Behavior Matching in Multimodal Communication Is Synchronized

A variety of theoretical frameworks predict the resemblance of behaviors between two people engaged in communication, in the form of coordination, mimicry, or alignment. However, little is known about the time course of the behavior matching, even though there is evidence that dyads synchronize oscillatory motions (e.g., postural sway). This study examined the temporal structure of nonoscillatory actions—language, facial, and gestural behaviors—produced during a route communication task. The focus was the temporal relationship between matching behaviors in the interlocutors (e.g., facial behavior in one interlocutor vs. the same facial behavior in the other interlocutor). Cross‐recurrence analysis revealed that within each category tested (language, facial, gestural), interlocutors synchronized matching behaviors, at temporal lags short enough to provide imitation of one interlocutor by the other, from one conversational turn to the next. Both social and cognitive variables predicted the degree of temporal organization. These findings suggest that the temporal structure of matching behaviors provides low‐level and low‐cost resources for human interaction.     

Disequilibrium in the mind, disharmony in the body

Although it is generally acknowledged that experiences of frustration, confusion, and anxiety are embodied phenomena, very little is known about how these processes modulate presumably unconscious, but constantly present, subtle bodily movement. We addressed this problem by tracking the low-level dynamics of body movement, using 1/f noise, pink noise, or "fractal scaling", during naturalistic experiences of affect in two studies involving deep learning and effortful problem-solving. Our results indicate that body movement fluctuations of individuals experiencing cognitive equilibrium was characteristic of correlated pink noise, but there was a whitening of the signal when participants experienced states that are diagnostic of cognitive distress such as anxiety, confusion, and frustration. We orient our findings within theories that emphasise the embodied nature of cognition and affect and with perspectives that view affective and cognitive processes as emergent products of a self-organising dynamical system (the brain) that is inextricably coupled to the body.     

Prior and future withdrawal and performance: A meta-analysis of their relations in panel studies

While consensus exists among researchers that withdrawal and performance are related, the ordering of these constructs in proposed models frequently varies based on the theoretical focus of the study. Specifically, several extant well-being theories predict employee withdrawal will affect future performance while several turnover theories predict employee performance will affect future withdrawal. This study systematically addresses these complementary theories by conducting a meta-analysis of panel studies measuring both withdrawal and performance at two or more time periods. After accounting for sampling and measurement error, meta-analytic regression results indicate that performance is significantly negatively related to future withdrawal (ρ = − .19) even after accounting for prior withdrawal (β = − .03). However, the relationship between withdrawal and future performance (ρ = − .20) disappeared after accounting for prior performance (β = .00), although burnout did predict future performance even after accounting for prior performance (β = − .07).     

An Analysis of Natural Mentoring Relationship Profiles and Associations with Mentees’ Mental Health: Considering Links via Support from Important Others

We explored associations between natural mentoring relationship profiles and young adults’ life satisfaction and symptoms of depression via participants’ perceived support from important others accounting for participants’ perceived support and mental health prior to the onset of their natural mentoring relationships. Participants included 396 young adults (57 % female; mean age = 30.97, SD = .6), the majority of whom identified as Black or African American (79 % Black, 18 % White, 3 % Biracial). Most participants had completed high school but few participants (13 %) had completed degrees from 4 year institutions. We used a latent profile approach to identify natural mentoring relationship profiles and employed structural equation modeling to test our study hypotheses. Slightly over half of study participants (53 %) reported the presence of a natural mentor in their lives since the age of 14. Results suggest that natural mentoring relationships characterized by high levels of relational closeness and either extended relationship duration or frequent contact may promote improvements in psychological well-being among mentees over time via greater experiences of social support from important others.     

