proportional to the amount raised to a power. The amount-dependent exponent of the probability-discounting function may be viewed as reflecting the effect of amount on the weighting of the probability with which the reward will be received.     

Contrasting Social Climates of Small Peer-Run Versus a Larger Staff-Run Substance Abuse Recovery Setting

This study compared the social climate of peer‐run homes for recovering substance abusers called Oxford House (OH) to that of a staffed residential therapeutic community (TC). Residents of OHs (N = 70) and the TC (N = 62) completed the Community Oriented Programs Environment Scales. OHs structurally differ on two primary dimensions from TCs in that they tend to be smaller and are self‐run rather than professionally run. Findings indicated significantly higher Involvement, Support, Practical Orientation, Spontaneity, Autonomy, Order and Organization, and Program Clarity scores among the OH compared to TC residents. Additional analyses found the OH condition was higher Support, Personal Problem Orientation, and Order and Organization scores among women compared to men residents. These results suggested that these smaller OH self‐run environments created a more involving and supportive social milieu than a larger staff‐run TC. These findings are interpreted within Moos' ( 2007 ) four theoretical ingredients (i.e., social control, social learning, behavioral economics, and stress and coping), which help account for effective substance abuse treatment environments.     

Does degree of asymmetry relate to performance? A reply to Boles and Barth

In a recent critique Boles and Barth (2011) argue that their prior study investigating asymmetry/performance relationships (Boles, Barth, & Merrill, 2008) uncovered the “true” association (i.e., negative correlation) between lateralization of visual lexical processes and word recognition performance. They contend that our study reporting positive correlations of lexical asymmetry and reading performance (Chiarello et al., 2009) was flawed and hence inconclusive. In this response we address the two major objections raised by Boles and Barth (2011) regarding our selection of tasks and asymmetry measures. We conclude that the Boles and Barth principle of task purity is not relevant to the stated aims of our investigation, and that our linear regression method of measuring asymmetry is valid given the high level of accuracy for the tasks we reported. Because the aims of each investigation differed, we argue that it is unwise to attempt to fit each study into the framework favored by Boles and Barth (2011).     

A Basic Bivariate Structure of Personality Attributes Evident Across Nine Languages

Here, two studies seek to characterize a parsimonious common‐denominator personality structure with optimal cross‐cultural replicability. Personality differences are observed in all human populations and cultures, but lexicons for personality attributes contain so many distinctions that parsimony is lacking. Models stipulating the most important attributes have been formulated by experts or by empirical studies drawing on experience in a very limited range of cultures. Factor analyses of personality lexicons of nine languages of diverse provenance (Chinese, Korean, Filipino, Turkish, Greek, Polish, Hungarian, Maasai, and Senoufo) were examined, and their common structure was compared to that of several prominent models in psychology. A parsimonious bivariate model showed evidence of substantial convergence and ubiquity across cultures. Analyses involving key markers of these dimensions in English indicate that they are broad dimensions involving the overlapping content of the interpersonal circumplex, models of communion and agency, and morality/warmth and competence. These “Big Two” dimensions—Social Self‐Regulation and Dynamism—provide a common‐denominator model involving the two most crucial axes of personality variation, ubiquitous across cultures. The Big Two might serve as an umbrella model serving to link diverse theoretical models and associated research literatures.     

From ABLE to TAPAS: A New Generation of Personality Tests to Support Military Selection and Classification Decisions

This article discusses 3 modern forced-choice personality tests developed for the U.S Armed Services to provide resistance to faking and other forms of response distortion: the Assessment of Individual Motivation, the Navy Computerized Adaptive Personality Scales, and the Tailored Adaptive Personality Assessment System. These tests represent the transition from Likert to forced-choice formats and from static to computerized adaptive item selection to meet the challenges of large-scale, high-stakes testing environments. For each test, we briefly describe the personality constructs that are assessed, the response format and scoring methods, and selected ongoing research and development efforts. We also highlight the potential of these tests for personnel selection, classification, and diagnostic screening purposes.