Using risk model judgements to better understand perceptions of synergistic risks

Numerous scientific studies show that risk factors can interact to synergistically increase the likelihood of certain adverse and life‐threatening outcomes. Yet, the extent to which individuals know that specific risk factor combinations present ‘synergistic risks’ is unclear and little is known about the determinants of such knowledge. This is largely because epistemological progress concerning this topic has been frustrated by a reliance on metrics that have latterly been judged to be of questionable validity. To address this issue, this paper presents two studies that assess an alternative approach (i.e., risk model judgements) which requires respondents to judge the risk for a factor combination relative to, rather than in isolation from, the risk attributable to each constituent factor. Results from both studies indicate that risk model judgements overcome the drawbacks of traditional metrics. More importantly, the results provide epistemological insights into what can determine whether an individual understands that a factor combination presents a synergistic risk; these determinants include experiential and intuitive insights into the effects of combining specific risk factors, domain‐specific judgemental experience and exposure to effective learning opportunities. These findings can be utilized in interventions aimed at helping individuals to make better decisions concerning multiple risk factors.     

When actions speak volumes: The role of inferences about moral character in outrage over racial bigotry

Inferences about moral character may often drive outrage over symbolic acts of racial bigotry. Study 1 demonstrates a theoretically predicted dissociation between moral evaluations of an act and the person who carries out the act. Although Americans regarded the private use of a racial slur as a less blameworthy act than physical assault, use of a slur was perceived as a clearer indicator of poor moral character. Study 2 highlights the dynamic interplay between moral judgments of acts and persons, demonstrating that first making person judgments can bias subsequent act judgments. Privately defacing a picture of Martin Luther King, Jr. led to greater moral condemnation of the agent than of the act itself only when the behavior was evaluated first. When Americans first made character judgments, symbolically defacing a picture of the civil rights leader was significantly more likely to be perceived as an immoral act. These studies support a person‐centered account of outrage over bigotry and demonstrate that moral evaluations of acts and persons converge and diverge under theoretically meaningful circumstances. Copyright © 2013 John Wiley & Sons, Ltd.     

Linking Peer Victimization to the Development of Depressive Self-Schemas in Children and Adolescents

Previous theory and research suggest that childhood experiences are more likely to generate depressive self-schemas when they focus attention on negative information about oneself, generate strong negative affect, and are repetitive or chronic. Persistent peer victimization meets these criteria. In the current study, 214 youths (112 females) with empirically-validated histories of high or low peer victimization completed self-report measures of negative and positive self-cognitions as well as incidental recall and recognition tests following a self-referent encoding task. Results supported the hypothesis that depressive self-schemas are associated with peer victimization. Specifically, peer victimization was associated with stronger negative self-cognitions, weaker positive self-cognitions, and an elimination of the normative memorial bias for recall of positive self-referential words. Effects were stronger for relational and verbal victimization compared to physical victimization. Support accrues to a model about the social-developmental origins of cognitive diatheses for depression.     

Salience from multiple feature contrast: Evidence from saccade trajectories

We used eye tracking to quantify the extent to which combinations of salient contrasts (orientation, luminance, and movement) influence a central salience map that guides eye movements. We found that luminance combined additively with orientation and movement, suggesting that the salience system processes luminance somewhat independently of the two other features. On the other hand, orientation and movement together influenced salience underadditively, suggesting that these two features are processed nonindependently. This pattern of results suggests that the visual system does not sum sources of salience linearly, but treats some sources of salience as redundant.

     

The psychology of diversity and its implications for workplace (in)equality: Looking back at the last decade and forward to the next

In this British Psychological Society (BPS) landmark paper, we employ an evidence synthesis approach to review the broad range of diversity research published in BPS journals between 2011 and 2021. By focusing on research that investigates stereotypes associated with, and discrimination towards, minority and minoritized groups, we seek to provide readers with a better understanding of the dynamics of a diverse workforce and, going forward, to facilitate the efforts of the psychology research community towards building a body of work that meaningfully addresses workplace inequalities. We thematically analyse and synthesize 25 articles, which fall into four interconnected themes: identity development and management; negative stereotypes, prejudice, and discrimination; working in a diverse team; and the broader organizational environment. Highlighting key strengths of this work and areas for future development, we note the absence of overarching theoretical debates and discussions that might facilitate the development of an on-going narrative across diversity-related research published within BPS journals. We outline a future research agenda to bridge methodological divides and to connect with diversity literatures in related disciplines such as human resource development (HRD), human resource management (HRM), and organization studies. In so doing, we advocate for psychologists to move beyond a solely individualistic perspective and instead recognize and account for the context within which diversity-related processes take place.