Decision Strategies and the Confidence–Accuracy Relationship in Face Recognition

The decision strategy used to select a choice set from an array of alternative options is known to affect the composition of the final choice set. Specifically, individuals incorporate more answers into their choice set when it is created by eliminating implausible items than when the set is created through the inclusion of plausible options. This difference is accounted for in a decision framework that posits a general reluctance to change the status quo (i.e., actively include or exclude an item). We extended this work to investigate, not only the decisions themselves, but also metacognitive judgments (i.e., confidence in the accuracy of the choice set). In two face recognition experiments, we tested the impact of decision strategy (Experiment 1) and confidence judgment strategy (Experiment 2) on the confidence–accuracy relationship. In Experiment 1, participants completed two blocks of recognition trials, one under inclusion (marking previously seen faces) and one under elimination (marking previously unseen faces) instructions. We observed superior resolution (i.e., discrimination between correct and incorrect) for inclusion trials, but only when they were completed prior to use of the elimination strategy. In Experiment 2, all participants completed face recognition trials under inclusion instructions, but we manipulated the strategy used to assess confidence. Again, we observed a significant impact of strategy on confidence–accuracy resolution. Thus, we observed that both the strategy employed to reach a decision and that employed to assess confidence affected the confidence–accuracy relationship. We discuss theoretical and applied (particularly for eyewitness identification and multiple‐choice testing) implications. Copyright © 2012 John Wiley & Sons, Ltd.     

Revisiting the Origins of the Typical-Maximum Performance Distinction

Data were collected from a sample of 262 Korean employees to (a) examine personality correlates of Organizational Citizenship Behaviors (OCBs) motivated by “good soldier” (i.e., prosocial values and organizational concern) and “good actor” (i.e., impression management [IM]) motives and (b) investigate how these OCB motives influenced actual coworker ratings of OCB. Personality variables were measured using the six-dimensional model of personality known as the HEXACO model. As hypothesized, (low) Honesty–Humility is the primary personality dimension underlying IM motivated OCB. Further, Conscientiousness positively related to OCB driven by each of the three motives. Agreeableness, Emotionality, and Openness to Experience also demonstrated relationships with the OCB motives. Second, OCBs for the organizational concern and IM motives, but not for the prosocial values motive, were positively associated with coworker ratings of OCB.     

Initial Validation of the U.S. Army Global Assessment Tool

The U.S. Army developed the Global Assessment Tool (GAT) to monitor psychosocial fitness and well-being among soldiers and provide a means to objectively gauge the success of newly implemented resilience training programs. Despite its widespread use (taken over 5.2 million times) and stated utility for program evaluation, there is relatively little published evidence regarding the GAT’s reliability and validity. We used exploratory structural equation modeling (ESEM) with 4 random samples of soldiers (n = 10,000 each) to examine the factorial validity and reliability of the GAT. An 11-factor solution (Self-Management, Positive Affect, Meaning, Work Engagement, Organizational Trust, Loneliness, Negative Cognitions, Hostility, Negative Emotions, Depressive Symptoms, and Emotion-Focused Coping), with 4 additional factors assessing character strengths (Intellect, Warmth, Civic Strengths, and Temperance), fit well and replicated in a second random sample. A higher order, 2-factor model using composites scores and positing positive and negative psychosocial competencies also fit well. Tests of measurement invariance using a third random sample reinforced consistent measurement properties across gender, age, and rank, with the exception of character strengths, which produced different factor structures for males and females. Further validity tests using a fourth random sample underscored a modicum of divergence among the resilience factors and convergence among the character strengths factors. We conclude with recommendations for enhancing and refining the GAT and discuss the GAT’s utility as a reliable, multidimensional psychosocial assessment that can be used to evaluate the efficacy of military resilience training programs.     

The Role of Effort–Reward Imbalance for Reservists on a Military Deployment

The present study extended the effort–reward imbalance (ERI) model (Siegrist, 1996b Siegrist, J. 1996b. “Soziale Krisen und Gesundheit [Social crises and health]”. In Gesundheitspsychologie [Health psychology] Edited by: Krohne, H. W., Schmidt, L., Netter, P. and Schwarzer, R. Vol. 5, Göttingen, , Germany: Hogrefe.  [Google Scholar]), first by differentiating between separate reward components, second by including intrinsic reward, and third by additionally predicting a non-health outcome (i.e., turnover intention) in a military context. Regression analyses of 789 reservists found financial and esteem reward to moderate the impact of extrinsic effort on depressive symptoms, whereas only financial reward moderated the effort turnover intentions relationship. Results supported the usefulness of the extended ERI model in the military context. Relevant areas for future research on the military effort–reward perspective are discussed.     

