Visual inertia of rotating 3-D objects

Five experiments were designed to determine whether a rotating, transparent 3-D cloud of dots (simulated sphere) could influence the perceived direction of rotation of a subsequent sphere. Experiment 1 established conditions under which the direction of rotation of a virtual sphere was perceived unambiguously. When a near-far luminance difference and perspective depth cues were present, observers consistently saw the sphere rotate in the intended direction. In Experiment 2, a near-far luminance difference was used to create an unambiguous rotation sequence that was followed by a directionally ambiguous rotation sequence that lacked both the near-far luminance cue and the perspective cue. Observers consistently saw the second sequence as rotating in the same direction as the first, indicating the presence of 3-D visual inertia. Experiment 3 showed that 3-D visual inertia was sufficiently powerful to bias the perceived direction of a rotation sequence made unambiguous by a near-far luminance cue. Experiment 5 showed that 3-D visual inertia could be obtained using an occlusion depth cue to create an unambiguous inertia-inducing sequence. Finally, Experiments 2, 4, and 5 all revealed a fast-decay phase of inertia that lasted for approximately 800 msec, followed by an asymptotic phase that lasted for periods as long as 1,600 msec. The implications of these findings are examined with respect to motion mechanisms of 3-D visual inertia.     

Understanding attraction in formal mentoring relationships from an affective perspective

Despite the critical role affect can play in mentoring, a type of close relationships in the workplace, affect has not received much attention in existing mentoring research. Drawing upon Byrne's affect-centered model of attraction, we examined the relationships among mentors' moods during their interaction with protégés, mentors' liking of protégés, and mentoring support received by protégés. Moreover, we also examined the moderating effect of protégés' emotional intelligence (EI) on the relationship between mentors' moods and liking. Based on data collected from 237 ongoing formal mentoring dyads, we found that mentors' positive moods were positively related, and negative moods were negatively related, to mentoring support received through mentors' liking. Furthermore, protégés' EI only moderated the positive relationship between mentors' positive moods and liking such that the positive relationship was stronger for protégés low on EI. Theoretical and practical implications of the findings are discussed.     

Similarity effects in visual working memory

Perceptual similarity is an important property of multiple stimuli. Its computation supports a wide range of cognitive functions, including reasoning, categorization, and memory recognition. It is important, therefore, to determine why previous research has found conflicting effects of inter-item similarity on visual working memory. Studies reporting a similarity advantage have used simple stimuli whose similarity varied along a featural continuum. Studies reporting a similarity disadvantage have used complex stimuli from either a single or multiple categories. To elucidate stimulus conditions for similarity effects in visual working memory, we tested memory for complex stimuli (faces) whose similarity varied along a morph continuum. Participants encoded 3 morphs generated from a single face identity in the similar condition, or 3 morphs generated from different face identities in the dissimilar condition. After a brief delay, a test face appeared at one of the encoding locations for participants to make a same/different judgment. Two experiments showed that similarity enhanced memory accuracy without changing the response criterion. These findings support previous computational models that incorporate featural variance as a component of working memory load. They delineate limitations of models that emphasize cortical resources or response decisions.     

Eye‐tracking Social Preferences

We hypothesize that if people are motivated by a particular social preference, then choosing in accordance with this preference will lead to an identifiable pattern of eye movements. We track eye movements while subjects make choices in simple three‐person distribution experiments. We characterize each choice in terms of three different types of social preferences: efficiency, maxi‐min, and envy. For the characterization, we use either the choice data or the eye movement data. The evidence indicates that distributional choices are broadly consistent with the choice rule implied by eye movements. In other words, what subjects appear to be interested in when you look at their choices corresponds to what they appear to be interested in when you look at their eye movements. This correspondence lends credibility to the behavioral relevance of social preferences models. Copyright © 2015 John Wiley & Sons, Ltd.     

Development and Validation of the Workplace Age Discrimination Scale

Purpose

Workplace age discrimination research is proliferating, but researchers lack a valid measure with which to capture targets’ discriminatory experiences. We developed a measure of perceived workplace age discrimination that assesses overt and covert forms of discrimination and then compared older, middle-aged, and younger workers’ experiences.

