Looking at others through implicitly or explicitly prejudiced eyes

It is well known that we utilize internalized representations (or schemas) to direct our eyes when exploring visual stimuli. Interestingly, our schemas for human faces are known to reflect systematic differences that are consistent with one's level of racial prejudice. However, whether one's level or type of racial prejudice can differentially regulate how we visually explore faces that are the target of prejudice is currently unknown. Here, White participants varying in their level of implicit or explicit prejudice viewed Black faces and White faces (with the latter serving as a control) while having their gaze behaviour recorded with an eye-tracker. The results show that, regardless of prejudice type (i.e., implicit or explicit), participants high in racial prejudice examine faces differently than those low in racial prejudice. Specifically, individuals high in explicit racial prejudice were more likely to fixate on the mouth region of Black faces when compared to individuals low in explicit prejudice, and exhibited less consistency in their scanning of faces irrespective of race. On the other hand, individuals high in implicit racial prejudice tended to focus on the region between the eyes, regardless of face race. It therefore seems that racial prejudice guides target-race specific patterns of looking behaviour, and may also contribute to general patterns of looking behaviour when visually exploring human faces.     

Research note: A motivational perspective on change processes and outcomes

A reengineering process in a chemical plant with technostructural and human-process-oriented interventions was analysed in order to develop and test a generalized expectancy?–?valence-theory model for participation in the change process and effective change. It was assumed that both supervisory support and favourable colleagues' change attitudes enhance one's change motivation, and participation in the change process, by increasing participation opportunities, and positive attitudes toward change. In turn, employee participation should have a positive impact on outcomes of the change process. After 2 years of restructuring, 104 employees participated in the evaluation of the change process. Path analyses revealed results that supported our model by and large. Employee participation in the change process predicts positive organizational effects. Favourable change attitudes as well as perceived participation opportunities, and supervisory support, which were integrated into one scale, predict the degree of employee participation. The latter also showed a direct path to organizational effects.     

How psychological resources facilitate adaptation to organizational change

The purpose of this 1-year follow-up study among 580 police officers is to investigate whether identity-related resources are positively related to adaptive behaviour during times of organizational change. Combining the social identity perspective with resources theories, we hypothesized that leader–member exchange (LMX) and personal resources (meaning-making and organization-based self-esteem) are positively related over time. In addition, we hypothesized that resources captured before change implementation, show a positive relationship with adaptivity captured during change. Structural equation modelling analyses showed that LMX and personal resources were positively related. Further, all T1 resources were positively related to T2 adaptivity. The study emphasizes the importance of managing identity-related resources during turbulent times, in order to foster behavioural adaptation to change.     

Word List Generation Performancein Alzheimer's Disease and Vascular Dementia

Word list generation (WLG) was examined among clinical samples of individuals with Alzheimer's disease (AD) (n = 73) or ischemic vascular dementia (IVD) (n = 85), equivalent in age, education, current and estimated premorbid intellectual functioning, and proportion of men and women. The AD group performed significantly better than did the IVD group on lexical WLG, and a trend was observed indicating superior performance among the IVD group on categorical WLG. Within-groups, comparisons of group means, and profile analyses of individual performance patterns all indicated that persons with AD demonstrated a lexical > categorical pattern significantly more often than did IVD participants. The absolute difference in average performance between the AD and IVD groups on lexical and categorical WLG was small; the findings, however, generally support the clinical utility of the lexical > categorical WLG pattern in the differential diagnosis of AD and IVD. The patterns of performance support the presence of relative impairment in semantic processing among the individuals with AD and global deficits in retrieval and processing speed in individuals with IVD.     

Perceived parental warmth and adjustment among Ethiopian adolescents

This study aimed to investigate the relationship between adolescents’ perception of parental warmth and their self-esteem, school adjustment and depression symptoms. Data were collected from 809 adolescents (female=47%; mean age=16.8 years; SD=1.58) from four different high schools in Ethiopia. The data were analysed for differences in perceived parental warmth and adjustment by gender. Results suggest higher levels of parental warmth to be associated with comparatively lower school adjustment and depressive symptoms as well as higher self-esteem in girls rather than boys. A gendered effect seems to explain parent warmth influences of the personal and school adjustment of Ethiopian adolescents.     

Predictors of student burnout and engagement among university students

This study investigated influences of core self-evaluation traits, career decision-making difficulties and social support on student burnout and engagement. A cross-sectional design was used with a non-probability quota sample. In the multiple regression analyses, self-efficacy, inconsistent information due to internal conflict and (lack of) parental support were significant predictors of exhaustion, cynicism, vigour and dedication. Self-esteem was also a significant predictor for the two engagement dimensions. In addition, lack of information about the self, lack of information about the occupations and inconsistent information due to external conflict predicted cynicism.     

Referential competence is associated with motivational congruence

[Schultheiss, 2001] and [Schultheiss, 2008] hypothesized that referential competence (RC) - stable individual differences in the ability to quickly name nonverbally represented information - should predict congruence between implicit and explicit motives. We tested this hypothesis using a color-naming task to assess RC, picture-story measures of implicit motives, and self-report measures of participants’ motivational values and goals. Study 1 showed that the RC measure captures a stable individual difference by test-retest and internal consistency criteria. Studies 2 and 3 provided correlational evidence for the hypothesized association between RC and measures of between- and within-individual motivational congruence. Study 4 showed that in the absence of situationally induced referential processing, RC predicts preferences for motive-congruent goals.     

社交焦虑个体外显与内隐自尊的研究

社交恐惧图式理论、社交恐惧模式、和社交恐惧认知行为模式等认知理论,都认为社交恐惧产生于不良的自我图式。为了探讨社交恐惧个体是否具有不良的自我图式,要求40名高社交恐惧个体和30名低社交焦虑个体完成了自尊量表和内隐联想任务。结果发现：高社交恐惧个体在自尊量表上的得分显著低于低社交恐惧个体,但在内隐自尊上,他们都有着积极的自尊,且无显著差异。这一研究结果不支持社交恐惧的认知理论。根据自我呈现理论讨论了研究结果。     

情绪调节内隐和外显态度在青少年阶段的发展特点

采用情绪调节版内隐联想测验以及情绪调节外显态度问卷对134名初中生、高中生和大学生进行测验,考察情绪调节内隐态度和外显态度在青少年阶段的发展特点以及二者之间的关系。研究结果表明：（1）对情绪调节的内隐态度随年龄的增长,其积极程度逐渐下降;（2）情绪调节外显态度表现出不依赖于年龄发展的稳定性,同时情绪调节外显态度的性别差异显著;（3）情绪调节外显态度与内隐态度呈较低程度的正相关。研究结果表明,情绪调节内隐态度和外显态度是两个既有联系又存在差异的心理结构,具有不同的发展特点。     

宽恕与人格特征关系的研究综述

宽恕是积极心理学研究的最热点内容之一,大量研究都表明宽恕与个体的人格特征具有密切的关系。本文详细探讨了宽恕与大五人格、共情、自尊及宗教性和精神性等人格特征之间的关系,最后对宽恕与人格的研究进行了总结和研究展望。