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931.
Daniela Di Santo Marina Chernikova Arie W. Kruglanski Antonio Pierro 《International journal of psychology》2020,55(5):882-890
We present an experiment showing that need for closure (NFC)—defined as the epistemic desire for certainty—can moderate individuals' affective reactions to cognitive inconsistency. Informed by Kruglanski and colleagues' new theory, that cognitive inconsistency elicits negative affect particularly under certain circumstances, we find that NFC (i.e. the desire for certain, stable and unambiguous knowledge) influences the strength of consistency effects and resulting negative affect. More specifically, we find that individuals who are high on NFC experience more negative affect upon encountering an inconsistent (vs. consistent) cognition. However, when individuals are low on NFC, inconsistency is irrelevant, and their affect depends on whether the ultimate outcome of the cognition is positive or negative. We discuss the theoretical and practical implications of this research. 相似文献
932.
Kate E. Fiske Robert W. Isenhower Meredith J. Bamond Stacy Lauderdale-Littin 《Journal of applied behavior analysis》2020,53(1):563-571
Token systems are widely used in clinical settings, necessitating the development of methods to evaluate the reinforcing value of these systems. In the current paper, we replicated the use of a multiple-schedule reinforcer assessment (MSA; Smaby, MacDonald, Ahearn, & Dube, 2007) to evaluate the components of a token economy system for 4 learners with autism. Token systems had reinforcing value similar to primary reinforcers for 2 of the 4 learners, but resulted in lower rates of responding than primary reinforcers for the other 2 learners. Differentiated responding across learners may warrant variation in clinical recommendations on the use of tokens. The results of this study support formal assessment of token system effectiveness, and the MSA procedure provides an efficient method by which to conduct such assessments. 相似文献
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Timothy W. Smith Carlene Deits‐Lebehn Paula G. Williams Brian R. W. Baucom Bert N. Uchino 《Social and Personality Psychology Compass》2020,14(3)
Theory and research on self‐regulation, emotional adjustment, and interpersonal processes focus increasingly on parasympathetic functioning, using measures of vagally mediated heart rate variability (vmHRV) or respiratory sinus arrhythmia (RSA). This review describes models of vmHRV in these areas, and issues in measurement and analysis. We propose a framework organizing theory and research as examining (a) vmHRV as an individual difference or a situational response, and (b) resting, reactive, or recovery levels. Evidence supports interpretation of individual differences in resting vmHRV as a broad biomarker for adaptive functioning, but its specificity and underlying mechanisms require elaboration. Individual differences in vagal reactivity (i.e., trait‐like differences in vmHRV decreases during challenge or stress) are less commonly studied in adults and results are mixed. Many stressors and challenges evoke temporary decreases in vmHRV, and in some research self‐regulatory effort evokes increases. In a smaller literature, positive interpersonal experiences and some restorative processes increase resting vmHRV, whereas depletion of self‐regulatory capacity through related effort decreases it. Greater attention to conceptual distinctions regarding vmHRV constructs and several methodological issues will strengthen future research. Importantly, researchers should exercise caution in equating vmHRV with specific psychosocial constructs, especially in the absence of converging assessments and precise experimental manipulations. 相似文献
936.
Jaee Cho;S. Arzu Wasti;Krishna Savani;Hwee Hoon Tan;Michael W. Morris; 《Asian Journal of Social Psychology》2024,27(2):203-218
This research investigates how formal versus informal supervisor support behaviours shape employees' affect- and cognition-based trust across cultures of varying power distance. Using data from in-depth interviews, Study 1 found that trust-enhancing supervisor behaviours were more formal, status conscious and imposing in India (a high power distance culture) than in the Netherlands (a low power distance culture); unlike in India, supervisors acted more like friends or equals with their subordinates in the Netherlands. Using vignettes, Study 2 found that, compared to informal support behaviours, formal support behaviours increased both affect- and cognition-based trust among Indian participants, but among US participants, formal support behaviours only increased cognition-based trust. Study 3 conceptually replicated those findings by manipulating power distance in an organization. Together, the findings from these three studies suggest that supervisors' formal socio-emotional support behaviours are particularly effective in increasing affect-based trust in societal and organizational cultures that are high power distance. 相似文献
937.
Julie N. Y. Zhu;Long W. Lam;Yolanda Na Li;Maggie Q. Shao; 《Journal of Occupational & Organizational Psychology》2024,97(4):1550-1571
Pro-group unethical behaviour (PGUB) refers to a set of behaviours that conflict with moral standards but are beneficial to the interests of an actor's workgroup. Drawing on social cognitive theory, this research investigates whether, how, and when perceived co-worker PGUB leads employees to engage in the same unethical behaviour. We propose that moral disengagement is a crucial mechanism through which PGUB is transmitted from co-workers to employees and that this relationship is further amplified by employees' group identification. The results of three field studies featuring different samples consistently highlight the mediating role of moral disengagement in the relationship between perceived co-worker PGUB and employee PGUB. Furthermore, employees who identify strongly with their workgroup are more likely to exhibit moral disengagement and learn their co-workers' PGUB than are employees with low group identification. The findings of this research provide insights for both theory and practice. 相似文献
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