Performance and presence with head-movement produced motion parallax in simulated driving

Driving simulator studies can reveal relevant and valid aspects of driving behavior, but underestimation of distance and speed can negatively affect the driver’s performance, such as in performance of overtaking. One possible explanation for the underestimation of distance and speed is that two-dimensional projection of the visual scene disrupts the monocular-based illusory depth because of conflicting binocular and monocular information of depth. A possible solution might involve the strengthening of the monocular information so that the binocular information becomes less potent. In the present study, we used an advanced high-fidelity driving simulator to investigate whether adding the visual depth information of motion parallax from head movement affects sense of presence, judgment of distance and speed, and performance measures coupled with overtaking. The simulations included two types of driving scenario in which one was urban and the other was rural. The main results show no effect of this head-movement produced motion parallax on sense of presence, head movement, time to collision, distance judgment, or speed judgment. However, the results show an effect on lateral positioning. When initiating the overtaking maneuver there is a lateral positioning farther away from the road center as effect of the motion parallax in both types of scenario, which can be interpreted as indicating use of naturally occurring information that change behavior at overtaking. Nevertheless, only showing tendencies of effects, absent is any clear additional impact of this motion parallax in the simulated driving.     

The Incremental Validity of a Short Form of the Ideational Behavior Scale and Usefulness of Distractor,Contraindicative, and Lie Scales

This article describes an empirical refinement of the Runco Ideational Behavior Scale (RIBS). The RIBS seems to be associated with divergent thinking, and the potential for creative thinking, but it was possible that its validity could be improved. With this in mind, three new scales were developed and the unique benefit (or “incremental validity”) of each was assessed. The three validity scales contained (a) distractor items, (b) contraindicative items, or (c) items constituting a lie scale. Step‐wise analyses using the three validity scales indicated very little incremental validity: They were interpreted in the light of psychometric theory, which suggests that their contribution may have been on a behavioral rather than on a statistical level. One additional analysis explored the possibility that a short form could be constructed. The short form of the RIBS was highly correlated with the long form (r = .94). Thus, most decisions made by the short form will be entirely compatible with decisions that would have been reached using the long form. A second significant result was that the RIBS was highly correlated with a check list of creative activities, supporting its concurrent validity.     

On the validity of narrow and broad personality traits: A response to

Salgado, Moscoso, and Berges (2013) have recently commented on the issue of the comparative validity of broad factor-level personality traits and narrow facet-level personality traits, providing arguments and data suggesting superior validity for the former. In response, we first clarify some of our previous points that were discussed by Salgado et al. and comment on some other aspects of their article. We then provide an empirical example in which a facet-level personality scale does better in predicting a delinquency criterion than does the factor-level personality scale that contains that facet. We also use CFA to demonstrate that it was the specific trait variance in our narrow predictor that added significantly to predictive validity, above and beyond the validity achieved by the common factor variance contained within the trait measure. These results support our previous conclusion that exclusive reliance on broad factor measures can be counterproductive for understanding and predicting behavior.     

Unfairness begets unfairness: Victim derogation bias in employee ratings

This research investigated criterion contamination in human resource evaluations, specifically victim derogation in which third parties (e.g., managers, co-workers) systematically undervalue the performance and potential of individuals who have previously suffered organizational injustices. A policy capturing design (Study 1) found that managers rated job applicants who had been treated unfairly by their previous employers as less suitable than fairly treated applicants, after objective performance information was controlled. In Study 2, the effect of unfair treatment on job applicant ratings was found to be moderated by managers’ just world beliefs, with applicant ratings reflecting more derogation among managers with higher (vs. lower) Belief in a Just World. In Study 3, the pattern of results from Study 2 was replicated in a performance evaluation context using peers as raters. Moreover, in Study 3 an intervention that activated raters’ moral identity was found to attenuate victim derogation bias.     

Caregiver preference for reinforcement‐based interventions for problem behavior maintained by positive reinforcement

Social validity of behavioral interventions typically is assessed with indirect methods or by determining preferences of the individuals who receive treatment, and direct observation of caregiver preference rarely is described. In this study, preferences of 5 caregivers were determined via a concurrent‐chains procedure. Caregivers were neurotypical, and children had been diagnosed with developmental disabilities and engaged in problem behavior maintained by positive reinforcement. Caregivers were taught to implement noncontingent reinforcement (NCR), differential reinforcement of alternative behavior (DRA), and differential reinforcement of other behavior (DRO), and the caregivers selected interventions to implement during sessions with the child after they had demonstrated proficiency in implementing the interventions. Three caregivers preferred DRA, 1 caregiver preferred differential reinforcement procedures, and 1 caregiver did not exhibit a preference. Direct observation of implementation in concurrent‐chains procedures may allow the identification of interventions that are implemented with sufficient integrity and preferred by caregivers.     

