Using the Networked Fire Chief for Ego-Depletion Research: Measuring Dynamic Decision-Making Effort and Performance

This study replicated ego-depletion predictions from the self-control literature in a computer simulation task that requires ongoing decision-making in relation to constantly changing environmental information: the Network Fire Chief (NFC). Ego-depletion led to decreased self-regulatory effort, but not performance, on the NFC task. These effects were also buffered by task enjoyment so that individuals who enjoyed the dynamic decision-making task did not experience ego-depletion effects. These findings confirm that past ego-depletion effects on decision-making are not limited to static or isolated decision-making tasks and can be extended to dynamic, naturalistic decision-making processes more common to naturalistic settings. Furthermore, the NFC simulation provides a methodological mechanism for independently measuring effort and performance when studying ego-depletion.     

Facial width-to-height ratio and celebrity endorsements

This study hypothesized that the facial WHR of celebrity endorsers is associated with their endorsement income. Our sample consisted of the top 100 male and female celebrity endorsers (male = 50 and female = 50) in Seoul. The average annual total endorsement income of celebrity endorsers in 2012 was $1,691,924 for male endorsers and $1,684,474 for female endorsers. A statistical analysis demonstrated a significant negative correlation between celebrity endorsers’ facial WHR and their endorsement income in 2012 among male (r = −.390, p = .007, n = 47) but not among female (r = .166, p = . 248, n = 50) endorsers. Our findings imply that males with narrower faces are more popular among the media as well as among advertisers. Our study is the first to explore the relationship between physical features, such as facial WHR and monetary income in the entertainment industry.     

Uncovering unknown unknowns: Towards a Baconian approach to management decision-making

Bayesian decision theory and inference have left a deep and indelible mark on the literature on management decision-making. There is however an important issue that the machinery of classical Bayesianism is ill equipped to deal with, that of “unknown unknowns” or, in the cases in which they are actualised, what are sometimes called “Black Swans”. This issue is closely related to the problems of constructing an appropriate state space under conditions of deficient foresight about what the future might hold, and our aim is to develop a theory and some of the practicalities of state space elaboration that addresses these problems. Building on ideas originally put forward by Bacon (1620), we show how our approach can be used to build and explore the state space, how it may reduce the extent to which organisations are blindsided by Black Swans, and how it ameliorates various well-known cognitive biases.     

Emotional intelligence as a predictor of employees' career adaptability

Emotional intelligence and career adaptability are crucial psychosocial meta-capacities for successful adaptation in various spheres of life, including the realm of careers. However, little is known about the relationship between emotional intelligence and Savickas's (2005) notion of career adaptability. The current research examines the relation of emotional intelligence to career adaptability. A cross-sectional survey was conducted with a sample of 409 early career black call center agents (Mean age = 32) employed in three of the largest outsourced financial call centers in Africa. Canonical correlation analysis and structural equation modeling confirmed the predictive validity of emotional intelligence in relation to career adaptability. The results showed that managing one's own emotions contributes the most in explaining overall emotional intelligence a n d the variance in overall career adaptability with its four domains of career concern, career control, career confidence and career curiosity. The results of the study highlight the importance of developing individuals' emotional intelligence in order to strengthen their career adaptability. The research contributed new and valuable insights that may inform career development interventions for call center agents.     

Resisting temptation: alcohol specific self-efficacy mediates the impacts of compensatory health beliefs and behaviours on alcohol consumption

Awareness of health risks linked with excessive alcohol consumption appears to have little influence on how much some people drink. Compensatory health beliefs (CHBs), in which the consequences of unhealthy behaviour are considered to be neutralised by additional healthy behaviours, are one way of justifying poor health choices. Currently, the role of CHBs within the context of drinking behaviour is not well understood. This research examined associations between alcohol specific compensatory health beliefs (ACH-Beliefs) and behaviours (ACH-Behaviours), alcohol consumption and alcohol specific self-efficacy (ASE), via an online survey completed by 249 participants, aged 18 + years (63.1% female; M age = 41.62 years; SD = 14.80). Higher ACH-Beliefs were associated with increases in ACH-Behaviours. While both predicted alcohol consumption, a greater proportion of variance was explained by ACH-Behaviours. ASE was a significant mediator of those relationships, suggesting that those with higher ASE may be better equipped to regulate drinking behaviour. Recommendations for future research include measuring both CHBs and behaviours within an experimental design, and further investigation of related cognitions such as compensatory behaviour intentions. Alcohol misuse interventions may wish to consider the potential roles of CHBs and behaviours in facilitating maladaptive coping strategies, and how addressing these may reduce harms.     

