Perception-Movement Coupling in the Regulation of Step Lengths When Approaching an Obstacle

Experiment 1 showed that the control mechanism based on a perception–movement coupling observed in certain goal-directed movement tasks (De Rugy, Montagne, Buekers, & Laurent, 2000 De Rugy, A., Montagne, G., Buekers, M. J. and Laurent, M. 2000. The study of locomotor pointing in virtual reality: The validation of a test set-up. Behavior Research Methods, Instruments, & Computers, 32: 515–520.  [Google Scholar]; Montagne, Cornus, Glize, Quaine, & Laurent, 2000 Montagne, G., Cornus, S., Glize, D., Quaine, F. and Laurent, M. 2000. A perception-action coupling type of control in long-jumping. Journal of Motor Behavior, 32: 37–44. [Taylor & Francis Online], [Web of Science ®] , [Google Scholar]) can be extended to a stepping across an obstacle task. Regardless of the specificity of tasks, the initiation of regulations is a function of the amount of adjustment. Our participants organized their regulation later than long jumpers. Two additional experiments were conceived to investigate whether this control mechanism could be generalized to goal-directed locomotor displacements, with different constraints. The aim of Experiments 2 and 3 was to address the adaptation of this control mechanism by manipulating the obstacle width and the walking speed in a stepping across task. The results showed that the functioning of this control mechanism could be influenced by the spatiotemporal constraints. Participants' behavior depended on a perception–movement coupling. This study suggests the existence of a generic control mechanism based on a perception–movement coupling, and it emphasizes the adaptation of this type of control mechanism involved in goal-directed displacements.     

Searching for commonalities in human judgement: The parametric unimodel and its dual mode alternatives

The question of why even a minimal ingroup is typically evaluated more positively than the respective outgroup has stimulated extensive theoretical and empirical work in social psychology. Integrating findings from various domains of research, this chapter summarises a comprehensive research programme that focuses on cognitive rather than motivational factors that contribute to positive ingroup distinctiveness. More specifically, evidence is presented showing that (a) there is a positive ingroup default, such that novel ingroups are immediately associated with positive affect; (b) people make inferences from the self in order to define their novel groups; and (c) this process of using the self as a means of cognitive structuring is based on heuristic rather than systematic information processing. Implications for our understanding of the role of self in intergroup evaluations and of factors determining ingroup favouritism in both minimal and real groups are discussed.     

Crossover of job demands and emotional exhaustion within teams: a longitudinal multilevel study

This study investigated the crossover of job demands and emotional exhaustion among team members and the moderating effect of cohesiveness and social support on this process. Participants were 310 employees of an employment agency in the Netherlands, working in one of 100 teams. Multilevel analysis using a longitudinal design did not reveal a main effect of crossover. However, consistent with the study's hypotheses, the results showed a moderating effect of team cohesiveness and social support. We detected crossover of job demands and emotional exhaustion across time from the group to individual team members only in teams characterized by high levels of cohesiveness and social support. Teams characterized by low levels of cohesiveness and social support showed no crossover of job demands and exhaustion. The findings demonstrate that team-level moderators play an important role in crossover processes. Moreover, social support and cohesiveness may not always be positive.     

Evaluation of effects of previous exposure to an acute stressor before testing for depression-like behaviours in mice

Test batteries are an essential and broadly used tool for behavioural phenotyping, especially with regard to mouse models of particular diseases, such as depression. Facing the problem of an often limited number of mutant animals, it therefore seems crucial to develop and optimise such test batteries in terms of an ideal throughput of subjects. This study aimed to characterize several common stressors, which are used for the investigation of depressive-like features with regard to their capability of each of them to affect performance in a subsequent behavioural test. Here we investigated swim-, restraint- and footshock-stress in male C57/BL6 mice, focusing on post-stress corticosterone elevations as well as potential effects on the behavioural level. The stressors increased circulating corticosterone levels when assessed 1 h after exposure. On the behavioural level, no test interactions could be detected, which suggests, that in general, combining these test conditions in experiments with a restricted availability of animals seems to be rather unproblematic.     

Does Work-Home Interference mediate the relationship between workload and well-being?

Drawing on the Effort-Recovery (E-R) model, the current study investigated to what extent Work-Home Interference (WHI) mediated the relationship between workload and two indicators of well-being, that is, (a) affective well-being (i.e., work-related negative affect and depressive mood) and (b) subjective health (i.e., health complaints). In Part I of this study, Structural Equation Modeling (SEM) was used to test several competing models of mediation—full, partial, or no mediation—in three homogeneous samples (166 medical residents, 194 child care workers, and 224 bus drivers). In Part II of this study, we cross-validated the best fitting model in an independent heterogeneous sample (1421 Dutch workers). The results provided support for the E-R model in that WHI played a significant role in mediating the impact of workload on workers’ well-being. WHI fully mediated the relationship of workload with depressive mood and health complaints, and partially mediated the relationship with work-related negative affect. This differential role of WHI indicates that WHI might play a more crucial mediating role with respect to general (context-free) indicators of well-being than with respect to work-related indicators of well-being. In general, the findings of the current study suggest that workload exerts its negative effects on well-being (at least partly) through a process of spillover of negative load-effects that impede recovery during the non-working hours.     

Reinforcement,Rationality, and Intentions: How Robust Is Automatic Reinforcement Learning in Economic Decision Making?

Reinforcement learning is often observed in economic decision making and may lead to detrimental decisions. Because of its automaticity, it is difficult to avoid. In three experimental studies, we investigated whether this process could be controlled by goal intentions and implementation intentions. Participants' decisions were investigated in a probability‐updating task in which the normative rule to maximize expected payoff (Bayes' rule) conflicted with the reinforcement heuristic as a simple decision rule. Some participants were asked to set goal intentions designated to foster the optimization of rational decision making, while other participants were asked to furnish these goal intentions with implementation intentions. Results showed that controlling automatic processes of reinforcement learning is possible by means of goal intentions or implementation intentions that focus decision makers on the analysis of decision feedback. Importantly, such beneficial effects were not achieved by simply instructing participants to analyze the feedback, without defining a goal as the desired end state from a first‐person perspective. Regarding intentions supposed to shut down reinforcement processes by controlling negative affect, effects were more complex and depended on the specified goal‐directed behavior. The goal intention to suppress the disappointment elicited by negative feedback was not effective in controlling reinforcement processes. Furnishing this goal with an implementation intention even backfired and strengthened unwanted reinforcement processes. In contrast, asking participants to keep cool in response to negative decision outcomes through the use of goal intentions or implementation intentions increased decisions in line with Bayes' rule. Copyright © 2017 John Wiley & Sons, Ltd.     

The Role of Core Self-Evaluations in Explaining Depression and Work Engagement among Managers

The present study tests interaction effects between working characteristics and core self-evaluations (CSE) among managers. Based on the job demands-resources model, we outline that CSE is a buffer for negative health-related consequences initialized by facing high job demands. Moreover, we hypothesize that CSE is positively linked to job resources and motivation. A sample of 282 managers participated in the study in Germany. Results based on hierarchical regression analysis confirmed that high CSE significantly weakens the positive relationship between high job demands and depression among managers. Furthermore, a significant interaction effect between job resources and CSE on work engagement was found. Therefore, the study reveals that it seems unlikely that CSE biases how managers appraise the environment since individuals low in CSE benefitted more from favorable working conditions than those high in CSE. Suggestions for future research as well as implications for theory and practice are derived.