Balancing Treatment and Control Groups in Quasi‐Experiments: An Introduction to Propensity Scoring

Organizational and applied sciences have long struggled with improving causal inference in quasi‐experiments. We introduce organizational researchers to propensity scoring, a statistical technique that has become popular in other applied sciences as a means for improving internal validity. Propensity scoring statistically models how individuals in a quasi‐experiment have been assigned to conditions in order to estimate treatment effects among individuals with approximately equal probabilities of receiving the treatment. If propensity scores are created from relevant covariates, matching on the propensity score makes treatment assignment ignorable and approximates a true experimental design. We illustrate how matching on the propensity score can be applied by using 2 examples: examining the effects of online instruction and estimating the benefits of preparatory coaching for the SAT. In both cases, propensity‐scoring methods effectively reduced inequivalence between treatment and control groups on many variables. Propensity scoring stands out as a valuable technique capable of improving causal inference from many of organizational research's quasi‐experiments.     

On Measuring and Modeling Physiological Synchrony in Dyads

Physiological synchrony within a dyad, or the degree of temporal correspondence between two individuals' physiological systems, has become a focal area of psychological research. Multiple methods have been used for measuring and modeling physiological synchrony. Each method extracts and analyzes different types of physiological synchrony, where ‘type’ refers to a specific manner through which two different physiological signals may correlate. Yet, to our knowledge, there is no documentation of the different methods, how each method corresponds to a specific type of synchrony, and the statistical assumptions embedded within each method. Hence, this article outlines several approaches for measuring and modeling physiological synchrony, connects each type of synchrony to a specific method, and identifies the assumptions that need to be satisfied for each method to appropriately extract each type of synchrony. Furthermore, this article demonstrates how to test for between-dyad differences of synchrony via inclusion of dyad-level (i.e., time-invariant) covariates. Finally, we complement each method with an empirical demonstration, as well as online supplemental material that contains Mplus code.     

Modeling Interactions Between Latent Variables in Research on Type D Personality: A Monte Carlo Simulation and Clinical Study of Depression and Anxiety

Several approaches exist to model interactions between latent variables. However, it is unclear how these perform when item scores are skewed and ordinal. Research on Type D personality serves as a good case study for that matter. In Study 1, we fitted a multivariate interaction model to predict depression and anxiety with Type D personality, operationalized as an interaction between its two subcomponents negative affectivity (NA) and social inhibition (SI). We constructed this interaction according to four approaches: (1) sum score product; (2) single product indicator; (3) matched product indicators; and (4) latent moderated structural equations (LMS). In Study 2, we compared these interaction models in a simulation study by assessing for each method the bias and precision of the estimated interaction effect under varying conditions. In Study 1, all methods showed a significant Type D effect on both depression and anxiety, although this effect diminished after including the NA and SI quadratic effects. Study 2 showed that the LMS approach performed best with respect to minimizing bias and maximizing power, even when item scores were ordinal and skewed. However, when latent traits were skewed LMS resulted in more false-positive conclusions, while the Matched PI approach adequately controlled the false-positive rate.     

A Noneist Account of the Doctrine of Creatio ex Nihilo

I spell out a problem with the doctrine of creatio ex nihilo: that, contra the doctrine, it is not possible to efficiently cause something from nothing. This is because an efficient cause requires a material cause in order to have an effect. The material cause supplies the potency that the efficient cause actualises. Because nothingness has no potencies, there is nothing for an efficient cause to actualise. I show that this objection presupposes that the theory of noneism (the proposition that some things do not exist) is false. I postulate that the universe (i.e. the created order) is a non-existent item and so there is no problem with the claim that it was efficiently caused to come from nothing – the universe has no being anyway. After rehearsing the rather strong reasons in favour of the truth of noneism, I deal with two objections that are peculiar to my claim that the universe lacks reality: that creation possesses characteristics that are sufficient to render it existent and that a non-existent object has its properties independent of divine fiat. I show that there are sensible replies to both objections. With regard to the first I show that the possession of such characteristics at most shows that the universe has an ontological status that is equivalent to some reference point. With regard to the second I argue that the Characterisation Principle (i.e. in some world – not necessarily the actual world – an object has the properties that it is characterised as having) entails that non-existent objects possess their properties in virtue of some existent entity and that the only plausible candidate for such an entity is a divine mind of some sort.     

Modelling Dyadic Interaction with Hawkes Processes

We apply the Hawkes process to the analysis of dyadic interaction. The Hawkes process is applicable to excitatory interactions, wherein the actions of each individual increase the probability of further actions in the near future. We consider the representation of the Hawkes process both as a conditional intensity function and as a cluster Poisson process. The former treats the probability of an action in continuous time via non-stationary distributions with arbitrarily long historical dependency, while the latter is conducive to maximum likelihood estimation using the EM algorithm. We first outline the interpretation of the Hawkes process in the dyadic context, and then illustrate its application with an example concerning email transactions in the work place.