Engagement au travail,estime de soi organisationnelle,et satisfaction envers la carrière : une étude prospective

This article reports the results of a study that examines the effects of job engagement and organization-based self-esteem on career satisfaction. Career satisfaction was measured at three separate times: at the same time than the predictor variables, and six months and one year later, respectively. Based on a sample of 294 respondents from various organizations at Time 1, 154 at Time 2, and 117 at Time 3, the analyses indicate that work engagement exerts a positive and relatively stable effect on career satisfaction over time while organization-based self-esteem displays a similar effect mainly in the short term. Moreover, organization-based self-esteem acts as a moderator of job engagement such that its effect on career satisfaction over time is stronger when organization-based self-esteem is higher. We discuss the theoretical and practical implications of these results.     

Development and Preliminary Feasibility Testing of a Decision Support Tool for Childhood Anxiety Treatment

In this practical application, we describe the steps to build a decision-support tool using GeNIe 2.1 software. The method incorporates principles of decision analyses and allows for a systematic strategy to balance treatment efficacy data with patient preferences. We illustrate the utility for helping clinicians and patients choose between two or more efficacious treatment options (CBT, medication, or their combination). Preliminary pilot data from families (n = 5) seeking services at a specialty clinic for childhood anxiety disorders support the usability of the tool and high patient satisfaction. We use case examples and sample graphical output to illustrate how the decision-support system can be used to integrate data on (a) baseline symptom severity, (b) the relative effectiveness of two or more treatment options, and (c) patient preferences and values, to arrive at a personalized treatment recommendation. The decision-support tool enabled child and parent preferences to be explicitly stated and facilitated discussions about how best to incorporate their preferences into an evidence-based treatment strategy.     

Predicting pedestrians’ intention to cross the road in front of automated vehicles in risky situations

Due to the absence of a human driver, the introduction of fully automated vehicles (FAVs) may bring new safety challenges to the traffic system, especially when FAVs interact with vulnerable road users such as pedestrians. To ensure safer interactions between pedestrians and FAVs, this questionnaire-based study aims to understand Australian pedestrians’ intention to engage in risky road-crossing behaviors when they interact with FAVs vs. human-driven vehicles (HDVs). A 2 × 2 between-subject design was utilized, in which two risky road-crossing scenarios were designed and took into account the vehicle type (FAV vs. HDV) and vehicle speed (30 km/h vs. 50 km/h). A total of 493 participants (aged 18–77) were randomly assigned to one of the four experimental conditions and completed an online questionnaire based on the extended Theory of Planned Behavior (TPB). This questionnaire measured pedestrians’ intentions to cross the road in the assigned scenarios as well as the motivational factors behind these intentions in terms of attitude, subjective norm, perceived behavioral control, perceived risk and trust in the vehicle. The results show that pedestrians had significantly higher intentions to cross the road in front of approaching FAVs than HDVs. Participants also reported a lower risk perception of crossing in front of FAVs and greater trust in this type of vehicle. Attitude, subjective norm, and perceived behavioral control were significant predictors of intentions to engage in risky road-crossing behavior. Findings of this study provide important implications for the development and implementation of FAVs in the future road transport system.     

时间相关决策中的非理性现象

时间相关决策中存在着时间成本模糊、时间感知不稳定和远近选择决策权重不稳定等非理性现象。心理账户因素、决策认知因素、决策情境因素和个体因素影响时间相关决策中非理性现象的产生。通过加强时间价值感知训练、理性分析和想象后悔、团队决策、制订合理时间计划和理解社会文化等方法, 可减少时间相关决策中的非理性现象。研究者在未来可关注主观心理时间和高科技对时间相关决策的影响、个体时间相关决策社会化的过程、改变学科视角和实验范式进行研究等。