La perception de la responsabilité sociale des Entreprises : adaptation et validation française de l’échelle de Maignan et Ferrell, 1999

This study proposes to apply the paradigm of Churchill in the case of the adaptation in french and validation of the Maignan and Ferrell scale (1999) based on the model developed by Carroll (1979). This model proposes to distinguish four principles of social responsibility: economic, legal, ethical and philanthropic responsibility. Four factors were highlighted in a first exploratory study conducted among 320 workers. This structure was confirmed during a second confirmatory investigation among 287others workers. If the four identified factors do not match exactly to the theoretical chosen model, they bring value to support the differences in social responsibility between the internal actors and external actors.     

On the myth and the reality of the temporal validity degradation of general mental ability test scores

Claims of changes in the validity coefficients associated with general mental ability (GMA) tests due to the passage of time (i.e., temporal validity degradation) have been the focus of an on-going debate in applied psychology. To evaluate whether and, if so, under what conditions this degradation may occur, we integrate evidence from multiple sub-disciplines of psychology. The temporal stability of construct validity is considered in light of the evidence regarding the differential stability of g and the invariance of measurement properties of GMA tests over the adult life-span. The temporal stability of criterion-related validity is considered in light of evidence from long-term predictive validity studies in educational and occupational realms. The evidence gained from this broad-ranging review suggests that temporal degradation of the construct- and criterion-related validity of ability test scores may not be as ubiquitous as some have previously concluded. Rather, it appears that both construct and criterion-related validity coefficients are reasonably robust over time and that any apparent degradation of criterion-related validity coefficients has more to do with changes in the determinants of task performance and changes in the nature of the criterion domain rather temporal degradation per se (i.e., the age of the test scores). A key exception to the conclusion that temporal validity degradation is more myth than reality concerns decision validity. Although the evidence is sparse, it is likely that the utility of a given GMA test score for making diagnostic decisions about an individual deteriorates over time. Importantly, we also note several areas in need of additional and more rigorous research before strong conclusions can be supported.     

企业中层管理者时间管理倾向的量表构建及其特点

对张永红、黄希庭提出的企业中层管理者时间管理倾向的结构进行验证,并揭示其时间管理倾向的特点。被试为我国6城市企业中层管理者,工具为自编企业中层管理者时间管理倾向量表。研究一选取205名被试测量并进行验证性因素分析,结果显示较好的结构效度。研究二选取258名被试进行特点研究,表明其时间管理倾向得分处于中值以上,其中时间价值感、时间效能感较强,时间监控能力相对较弱;时间监控能力有显著性别差异,时间管理倾向得分随年龄的增加而增加,民营企业中层管理者时间管理倾向得分最高,国企最弱。     

Developmental trajectories of aggression from late childhood through adolescence: similarities and differences across gender

Although numerous investigations of overt aggressive and antisocial trajectories have been undertaken, there is a dearth of literature examining gender differences and similarities in trajectory patterns and their correlates. To address these gaps, we investigated gender differences in the prevalence rates, predictive validity during transition to adulthood, childhood risk factors, and adolescent correlates of different trajectories of teacher-reported overt aggression (i.e., fights, argues, gets in trouble) among 220 participants (116 girls and 104 boys) evaluated annually from grade 4 to grade 12. Four patterns of trajectories were identified: low, increasing (i.e., adolescent-onset), decreasing (i.e., childhood-limited), and high (i.e., childhood-onset). A large proportion of youth, particularly girls, displayed low levels of aggression over time. A small proportion followed the childhood-onset trajectory. Across gender, the childhood-onset trajectory was associated with the highest rates of maladjustment during the transition to adulthood, the highest number of childhood risk factors, and multiple problems during adolescence. The adolescent-onset trajectory was associated with few childhood risk factors, but with high levels of independent status during adolescence. In contrast, the childhood-limited trajectory was associated with several childhood risk factors, but high levels of parental monitoring and school engagement during adolescence. Romantic involvement differentiated the adolescent-onset and childhood-limited trajectories among girls.