In the name of democracy: The value of democracy explains leniency towards wrongdoings as a function of group political organization

According to the “democracy‐as‐value” hypothesis, democracy has become an ideological belief system providing social value to democratic individuals, groups and institutions, granting legitimacy to their actions (even if dishonest or violent), and protecting them from consecutive punishments. The present research investigates the extent to which this legitimizing process is based on the individual endorsement of democratic principles. Across four experiments, following the misdeed of a (few) group member(s), respondents who valued democratic group organization and democracy in general expressed more lenient retributive justice judgments towards democratic (as compared with nondemocratic) offender groups. These findings shed light on the ways in which democratic ideology infuses justice judgments. Copyright © 2015 John Wiley & Sons, Ltd.     

Development of Different Forms of Skill Learning Throughout the Lifespan

The acquisition of complex motor, cognitive, and social skills, like playing a musical instrument or mastering sports or a language, is generally associated with implicit skill learning (SL). Although it is a general view that SL is most effective in childhood, and such skills are best acquired if learning starts early, this idea has rarely been tested by systematic empirical studies on the developmental pathways of SL from childhood to old age. In this paper, we challenge the view that childhood and early school years are the prime time for skill learning by tracking age‐related changes in performance in three different paradigms of SL. We collected data from participants between 7 and 87 years for (1) a Serial Reaction Time Task (SRT) testing the learning of motor sequences, (2) an Artificial Grammar Learning (AGL) task testing the extraction of regularities from auditory sequences, and (3) Probabilistic Category Learning in the Weather Prediction task (WP), a non‐sequential categorization task. Results on all three tasks show that adolescence and adulthood are the most efficient periods for skill learning, since instead of becoming less and less effective with age, SL improves from childhood into adulthood and then later declines with aging.     

Employment Qualifications,Person–Job Fit,Underemployment Attributions,and Hiring Recommendations: A three‐study investigation

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., underqualified, adequately qualified, or overqualified) on hiring recommendations, and how the relationship was influenced by person–job (P‐J) fit and underemployment attributions. In Study 1, we tested and found support for the strength and effectiveness of the employment qualification level manipulation. In Study 2, the results demonstrated that overqualified applicants received higher ratings on objective P‐J fit, subjective P‐J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P‐J fit than adequately qualified applicants. However, the results indicated no significant differences between adequately qualified and overqualified applicants on hiring recommendations. Finally, P‐J fit was found to fully mediate the employment qualification level–hiring recommendation relationship, but only subjective P‐J fit (i.e., and not objective P‐J fit) was a significant mediator. In Study 3, we assessed the potential effects of underemployment attribution (i.e., internal‐controllable vs. external‐uncontrollable) on interviewer hiring recommendation. Results demonstrated that applicants who made an external‐uncontrollable attribution for their overqualification were perceived negatively and received lower ratings on hiring recommendations than applicants who made an internal‐controllable attribution for their underemployment. Furthermore, the underemployment attribution‐hiring recommendation relationship was found to be fully mediated by subjective (but not objective) P‐J fit. Contributions of these results to theory, research, and practice, strengths and limitations, and directions for future research are discussed.     

Dual Equivalent Two-valued Under-determined and Over-determined Interpretations for Łukasiewicz’s 3-valued Logic Ł3

?ukasiewicz three-valued logic ?3 is often understood as the set of all 3-valued valid formulas according to ?ukasiewicz’s 3-valued matrices. Following Wojcicki, in addition, we shall consider two alternative interpretations of ?3: “well-determined” ?3a and “truth-preserving” ?3b defined by two different consequence relations on the 3-valued matrices. The aim of this paper is to provide (by using Dunn semantics) dual equivalent two-valued under-determined and over-determined interpretations for ?3, ?3a and ?3b. The logic ?3 is axiomatized as an extension of Routley and Meyer’s basic positive logic following Brady’s strategy for axiomatizing many-valued logics by employing two-valued under-determined or over-determined interpretations. Finally, it is proved that “well determined” ?ukasiewicz logics are paraconsistent.     

