A randomised trial of the effect of appearance versus health-framed messages on engagement with an online brief screening and alcohol reduction intervention

Objectives: To compare the impact of appearance versus health-framed messages on engagement in a brief web-based risk screening and alcohol reduction intervention.

Design: Randomised trial delivered via Drinkaware’s website. Visitors were exposed to appearance (n?=?51,588) or health-framed messages (n?=?52,639) directing them towards an AUDIT-C risk screening questionnaire. Users completing this questionnaire were given feedback on their risk level and extended frame-congruent information.

Outcomes: The primary outcome is completion of the AUDIT-C questionnaire. The secondary outcome is whether the participant accessed any of four further resources.

Results: The appearance-framed message led to a small but significant increase in the number of users completing the AUDIT-C compared to the health-framed message (n?=?3,537, 6.86% versus n?=?3,355, 6.37%, p?<?0.01). Conversely, following subsequent risk feedback, users exposed to extended health-framed information were more likely to access further resources (n?=?1,146, 2.17% versus n?=?942, 1.83%, p?<?0.01).

Conclusions: Physical appearance-framed messages increased the likelihood of engagement with an online alcohol screening and brief intervention tool, whereas health-framed messages increased the likelihood of accessing further resources. This highlights the potential for the use of multi-level approaches in alcohol reduction interventions.     

Involuntary and voluntary demotion: employee reactions and outcomes

ABSTRACT

Demotion has received little attention from scholars and practitioners alike. The purpose of this study was to assess empirically the reaction to, and outcomes of, both involuntary and voluntary demotion. Drawing on 49 semi-structured in-depth interviews with 28 involuntarily demoted workers and 21 voluntarily demoted workers, we develop a conceptual model using organizational justice theory and person-job fit of the reaction to and outcomes of demotion. We show that involuntarily demoted individuals might react by expressing turnover intentions and lower motivation and commitment, indicating that the demotee’s reaction is related to perceptions of fairness. Voluntary demotion is related to a better work-life balance, greater satisfaction, less stress and burnout and is perceived to be a viable phased retirement option by older workers. In addition, the findings highlight the role of demotion-related stigma, status loss, identity threat, and age in the way employees react to the experience of demotion.     

Less is more: The availability heuristic in early childhood

This study examined whether young children are influenced by the subjective experience associated with an easy or difficult recall when making memory decisions. Seventy‐one children, aged 4, 6, and 8 years, were asked to generate either a small (easy condition) or large (hard condition) number of first names. Statistical analyses revealed that participants in the hard condition were more likely to infer that they did not know many names than participants in the easy condition, contrary to what would be expected if children based their memory judgement on the objective number of recalled items. Overall, our results support the hypothesis that children as young as 4 years old rely on the subjective experience of ease to regulate their decision‐making processes. Theoretical implications of these findings are discussed.     

Knowing our Reasons: Distinctive Self-Knowledge of Why We Hold Our Attitudes and Perform Actions

This paper argues that subjects at least sometimes learn why they hold an attitude or perform an action in a distinctive first-personal way, i.e., they learn of those facts in a manner that mere observers cannot. Subjects have this first-personal self-knowledge in virtue of first-personal self-knowledge of the reasons for which they hold an attitude or perform an action—their motivating reasons. This paper focusses on one’s reasons for holding an attitude. So, it is not just that subjects have distinctive access to the fact that they, say, believe that q; they also have distinctive access to the fact that they believe that p for the reason that p. I argue for this position contra the prevailing orthodoxy. Philosophers and psychologists often deny that subjects have distinctive access to why they hold their attitudes. Indeed, even many of those who claim that subjects can use a special method to learn that they have a given attitude deny that this method provides knowledge of why one holds that attitude.     

Children's racial bias in perceptions of others' pain

Previous research indicates that American adults, both Black and White, assume a priori that Black people feel less pain than do White people (Trawalter, Hoffman, & Waytz, 2012, PLoS One, 7 [11], 1–8). The present work investigates when in development this bias emerges. Five‐, 7‐, and 10‐year‐olds first rated the amount of pain they themselves would feel in 10 situations such as biting their tongue or hitting their head. They then rated the amount of pain they believed two other children – a Black child and a White child, matched to the child's gender – would feel in response to the same events. We found that by age 7, children show a weak racial bias and that by age 10, they show a strong and reliable racial bias. Consistent with research on adults, this bias was not moderated by race‐related attitudes or interracial contact. This finding is important because knowing the age of emergence can inform the timing of interventions to prevent this bias.