Revisions and Regret: The Cost of Changing your Mind

Decision reversals often imply improved decisions. Yet, people show a strong resistance against changing their minds. These are well‐established findings, which suggest that changed decisions carry a subjective cost, perhaps by being more strongly regretted. Three studies were conducted to explore participants' regret when making reversible decisions and to test the hypothesis that changing one's mind will increase post‐outcome regret. The first two studies employed the Ultimatum game and the Trust game. The third study used a variant of the Monty Hall problem. All games were conducted by individual participants playing interactively against a computer. The outcomes were designed to capture a common characteristic of real‐life decisions: they varied from rather negative to fairly positive, and for every outcome, it was possible to imagine both more and less profitable outcomes. In all experiments, those who changed their minds reported much stronger post‐outcome regret than those who did not change, even if the final outcomes were equally good (Experiments 2 and 3) or better (Experiment 1).This finding was not because of individual differences with respect to gender, tendency to regret, or tendency to maximize. Previous studies have found that those who change from a correct to wrong option regret more than those who select a wrong option directly. This study indicates that this finding is a special case of a more general phenomenon: changing one's mind seems to come with a cost, even when one ends up with favorable outcomes. Copyright © 2011 John Wiley & Sons, Ltd.     

Continuum modeling of the reverse Hall–Petch effect in nanocrystalline metals under uniaxial tension: how many grains in a finite element model?

Owing to their very high strength, nanocrystalline metals have been extensively studied over the recent years. The direct Hall–Petch law, empirically proportioning the material strength to the inverse square root of its grain size has been shown to break down below a grain size of the order of tenths of nanometers. This phenomenon has been widely rationalized as a gradual switch from intragrain mediated deformation mechanisms to grain boundary mediated deformation mechanisms. This transition has been observed in many finite element simulations, despite the intrinsic restriction of necessarily limiting the nanocrystalline representative assembly to only a few grains. Such a limitation is generally overlooked, and its influence on an uniaxial tension test – when compared to a complete sample of millions of grains – ignored. We propose here to quantify the approximation done by considering a finite number of grains by means of a simple analytical model based on the early work of Stevens [R.N. Stevens, Philos. Mag. 23 (1971) p. 265]. The finite element approximation is demonstrated to be relatively good, even down to only three grains in width, and a method to “correct” the stress-strain curves of small representative volumes is proposed.     

‘Mundus imago Dei est’: The Spirituality of the Emblematist of the French Renaissance

Abstract

This study explores the constitutive principle of Mundus imago Dei est in the work of emblematists representative of both Catholic and Protestant traditions in France in the late sixteenth- and early seventeenth-centuries. Examples selected have been militant (Georgette de Montenay), philosophical (Jean-Baptiste Chassignet), and devotional (Jean de La Ceppède). The aim is to discover common rhetorical strategies of an aesthetic in the service of faith. Qualities and features derived from the Augustinian tradition are demonstrated. Further, apparent disharmony of images is shown to yield to harmony of thought.     

Cognitive-behavioural Treatment of a Patient Suffering from Menière's Disease

Abstract

Vertigo and dizziness may cause considerable discomfort and feelings of uncertainty. It is no surprise that vertigo is the most disabling symptom in Menière's disease, an inner ear disorder. The other two cardinal symptoms are tinnitus and hearing impairment. In this study, one severely disabled woman was treated with a cognitive-behavioural treatment comprising, among other components, relaxation training, stabilization of gaze, cognitive restructuring and behavioural task setting. The patient responded well to the treatment, during which her vertigo attacks disappeared. During the follow-up period, she experienced vertigo attacks again, but after two booster sessions the vertigo attacks vanished for the rest of the follow-up period. The results are further discussed.     

A randomised Monty Hall experiment: The positive effect of conditional frequency feedback

The Monty Hall dilemma (MHD) is a notorious probability problem with a counterintuitive solution. There is a strong tendency to stay with the initial choice, despite the fact that switching doubles the probability of winning. The current randomised experiment investigates whether feedback in a series of trials improves behavioural performance on the MHD and increases the level of understanding of the problem. Feedback was either conditional or non-conditional, and was given either in frequency format or in percentage format. Results show that people learn to switch most when receiving conditional feedback in frequency format. However, problem understanding does not improve as a consequence of receiving feedback. Our study confirms the dissociation between behavioural performance on the MHD, on one hand, and actual understanding of the MHD, on the other. We discuss how this dissociation can be understood.     

Describing organizations as reinforcer systems: A new use for job satisfaction and employee attitude surveys

Job satisfaction data on managerial personnel were used to illustrate how organizations can be differentiated and described as reinforcer systems. Twenty-seven specific satisfaction scales were regressed on overall job satisfaction, separately for each of five groups of managers from five organizations. For all groups, overall satisfaction was found to be determined mainly by scales concerning challenge of the job and prospects of one's chosen career. Application of decremental stepwise multiple regression procedures to obtain minimum-variable-set equations resulted in different, though overlapping, sets of variables in the equations for the different organizations. These results suggest a way of describing organizations as reinforcer systems, in terms of the specific determinants of overall satisfaction for the organization.     

A multivariate investigation of the reinforcer structure of occupations

Earlier research based on 81 Occupational Reinforcer Patterns (ORPs) suggested a nine-category classification of occupations. The present research, based on 148 ORPs, investigated the ability of that classificatory system to assimilate new information. Cluster analysis of the 148 ORPs yielded an eight-category classification of occupations in which five of the original occupational clusters appeared virtually unchanged; the other four original clusters were combined into two occupational clusters. One new cluster was identified. Principal factors analysis was employed to study the factor structure of the occupational reinforcers and to highlight the essential nature of the classificatory system. Five reinforcer factors were identified.