A theoretical overview and empirical study of mediated learning experience: Prediction of preschool performance from mother-infant interaction patterns

This research is based on a 4-year longitudinal study of 51 normal, low SES infants and their mothers. It was conducted at the Clinical Infant Development Program sponsored by the Clinical Infant-Child Development Research Center (NIMH-HRSA). Infants' free-play sessions with their mothers were analyzed at 4, 8, 12, 24, and 36 months of age by use of an observation method based on Feuerstein's theory of Mediated Learning Experience (MLE). The participating children were tested with the Bayley Scales (to age 2 years) and the McCarthy Scales (at 36 and 48 months). Ten-minute observations of motherchild interactions, which used molar criteria of observation based on MLE theory, predicted cognitive performance at 2, 3, and 4 years of age. The observation made at 12 months was most predictive of long-term cognitive performance. Mother-infant interaction patterns were less predictive of cognitive performance in infancy than they were of performance at 2, 3, and 4 years of age. Each of the observed MLE criteria increased with age, although the frequency of some of the criteria remained low throughout the study. Stability of all MLE criteria was significant across most comparisons over time.     

Boys’ and Girls’ Relational and Physical Aggression in Nine Countries

Distinguishing between relational and physical aggression has become a key feature of many developmental studies in North America and Western Europe, but very little information is available on relational and physical aggression in more diverse cultural contexts. This study examined the factor structure of, associations between, and gender differences in relational and physical aggression in China, Colombia, Italy, Jordan, Kenya, the Philippines, Sweden, Thailand, and the United States. Children ages 7–10 years (N = 1,410) reported on their relationally and physically aggressive behavior. Relational and physical aggression shared a common factor structure across countries. In all nine countries, relational and physical aggression were significantly correlated (average r = .49). Countries differed in the mean levels of both relational and physical aggression that children reported using and with respect to whether children reported using more physical than relational aggression or more relational than physical aggression. Boys reported being more physically aggressive than girls across all nine countries; no consistent gender differences emerged in relational aggression. Despite mean‐level differences in relational and physical aggression across countries, the findings provided support for cross‐country similarities in associations between relational and physical aggression as well as links between gender and aggression. Aggr. Behav. 38:298‐308, 2012. © 2012 Wiley Periodicals, Inc.     

Intrapsychic and interpersonal guilt: a critical review of the recent literature

Various authors hold that some emotions (i.e., moral emotions) have the function of orienting people toward ethical actions. In addition to embarrassment, shame and pride, the moral emotion of guilt is believed to affect humans’ behavior when they carry out transgressions that violate social and cultural standards. Over the past century, many studies (including controversial ones) have been conducted on guilt. In this study, we analyzed and summarized mainly the most recent literature on this emotion. On one side, the destructiveness of guilt is emphasized. It inflicts punishment and pain on individuals for their errors and can lead to psychopathology (e.g., depression). On the other side, it is described as a “friendly” emotion that motivates behavior adapted to social and cultural rules. How can this asymmetry be explained? Different existing views on guilt are presented and discussed, together with recent proposals, supported by research data. Finally, we discussed some systematic models that try to incorporate these different views in a single framework that could facilitate future researches.     

Volume 21, 2012 - List of Contents,Author Index,and List of Reviewers

We examined how culture influences perceptions of applicant attributes when assessing employment suitability. In two studies (N = 408), we compared members from a collectivistic society (Singapore) to two samples from individualistic societies (the United States and Australia) on their perceptions of applicant attributes across job contexts. For each job, participants either chose between candidates with different attribute profiles or created ideal candidates by allocating a fixed amount of percentile points across different attributes. More often than Australians, Singaporeans chose the candidate with higher levels of the trait (e.g., openness to experience) uniquely associated with the job (e.g., graphic designer). More so than either Americans or Australians, Singaporeans prioritized having the trait most associated with each job. Members from collectivistic societies may require higher levels of the traits most associated with different jobs than members from individualistic societies, who prefer more well-rounded individuals for each job. As discussed, the study of lay perceptions may have implications for training hiring professionals and managers.     

Socialization tactics: Antecedents for goal interdependence and newcomer adjustment and retention

This study argues that Deutsch's theory of goal interdependence is useful to examine the dynamics of serial and investiture tactics on newcomer adjustment and retention in work team contexts. Structural equation results of interviews of specific incidents collected from one hundred and two newcomers support the hypothesized model that serial and investiture tactics used by teams promote cooperative goal interdependence and weaken competitive goal interdependence and independent goal relationship between newcomers and their teams. Cooperative goals were also found to promote positive attitudes and strong co-worker relationships whereas competitive and independent goals resulted in intentions to quit and low levels of organizational commitment and job satisfaction.     

Liberal Egalitarianism and Workfare

abstract In this paper we ask whether liberal egalitarians can endorse workfare policies that require that welfare recipients should work in return for their welfare benefits. In particular, we focus on the fairness‐based case for workfare, which holds that people should be responsible for their own welfare since they would otherwise impose unfair costs on others. Two versions of the fairness‐based case are considered. The first defends workfare on the grounds that it would form part of an unemployment insurance scheme that individuals would endorse under certain hypothetical conditions that are salient for the purposes of determining just public policy. The second appeals to the notion of reciprocity in order to justify the requirement that people work for their benefits. We cast doubt on both of these arguments for workfare. Neither argument shows that the unconditional provision of welfare benefits is unjust; hence, the fairness case for workfare is inconclusive.     

Perceived warmth and competence of others shape voluntary deceptive behaviour in a morally relevant setting

The temptation to deceive others compares to a moral dilemma: it involves a conflict between the temptation to obtain some benefit and the desire to conform to personal and social moral norms or avoid aversive social consequences. Thus, people might feel different levels of emotional and moral conflict depending on the target of the deception. Here we explored, in a morally relevant setting, how social judgements based on two fundamental dimensions of human social cognition – ‘warmth’ and ‘competence’ – impact on the decision to deceive others. Results revealed independent effects for warmth and competence. Specifically, while people are less inclined to deceive for self-gain those individuals they perceive as warm, they also tend to lie more to highly competent others. Furthermore, the perceived warmth and competence modulated the general tendency to reduce deceptive behaviour when there was a risk of disclosure compared to when the lying was anonymous, highlighting the importance of these judgements in social evaluation processes. Together, our results demonstrate that the emotional costs and personal moral standards that inhibit engagement in deceptive behaviour are not stable but rather malleable according to the target and the consequences of the deception.