Plagiarism,Fake Peer-Review,and Duplication: Predominant Reasons Underlying Retractions of Iran-Affiliated Scientific Papers

Science and Engineering Ethics - Retractions of scientific papers published by some Iran-affiliated scientists in the preceding decade have attracted much attention and publicity; however, the...     

Getting a word in group-wise: Effects of racial diversity on gender dynamics

In three studies, we examined the effects of racial diversity on gender dynamics in small mixed-sex groups. In all-White groups in Study 1, White men spoke significantly more than White women and were rated as more persuasive; however, in racially-diverse groups, White women and White men spent equal amounts of time speaking and were rated as equally persuasive. Video clips of the group members were rated for confidence and anxiety in Study 2, and Study 3 explored more directly how group composition shapes individuals' perceptual and cognitive tendencies. Members of diverse groups were perceived as more anxious than members of all-White groups, and White women were perceived as more anxious than White men. However, White women in diverse groups showed increasing confidence over time. These results suggest that racial diversity has benefits beyond just racial inclusion: it may also promote greater gender equality.     

Relationships between event‐related potentials and behavioral and scholastic measures of reading ability: A large‐scale,cross‐sectional study

In the cognitive, computational, neuropsychological, and educational literatures, it is established that children approach text in unique ways, and that even adult readers can differ in the strategies they bring to reading. In the developmental event‐related potential (ERP) literature, however, children with differing degrees of reading ability are, the majority of the time, placed in monolithic groups such as ‘normal’ and ‘dyslexic’ (e.g. Araújo et al., 2012) and analyzed only at the group level. This is likely done due to methodological concerns – such as low sample size or a lack of statistical power – that can make it difficult to perform analysis at the individual level. Here, we collected ERPs and behavior from > 100 children in grades pre‐K–7, as they read unconnected text silently to themselves. This large sample, combined with the statistical power of the Linear Mixed Effects Regression (LMER) technique, enables us to address individual differences in ERP component effects due to reading ability at an unprecedented level of detail. Results indicate that it is possible to predict reading‐related report card scores from ERP component amplitudes – especially that of the N250, a component pertaining to sublexical processing (including phonological decoding). Results also reveal relationships between behavioral measures of reading ability and ERP component effects that have previously been elusive, such as the relationship between vocabulary and N400 mean amplitude (cf. Henderson et al., 2011). We conclude that it is possible to meaningfully examine reading‐related ERP effects at the single subject level in developing readers, and that this type of analysis can provide novel insights into both behavior and scholastic achievement.     

How believing in affirmative action quotas affects White women’s self-image

Believing that affirmative action entails quotas may both help and hurt White women’s self-image - contingent on whether they perceive themselves as beneficiaries of affirmative action. Consistent with research on the affirmative action “stigma of incompetence” (Heilman, Block, & Lucas, 1992), White women who think of themselves as affirmative action beneficiaries may report a more negative self-image the more they believe that affirmative action entails quota procedures. Conversely, White women who do not think of themselves as beneficiaries of affirmative action may report a more positive self-image as a function of quota beliefs, consistent with research suggesting that non-beneficiaries can derive self-image benefits from maintaining the belief that affirmative action entails quotas (Unzueta, Lowery, & Knowles, 2008). Two studies provide evidence for the benefits of quota beliefs on White women’s self-image, but no support for the stigma of incompetence perspective. The lack of support for the stigma of incompetence perspective suggests that self-stigmatization may occur only under operationalizations of affirmative action that explicitly inform beneficiaries that they were selected on the basis of demographics and not merit. Absent such an operationalization, the affirmative action self-stigma may not emerge.