Impact of induced joy on literacy in children: does the nature of the task make a difference?

This research examined whether induced joy influences fifth graders’ performance in literacy tasks. Children were asked to recall a joyful experience, used as a joy induction, before completing either a grammar (Study 1) or textual comprehension task (Study 2). The grammar task involved understanding at the surface level and retrieval of appropriate declarative and procedural knowledge, but limited elaboration unlike the textual comprehension task, which tackled inference generation. By differentiating tasks based on depth of processing required for completion we aimed at testing the validity of two concurrent hypotheses: that of a facilitating effect and that of a detrimental effect of induced joy. Compared to controls, joy induced children showed better performance on the grammar task – specifically children with lower language ability. No differences across groups emerged as a function of joy induction on the text comprehension task. Results are discussed with respect to emotion effects on cognition.     

Testing the Situationism Scale in Europe: Scale validation,self‐regulation and regional differences

The term situationism refers to an individual's belief about the importance of a behaviour's context. This study tested whether the degree of situationism expressed by individuals in various regions of Europe was consistent with self‐regulation and cross‐cultural theories. The English version of a Situationism Scale (measuring beliefs about the relation between the environment and one's own behaviour) was translated into five additional languages: Dutch, German, Hungarian, Italian and Slovenian. Young adults (N = 1106, M_Age = 22.9 years, 79% female) across Europe responded to one of the six language versions of the scale as part of a larger survey. Results indicated that: new language versions were psychometrically valid; there was a positive relation between situationism and the use of situation‐control strategies; and situationism was higher for individuals from regions that are Eastern European and relatively more interdependent, compared with individuals from regions that are Western European and relatively less interdependent. As the first evaluation of the Situationism Scale outside America, this study supports the Scale's validity and suggests not only may some effects of situationism be universal, but between‐ and within‐culture differences in situationism exist. Overall, when making judgments and decisions about the self, cultural background and individual differences in situationism may come into play.     

Psychological strengths and subjective well-being in South African white students

This study investigated the role of individual resources, notably self-efficacy, gratitude, and hope, in subjective well-being of white dormitory students at a historically white institution of higher learning. Using a convenience sample of white students (N?=?227), we tested the role of generalised self-efficacy, gratitude, and hope as indicators of a latent factor, labelled personal resources, in a structural equation model with subjective well-being as the latent output variable, measured by self-esteem and satisfaction with life. Path analyses indicated a reasonable fit between the data and our hypothesised theoretical model which proposed positive relations between levels of generalised self-efficacy, gratitude, dispositional hope, self-esteem and satisfaction with life. White students were psychologically doing well, considering above-midpoint levels obtained for levels of generalised self-efficacy, gratitude, dispositional hope, and satisfaction with life However, scores obtained for self-esteem and adult dispositional hope were below the mid-point and neutral respectively, indicating that White students do not agree that they experience high levels of these two psychological strengths. White female students experienced higher levels of hope, gratitude, and life satisfaction, while no significant gender differences were found for generalised self-efficacy and self-esteem. The results of this study highlight the potential for using psychological strengths to promote well-being in racially diverse students.     

The relationship between employees’ experience of performance management and work engagement within a South African organisation

The study investigated the relationship between employees’ experience of performance management and work engagement. Participants were a convenience sample of employed adults (N=202; females=59%, middle management?=?48%, White?=?54%, tenure more than 9 years?=?48%) in an organisation in the vehicle and asset-based finance industry. They completed the Performance Management Questionnaire (PMQ) and Utrecht Work Engagement Scale (UWES). Multiple regression analysis was used to determine the proportion of variance of work engagement that is explained by employees’ experience of performance management. Results revealed that only empowerment significantly predicted work engagement. These findings suggest that when employees experience performance management as empowering, they are also likely to have higher levels of work engagement.