The Name Game: Employability Evaluations of Prototypical Applicants with Stereotypical Feminine and Masculine First Names

This study was designed to examine professional human resource managers recommendations and inferences about prototypical applicants who had identical qualifications, in which the presence of periods of unemployment and name (feminine, masculine) of applicants were manipulated. Results indicate that although overall income for female applicants was less than male applicants in some conditions, male applicants were penalized and evaluated more harshly than female applicants when they had experienced periods of unemployment. Specifically, male applicants with employment gaps were seen as less committed and as less hirable than their female counterparts. Overall, male applicants were less likely to be recommended for an interview, and, when they experienced multiple gaps, they were less likely to be recommended for further consideration.     

Players’ Gender and Male Referees’ Decisions About Aggression in French Soccer: A Preliminary Study

The aim of this study was to examine (a) aggression displayed by players and (b) referees decisions about these behaviors as a function of the gender of the players in French soccer. Twenty-six games (13 for women and 13 for men) were videotaped. Instrumental aggressive acts and referees decisions were then observed. The findings indicated a significant effect of gender on instrumental aggression and referees decisions related to these behaviors. Male players displayed more instrumental aggressive acts than female players did. Nevertheless, relative to the total number of aggressive acts displayed, referees penalized women more than men. Gender stereotypes might be a relevant explanation for these results, as soccer is generally perceived as a masculine-type sport, particularly in France, and aggression as a masculine characteristic.     

Evaluation of job candidates with missing information: Effects of attribute importance and interattribute correlation

How do people make evaluations when important items of information are missing? In the context of personnel evaluations or product evaluations, researchers have proposed that decision makers may predict the missing attribute based on its assumed relationship to attributes that are present. In addition, some researchers have suggested that there is a penalty for missing information. An experiment was conducted to investigate the influence of the importance of the missing attribute on the hypothesized inference effect. Hypothetical job candidates were evaluated based on one or two attributes. The correlation between the attributes was varied between groups of subjects as was the importance of one of the attributes. The pattern of ratings of candidates with missing information varied significantly with the correlation condition when the missing attribute was very important, but did not vary as much when the missing attribute was less important. The results were generally consistent with the predictions of the Inferred Information Model (Johnson and Levin, 1985). On average, candidates with missing information were rated lower than comparable candidates with complete information and the missing attribute at an average level.     

Caveats on a process-tracing measure and a remedy

In process-tracing studies, a frequently used index describes whether information selection behavior is attribute — or alternativewise. The performance of this index is investigated under the assumption that subjects select information in a random fashion. The results show that the index may lead to inaccurate conclusions regarding the information-acquisition strategy of a subject. In addition, a Monte Carlo study is conducted that examines the sensitivity of the index to strategy changes. An alternative index is derived and a latent-class model is proposed for a parsimonious representation of individual differences in information acquisition.     

高校心理咨询师多重关系情境与决策类型的研究

为探索高校咨询师面临的多重关系伦理情境、决策过程,对访谈17名高校心理咨询师的资料进行分析。结果：常见情境主要包括接送礼物承载的新关系、来访者和咨询师除咨询关系外的师生关系、咨询师与和来访者有关的第三人有关系、咨询师在咨询室之外的场所偶遇来访者、来访者有咨询师的联系方式、来访者和咨询师有身体接触等。决策表现为两种：经验主导型,决策时未意识到处于伦理情境只凭经验决策;伦理主导型,决策时意识到处在伦理情境。结论：高校心理咨询存在一些特殊多重关系,心理咨询师需增加具有伦理意识的决策。     

What if I am the one? Measuring individual differences in emotional sensitivity to probability and emotional reactivity to possibility

Current theories of risk perception point to the powerful role of emotion and the neglect of probabilistic information in the face of risk, but these tendencies differ across individuals. We propose a method for measuring individuals' emotional sensitivity to probability to assess how feelings about probabilities, rather than the probabilities themselves, influence decisions. Participants gave affective ratings (worry or excitement) to 14 risky events, each with a specified probability ranging from 1 in 10 to 1 in 10,000,000. For each participant, we regressed these emotional responses against item probabilities, estimating a slope (the degree to which emotional responses change with probability) and an intercept (the emotional reaction to an event with a fixed probability). These two parameters were treated as individual difference scores and included in models predicting reactions to several health risk scenarios. Both emotional sensitivity to probability (slope) and emotional reactivity to possibility (intercept) significantly predicted responses to these scenarios, above and beyond the predictive power of other well‐established individual difference measures.     

Eyes on the Prize? Evidence of Diminishing Attention to Experienced and Foregone Outcomes in Repeated Experiential Choice

Recently, there has been increased interest in decisions‐from‐experience (where decision makers learn from observing the outcomes of previous choices), which provide valuable insights into the learning and preference construction processes underlying many daily decisions. Several process models have been developed to capture these processes, and while such models often fit the data well, many assume that the decision maker is a vigilant observer, processing each outcome. In two studies, we provide a critical test of this assumption using eye tracking to record directed visual attention when participants choose repeatedly among two options, each time being shown the outcome for their chosen option and for the foregone option. Consistently, we find that the vigilance assumption is not supported, with decision makers often not attending to outcome information. Moreover, (in)attention to outcomes is predictable, with vigilance decreasing as more choices are made, and being greater for obtained than for foregone outcomes, and when options deliver only gains as opposed to losses or a mixture of gains and losses. Furthermore, we find that this variation in attentional allocation plays a central role in the apparent indecisiveness (inconsistency) in choice, with increased attention to foregone outcomes predicting switches to that option on the next choice. Together, these findings highlight the value of eye tracking in investigations of decisions‐from‐experience, providing novel insight into the cognitive processes underlying them. Copyright © 2015 John Wiley & Sons, Ltd.     

Games of luck and games of chance: the effect of luck- versus chance-orientation on gambling decisions

Chance and luck are conceived as two distinct causal agents that effect different results. The present study examined the proposition that persons who habitually attribute the outcome of random events to chance (chance-oriented persons) and those who prefer to attribute such outcomes to luck (luck-oriented persons) cope differently with decision making under uncertainty. Chance-oriented persons decide according to given or estimated odds that define the decision problem. Luck-oriented persons, on the other hand, rely on self-attributions of personal luck, and ignore the probabilities of decision outcomes. The hypothesized qualitative difference between the approaches of chance- and luck-oriented persons to decision making under uncertainty was supported substantially by the findings. © 1998 John Wiley & Sons, Ltd.     

The polite wiggle‐room effect in charity donation decisions

We extend research on charity donations by exploring an everyday tactic for increasing compliance: asking politely. We consider three possible effects of politeness on charity donations: a positive effect, a negative effect, and a wiggle‐room effect where the perception of the request is adjusted to decline donating without feeling selfish. Results from six experiments systematically supported the polite wiggle‐room effect. In hypothetical donations contexts, indirect requests were judged more polite. In real donation contexts, though, indirect requests were not judged as more polite and had no consistent effect on donation decision. Rather, the decision to donate predicted the perceived politeness of the request, independently of its phrasing. Experiment 4 provided causal evidence that participants justified their donation decisions by adjusting their perception of the request. The polite wiggle‐room effect has important implications for organizations that seek to increase compliance while maintaining a positive image.