The detection of anisochrony in monaural and interaural sound sequences

Nakao and Axelrod (1976) and van Noorden (1975) showed that the threshold for discriminating an anisochronous duple rhythm (a series of clicks with a temporal offset on every other one) from an isochronous rhythm (no offset) is poorer when the clicks are presented alternately to the two ears than when they are presented to the same ears. Van Noorden reported that the difference between the thresholds in the alternating and nonalternating conditions varied with the tempo of the sequence. Nakao and Axelrod found invariance of this threshold difference with sequence speed. According to our quantification of temporal processing of interaural sequences, the latter result should be expected. We carried out five psychophysical experiments to establish interaural and monaural discrimination between isochronous and anisochronous rhythms. Across experiments, base time intervals of 60–720 msec were spanned. The main result was that we replicated the poorer discrimination for interaural sequences. This deterioration in discrimination was the same for all sequence speeds. It was also the case that the thresholds were almost constant up to a sound repetition rate of about 3 per second, but increased linearly with slower rates. This result supports evidence in the literature that temporal processing of sequences faster than about 3–4 sounds per second differs from temporal processing of slower sequences.     

Social comparison and the drive upward revisited: Affiliation as a response to marital stress

To test theoretical ideas derived from classic and recent social comparison theory, two studies examined affiliative tendencies as a response to marital problems among individuals varying in marital dissatisfaction. Study 1 (n. = 632) showed that the higher the degree of marital dissatisfaction and the higher the uncertainty about how things are going in one's marriage, the stronger was the desire for affiliation (operationalized as the desire to talk with others about one's marriage). Moreover, among individuals high in marital dissatisfaction, a preference for upward affiliation was found, i.e. for contact with others having better marriages. Individuals with lower levels of dissatisfaction preferred affiliation with similar others. Women experienced more uncertainty and a stronger affiliative tendency than men. In Study 2 (n = 233), these findings were largely replicated. Moreover, it was shown that the desire to affiliate when facing marital stress was particularly strong among individuals high in interpersonal orientation.     

Performance‐based pay is fair,particularly when I perform better: differential fairness perceptions of allocators and recipients

We examined in two experiments the impact of the roles that people enact (allocator or recipient) and performance attributions (talent or effort) on fairness perceptions of pay systems (performance‐based pay or job‐based pay). To test the relative effects of the roles that people enact, in the control conditions, participants were asked to evaluate the fairness of both allocation norms from ‘behind a veil of ignorance’ (Rawls, 1971 ). As hypothesized, the results consistently demonstrate that whereas recipients were biased in their fairness perceptions, allocators tended to be non‐biased in their fairness perceptions. The self‐interest bias among recipients was particularly strong when talent rather than effort attributions were imposed on them. Copyright © 2005 John Wiley & Sons, Ltd.     

Performing great and the purpose of performing better than others: on the recursiveness of the achievement goal adoption process

The purpose of the present research is to complement and extend previous achievement goal research by emphasizing that great performance may serve as an antecedent of performance‐approach goal adoption, that is, the wish to outperform others. A consistent finding across the three studies is, indeed, that great (perceived) performance and high performance expectancies are associated with the adoption of performance‐approach goals. It is concluded that the process of goal adoption is a dynamic, recursive process in which performance attainment is most likely to operate as both an antecedent and a consequence of goal adoption. Copyright © 2007 John Wiley & Sons, Ltd.     

Go with the flow: conforming to others in the face of existential threat

In three studies we investigate the impact of mortality salience on conformity and show that people have a greater preference to conform to the opinions of others when mortality is salient. Study 1 shows that mortality salience increases the degree to which judgments of abstract drawings are influenced by the majority's opinion. Study 2 shows that mortality salience causes people to change their opinions towards societal issues, so that these fit the attitudes they think others have. Study 3 replicates the findings of the first study and additionally shows that people do not conform to the attitude of outgroup members. Our findings extend previous Terror Management Theory research and suggest that conforming to the group is a means to buffer the fear that may otherwise arise in existentially threatening situations. Copyright © 2007 John Wiley & Sons, Ltd.     

The influence of mastery‐avoidance goals on performance improvement

Two experiments focused on examining the influence of mastery‐avoidance goals on performance improvement, and more specifically, on mastery‐avoidance goals grounded in an intrapersonal standard. That is, herein, mastery‐avoidance goals entail striving to avoid doing worse than one has done before. Both experiments demonstrated that in a multiple‐trial context, mastery‐avoidance goals are deleterious for performance improvement relative to mastery‐approach, performance‐approach, and performance‐avoidance goals, and a no goal baseline. The findings were shown to be independent of participants' perceptions of goal difficulty, and were consistent not only across methodology but also across type of participant (undergraduates versus individuals in the workforce), and type and length of achievement task (a verbal skills task versus an ecologically valid managerial competencies exercise). Copyright © 2009 John Wiley & Sons, Ltd.     

John Calvin on the Christian's Social Responsibility: Cultural Activist or “Modest Social Reformer”?

Recently there have been heated discussions between Reformed theologians who embrace the two‐kingdoms doctrine and proponents of the Neo‐Calvinist tradition on whether Calvin held social transformationist views. This article examines the debate and argues that Calvin did not interpret the kingdom as a progressive social‐transforming reality that gradually establishes God's future eschatological reign on earth. Instead, he regarded Christ's present reign as a “backward”‐reaching reality that restores God's original created order. At the same time Calvin did not make a sharp categorical distinction between the spiritual and civil realms but depicted the civil and spiritual order as two regiments of God's one reign that mutually aid and assist each other.     

Leaders' achievement goals and their integrative management of creative ideas voiced by subordinates or superiors

The purpose of this research was to examine the joint impact of leader achievement goals and hierarchical position of the voicer of creative ideas (subordinate vs. superior) on the extent to which leaders (intent to) integrate these voiced creative ideas with their own ideas (integrative idea management). In a scenario‐based survey (study 1; N = 189), in which we measured participants' achievement goals, we found that the relationship between leaders' performance goals and their intention to integrate voiced creative ideas is contingent on the hierarchical position of the idea voicer. Similarly, in an experimental study (study 2; N = 94), in which we experimentally induced achievement goals, we found that leaders display lower integrative intentions when ideas are voiced by a subordinate rather than a superior, but this was only true for leaders pursuing performance goals. Furthermore, the results of an additional, exploratory analysis suggest that the hierarchical position of the voicer of creative ideas had an indirect effect on integrative behavior through integrative intentions for performance goal leaders and no effect for mastery goal leaders. Together, these findings advance our understanding of how middle management leaders are influenced by their own achievement goals when managing the creative ideas voiced by subordinates and superiors.