Effectiveness of testosterone therapy for masculinizing voice in transgender patients: A meta-analytic review

Background: Testosterone therapy is the predominant treatment for voice masculinization in transgender patients. Although lowering of voice fundamental frequency (f₀) occurs with testosterone therapy, evidence suggests voice and gender identity may not fully align—i.e., voice-gender congruence may not be achieved—with its use.

Aim: This meta-analytic review evaluates the effectiveness of testosterone therapy to masculinize voice in transgender patients.

Methods: Multiple electronic databases were queried (inclusion dates: from database inception up to October 27, 2017) to identify original research on voice masculinization using testosterone therapy. Nineteen articles were included in this meta-analytic review, which followed PRISMA guidelines. In addition to qualitative analyses, random effects proportion meta-analyses were performed on data related to f₀, voice-gender congruence, voice problems, and satisfaction with voice.

Results: A meta-analysis on f₀ data showed after 1 year of testosterone therapy a combined estimate of 21% of participants (95% confidence interval [CI]: 5%–43%; I²: 59.9%) did not achieve cisgender male normative frequencies (f₀ ≤ 131 Hz). Meta-analyses on incomplete voice-gender congruence and voice problems indicated combined estimates of 21% (95% CI: 10%–34%; I²: 0.0%) and 46% (95% CI: 14%–79%; I²: 90.2%), respectively. Regarding incomplete satisfaction with voice, a meta-analysis showed a combined estimate of 16% (95% CI: 7%–28%; I²: 0.0%).

Discussion: We found that not all transgender patients using testosterone therapy to masculinize voice should expect f₀ lowering to cisgender male normative frequencies after 1 year. The vocal transition may involve voice problems for many patients, and some might not achieve voice-gender congruence without additional, voice-specific intervention. Given these findings, a voice evaluation should occur prior to initiating testosterone therapy and involve counseling on expectations for voice. Transgender patients who pursue voice masculinization may need management from laryngology and speech and language therapy to improve voice-gender congruence, mitigate voice problems, and increase satisfaction with voice.     

政策执行偏差严重程度对公众地方政府责任判断的影响机制

为探讨地方政府政策执行偏差严重程度对公众地方政府责任判断的影响机制。采用问卷法对728名社会公众进行调查,结果显示：（1）公众地方政府有意性判断和公众地方政府可控归因中介了政策执行偏差严重程度与公众地方政府责任判断之间的关系。（2）政策执行偏差严重程度还通过公众地方政府有意性判断→公众地方政府可控归因的中介链作用于公众地方政府道德责任判断。并对研究的实践启示进行了讨论。     

Passion,vitality and life satisfaction for physically active old adults

In Arabic world, few studies are interested in psychological factors influencing the physically active old adults. The specific goals of the present research are the following: (i) test the factor structure and invariance tests for gender and physical activities for the Arabic version of the passion scale; (ii) test a model that describes a mediator role of subjective vitality in the relationships between passion and life satisfaction (iii) test the presence of differences for gender, physical activity practice, education level and age on passion. Two studies were conducted with 551 physically active Egyptian old adult (n = 354; n = 197). Passion, Subjective vitality and Life Satisfaction scales were administered. Passion scale composed of two subscales (harmonious and obsessive). Strong support for the complete invariance between groups. Subjective vitality was a mediator in the relationships between harmonious passion and life satisfaction. Education level and age had an effect on passion subscales.     

Evaluating performance over time: Is improving better than being consistently good?

In many decision contexts, people evaluate others based on intertemporal performance records and commonly face a choice between two distinct profiles: performance that is consistently high versus performance that improves over time to that high level. We proposed that these two profiles could be appealing for different reasons, and thus evaluators’ preferences will differ across decision contexts. In three studies, participants were presented with candidates (e.g., students, employees) displaying the two profiles, and evaluated each candidate in terms of performance, future expectations, and deservingness. The consistent candidate was rated higher on performance, but lower on future expectations, than the improved candidate. Consequently, in achievement-based decisions (e.g., selecting a student for a scholarship), the consistent candidate was viewed as most deserving, whereas in potential-based decisions (e.g., selecting an employee for promotion), the improved candidate was preferred. These effects were mediated by the relative weight that evaluators placed on performance and future expectations.     

Does contact at work extend its influence beyond prejudice? Evidence from healthcare settings

This article reports on two studies investigating the role of intergroup contact on the reduction of prejudice against migrants and on organizational and health outcomes. Study 1 enrolled 624 native healthcare professionals and showed that frequent and positive contact with non-native co-workers was associated with a decrease in the professionals’ prejudice and an increase in the professionals’ perception of team functioning. These effects were mediated by reduced in-group threat perception. Study 2 enrolled 201 native patients and showed that frequent and positive contact with non-native healthcare providers was associated with a decrease in patients’ prejudice and an increase in patients’ satisfaction for the care received. These effects were mediated by reduced in-group threat perception. These novel findings showed that frequent and positive contact with non-native individuals can improve health and organizational outcomes along with facilitating positive intergroup relations.     

Evidence for Opportunity Cost Neglect in the Poor

People often neglect opportunity costs: They do not fully take into account forgone alternatives outside of a particular choice set. Several scholars have suggested that poor people should be more likely to spontaneously consider opportunity costs, because budget constraints should lead to an increased focus on trade‐offs. We did not find support for this hypothesis in five high‐powered experiments (total N = 2325). The experiments used different products (both material and experiential) with both high and low prices (from $8.50 to $249.99) and different methods of reminding participants of opportunity costs. High‐income and low‐income participants showed an equally strong decrease in willingness to buy when reminded of opportunity costs, implying that both the rich and the poor neglect opportunity costs. © 2017 The Authors Journal of Behavioral Decision Making Published by John Wiley & Sons Ltd.     

Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.     

Observer judgmental accuracy of personality: Benefits related to being a good (normative) judge

The current study tested the hypothesis that accuracy of personality judgment would be positively related to beneficial life outcomes. 189 participants observed targets across 5 dyadic interactions and made judgments of the 10 targets on the Big Five traits. Self and acquaintance ratings were used as the accuracy criteria. Normative accuracy for all traits was related to agreeableness, and normative accuracy for some traits was positively related to interpersonal control, interpersonal support, positive affect, and life satisfaction. Distinctive accuracy was not related to beneficial outcomes. These results imply that normative accuracy based on observation is associated with beneficial outcomes, whereas distinctive accuracy is not.