Bidirectional feature selection with global and local structure preservation for small size samples

Collecting samples is a challenging task for face recognition, especially for some real-world applications such as law enhancement and ID card identification, where there is usually single sample per person (SSPS) used to train a face recognition system. To extract discriminative features from the small size samples, in this paper we propose virtual samples via bidirectional feature selection with global and local structure preservation (VS-BFS-GL) to augment the number of training samples. In VS-BFS-GL, bidirectional feature selection is developed, which introduces L_2,1 norm to explore the face variations from both horizontal and vertical directions. Further, to include more variations in the virtual images, the global structure information and sample-specified local structure information of the SSPP training set are considered. By integrating bidirectional feature selection, global and local structure, the limited training samples are fully utilized and more knowledge are mined. To further improve the effectiveness of VS-BFS-GL, an auxiliary database containing different face variations can be used to explore the local structure information. We extensively evaluated the proposed approach on AR and FERET database. The promising recognition results demonstrate that VS-BFS-GL is robust to expression, pose and partial occlusion variations in the faces.     

Cognitive diagnosis modelling incorporating item response times

To provide more refined diagnostic feedback with collateral information in item response times (RTs), this study proposed joint modelling of attributes and response speed using item responses and RTs simultaneously for cognitive diagnosis. For illustration, an extended deterministic input, noisy ‘and’ gate (DINA) model was proposed for joint modelling of responses and RTs. