Forensic voice discrimination by lay listeners: The effect of speech type and background noise on performance

In forensic settings, lay (nonexpert) listeners may be required to compare voice samples for identity. In two experiments we investigated the effect of background noise and variations in speaking style on performance. In each trial, participants heard two recordings, responded whether the voices belonged to the same person, and provided a confidence rating. In Experiment 1, the first recording featured read speech and the second featured read or spontaneous speech. Both recordings were presented in quiet, or with background noise. Accuracy was highest when recordings featured the same speaking style. In Experiment 2, background noise either occurred in the first or second recording. Accuracy was higher when it occurred in the second. The overall results reveal that both speaking style and background noise can disrupt accuracy. Although there is a relationship between confidence and accuracy in all conditions, it is variable. The forensic implications of these findings are discussed.     

Is employee narcissism always toxic? – The role of narcissistic admiration,rivalry and leaders’ implicit followership theories for employee voice

Organizational researchers are increasingly interested in investigating the influence of narcissism on the workplace. Drawing on self-determination theory and recent research that distinguishes two dimensions of narcissism and their different underlying motivational dynamics, we hypothesized that employee empowerment and, in turn, voice are differentially influenced by the two narcissism facets admiration and rivalry. In particular, we expected that employees’ narcissistic admiration is positively related to voice via empowerment, whereas rivalry is negatively related to voice via empowerment. Moreover, we investigated leaders’ implicit followership theories (IFTs) as moderator of the relationships between narcissistic rivalry and narcissistic admiration with empowerment. We argue that a leader’s positive IFTs buffer the negative effect of narcissistic rivalry and foster the positive effect of narcissistic admiration on empowerment, and in turn voice (i.e., first-stage moderated mediations). We found support for most of our predictions in a multi-wave field study using data from 268 leader–employee dyads. Theoretical and practical implications are explored.     

Covert processing of faces in prosopagnosia is restricted to facial expressions: evidence from cross-modal bias

We present a single case study of a brain-damaged patient, AD, suffering from visual face and object agnosia, with impaired visual perception and preserved mental imagery. She is severely impaired in all aspects of overt recognition of faces as well as in covert recognition of familiar faces. She shows a complete loss of processing facial expressions in recognition as well as in matching tasks. Nevertheless, when presented with a task where face and voice expressions were presented concurrently, there was a clear impact of face expressions on her ratings of the voice. The cross-modal paradigm used here and validated previously with normal subjects (de Gelder & Vroomen, 1995, 2000), appears as a useful tool in investigating spared covert face processing in a neuropsychological perspective, especially with prosopagnosic patients. These findings are discussed against the background of different models of the covert recognition of face expressions.     

辱虐管理对建言影响的曲线效应：价值观和性别的调节作用

现有研究主要探究领导风格对员工行为影响的直线效应,而对两者之间的曲线关系研究不足。基于激活理论,实证检验了辱虐管理与员工建言行为的曲线关系。研究结果表明辱虐管理对员工建言行为具有倒U型的影响,即上级主管辱虐不足或过度都不利于员工建言行为,只有适度的辱虐才能最有效地激发员工建言,性别调节了上述关系。这一研究发现表明适度的辱虐管理能够给组织带来积极效果,深化了人们对辱虐管理与员工建言关系的认识。     

You do not find your own face faster; you just look at it longer

Previous studies investigating the ability of high priority stimuli to grab attention reached contradictory outcomes. The present study used eye tracking to examine the effect of the presence of the self-face among other faces in a visual search task in which the face identity was task-irrelevant. We assessed whether the self-face (1) received prioritized selection (2) caused a difficulty to disengage attention, and (3) whether its status as target or distractor had a differential effect. We included another highly familiar face to control whether possible effects were self-face specific or could be explained by high familiarity. We found that the self-face interfered with the search task. This was not due to a prioritized processing but rather to a difficulty to disengage attention. Crucially, this effect seemed due to the self-face’s familiarity, as similar results were obtained with the other familiar face, and was modulated by the status of the face since it was stronger for targets than for distractors.     

Good Workers and Crooked Bosses: The Effect of Voice Suppression by Supervisors on Employees’ Populist Attitudes and Voting

This study is the first to explore the effect of political socialization in the workplace on populist attitudes. We investigate the effect of workplace voice suppression on employees' populist attitudes and voting. We expect employees who were suppressed by supervisors to hold more populist attitudes and to be more likely to vote for a populist party than employees who were not. We argue that some employees experience voice suppression by supervisors as stressful, so splitting is likely to be employed as a defense mechanism. Splitting is achieved through cognitive distinction and antagonism between “the good workers” and “the crooked bosses.” Such a split mental framework can generalize into a worldview that contrasts “the pure people” and “the corrupt elite,” a core characteristic of populism. We predict that the extent to which suppression triggers splitting and consequentially incites populist attitudes and voting depends on employees' acceptance of power distance. We test our hypotheses using SEM on survey data from 2990 members of the Dutch labor force. Our results show that experiences of voice suppression are positively related to populist attitudes and populist voting. As expected, this effect is stronger for employees who are less accepting of power distance.     

领导-下属情绪评价能力一致与员工建言：内部人身份感知与性别相似性的作用

基于人-环境匹配和资源保存理论, 研究构建了一个调节-中介模型, 从二元视角分析了领导情绪评价能力与下属情绪评价能力一致对员工建言的影响路径与边界。通过对43位领导与182位下属的配对问卷调研, 结果表明：(1) 相较“低领导-低下属”情绪评价能力一致, 在“高领导-高下属”情绪评价能力一致情境下, 员工的内部人身份感知更高; (2) 相较“高领导-低下属”情绪评价能力不一致, 在“低领导-高下属”情绪评价能力不一致情境下, 员工的内部人身份感知更高; (3) 内部人身份感知在情绪评价能力一致与促进性建言、抑制性建言间起部分中介作用; (4) 相较领导-下属性别相同, 当领导-下属性别不同时, 员工内部人身份感知的中介作用更强。研究从情绪评价能力、性别的二元匹配视角揭示了员工建言的前因, 为领导与下属间交互影响提供了更多解释路径。     

伦理导向人力资源管理实践的跨层次作用机制:基于社会情境与社会认知理论

伦理 ¹( ¹ 与组织管理领域的常规做法一致, 本文将伦理与道德看作同义概念, 交替使用。)危机给企业经营带来巨大挑战, 现有文献较多关注微观视角的伦理行为, 缺乏从中观视角对人力资源管理制度开展研究, 导致在实践上无法形成有效的制度化抓手。人力资源管理实践作为中观视角的企业伦理实践之一, 正是针对伦理问题的有效回应。立足于人力资源管理与企业伦理领域的交叉点, 从三个方面构建伦理导向人力资源管理实践的研究框架:(1)基于社会情境理论探讨伦理导向人力资源管理实践对组织伦理绩效的影响机制; (2)基于社会认知理论探讨伦理导向人力资源管理实践对团队伦理建言的跨层次影响机制; (3)基于社会认知理论探讨伦理导向人力资源管理实践对个体伦理建言的跨层次影响机制。研究将丰富人力资源管理理论, 并为企业有效实施伦理导向人力资源管理实践提供启示与帮助。