Cheating more for less: Upward social comparisons motivate the poorly compensated to cheat

Intuitively, people should cheat more when cheating is more lucrative, but we find that the effect of performance-based pay-rates on dishonesty depends on how readily people can compare their pay-rate to that of others. In Experiment 1, participants were paid 5 cents or 25 cents per self-reported point in a trivia task, and half were aware that they could have received the alternative pay-rate. Lower pay-rates increased cheating when the prospect of a higher pay-rate was salient. Experiment 2 illustrates that this effect is driven by the ease with which poorly compensated participants can compare their pay to that of others who earn a higher pay-rate. Our results suggest that low pay-rates are, in and of themselves, unlikely to promote dishonesty. Instead, it is the salience of upward social comparisons that encourages the poorly compensated to cheat.     

The Role of Attributions and Fairness in Understanding Job Applicant Reactions to Selection Procedures and Decisions

Purpose

Drawing mainly upon Applicant Attribution-Reaction Theory (AART), we clarify and underscore the role of attribution dimensions (personal control, external control, and stability) in forming applicant fairness perceptions, attitudes, and behavioral reactions.

Design/Methodology/Approach

Students seeking (or about to seek) jobs (N = 264) participated in an experimental study in which procedural justice rules and outcome favorability (selected or rejected) were manipulated. Participants reported their attributions, fairness perceptions, and behavioral intentions. Hypotheses were tested through SEM and bootstrapping.

Findings

Applicant attributions were predicted by outcome favorability and the extent to which the interview process satisfied/violated procedural justice rules. In line with AART, process fairness perceptions mediated relationships between applicant attribution dimensions and both organizational perceptions and behavioral intentions.

Implications

Organizations should satisfy justice rules in employee selection processes because such rules affect applicant attributions, which in turn predict perceptions and behavioral intentions. In addition to identifying antecedents and consequences of fairness perceptions, antecedents and consequences of applicant attributions should be investigated, as both relate to important organizational outcomes.

Originality/Value

This study is one of a very few to test propositions from AART. Through an experimental design of high internal validity, we show that outcome favorability and the satisfaction/violation of justice rules predict job applicant attributions (personal control, external control, and stability). We further show that applicants’ attributions explain unique variance in their perceptions of the employing organization and in their behavioral intentions (e.g., recommend organization to others; litigate) beyond that explained by selection outcome and fairness perceptions.     

Reply to Rouder (2014): Good frequentist properties raise confidence

Established psychological results have been called into question by demonstrations that statistical significance is easy to achieve, even in the absence of an effect. One often-warned-against practice, choosing when to stop the experiment on the basis of the results, is guaranteed to produce significant results. In response to these demonstrations, Bayes factors have been proposed as an antidote to this practice, because they are invariant with respect to how an experiment was stopped. Should researchers only care about the resulting Bayes factor, without concern for how it was produced? Yu, Sprenger, Thomas, and Dougherty (2014) and Sanborn and Hills (2014) demonstrated that Bayes factors are sometimes strongly influenced by the stopping rules used. However, Rouder (2014) has provided a compelling demonstration that despite this influence, the evidence supplied by Bayes factors remains correct. Here we address why the ability to influence Bayes factors should still matter to researchers, despite the correctness of the evidence. We argue that good frequentist properties mean that results will more often agree with researchers’ statistical intuitions, and good frequentist properties control the number of studies that will later be refuted. Both help raise confidence in psychological results.     

The 1-2-3 Magic Program: Implementation Outcomes of an Australian Pilot Evaluation With School-Aged Children

No abstract available for this article.     

Predictive Criterion-Related Validity of Observer Ratings of Personality and Job-Related Competencies Using Multiple Raters and Multiple Performance Criteria

The purpose of this study was to assess the predictive validity of observer ratings of personality and job-related competencies in a selection setting. Based on ratings from multiple raters of both the predictors and the criteria in a sample of MBA students, results indicated that observer ratings of Conscientiousness, Emotional Stability, leadership, and interpersonal skills predicted work performance, team performance, and academic performance. For work performance and team performance, a composite of the four predictors had incremental predictive validity over general mental ability, even after controlling for how well the rater knew the ratee.