Design/Methodology

In Study 1, we developed the Workplace Age Discrimination Scale (WADS) based on older workers’ experiences using a deductive approach, a qualitative study, and two quantitative surveys. In Study 2, we validated the measure among young employees using a qualitative and two quantitative surveys. In Study 3, we tested the WADS among middle-aged workers and tested models of invariance between age groups.

Findings

Participants frequently endorsed covert discriminatory experiences, which the WADS reflects. The WADS contains convergent and discriminant validity, high reliability, and a unidimensional structure across age groups. It demonstrates criterion-related validity among older and younger workers but not middle-aged workers, given their low experiences of age discrimination. Age discrimination frequency follows a U-shaped pattern across age groups.

Implications

Researchers can use the WADS to identify long-term outcomes of age discrimination and to further compare workers’ discriminatory experiences. Practitioners and policymakers can use the measure to develop interventions to ameliorate workplace age discrimination and inform policymaking.

Originality/Value

The WADS is the first validated measure of targets’ perspectives of workplace age discrimination. Our results challenge assumptions that only older workers experience age discrimination (younger workers’ means were highest) and that age discrimination is usually overt in nature (it is often covert).

     

说普通话儿童的语音习得

以说普通话的１２９名一岁半至四岁半儿童的口语资料为基础,首次确定了正常发展的普通话儿童在语音习得过程中各年龄段的音位集合、音位习得的先后顺序、及习得过程中典型的语音简化类型。研究结果可以应用到普通话儿童语音发展水平标准化测试,及对患有语音障碍的儿童的诊断。此外,研究结果还表明在普通话儿童的语音习得中同时体现了各语言共有的“普遍趋势”和普通话独有的语音特征,从而为跨语言语音习得的研究提供了新的证据,进一步发展了儿童语音习得的理论。     

Marital commitment,communication and marital satisfaction: An analysis based on actor–partner interdependence model

Marital commitment and satisfaction are known to be closely related, but only limited research has examined the asymmetric interaction patterns between spouses. In this paper, the authors study 400 Chinese couples and find that communication mediates the relationship between marital commitment and marital satisfaction. Using the actor–partner interdependence model, they find that wives and husbands show asymmetric associations for marital commitment, communication and satisfaction. Specifically, compared with husbands, wives are more attuned to the path from marital commitment to marital satisfaction via communication. Implications and limitations are discussed.     

Open Workplace Climate and LGB Employees' Psychological Experiences: The Roles of Self‐Concealment and Self‐Acceptance

This study explores how an environmental factor (i.e., a perceived open climate) shapes lesbian, gay, and bisexual (LGB) employees' job satisfaction and job anxiety through the mediating role of self‐concealment. It also investigates the moderating role of self‐acceptance. Results from 315 LGB employees supported the conclusion that a perceived open climate for minority sexuality increased job satisfaction and decreased job anxiety. The open climate–job anxiety relationship was mediated by self‐concealment, and both stages of this mediation process were moderated by self‐acceptance. These findings offer useful insights for counselors and managers to help LGB individuals improve their workplace psychological experiences.     

Openness to Experience Enhances Creativity: The Mediating Role of Intrinsic Motivation and the Creative Process Engagement

Studies indicate that there is a positive relationship between openness to experience and creativity. However, relatively little attention has been given to the mechanism of this relationship. On the basis of previous findings, we hypothesized a conceptual model and tested the mediating role of intrinsic motivation and the creative process engagement in the relationship between openness to experience and creativity. One hundred and ninety‐eight undergraduates in Malaysia participated in the study and completed an online measure of openness to new experience, creativity, intrinsic motivation, and the creative process engagement. Consistent with the hypothesis, people who scored high on openness reported high intrinsic motivation. The high motivation enhanced engagement in creativity‐related activities, which in turn, improved self‐rated creativity. The findings not only shed light on mechanisms that underlie in the openness‐creativity linkage but they also highlight the importance of intrinsic motivation and creative process engagement in the linkage. Together, the study extends the effect of personality trait on creativity and offers a new direction for future studies.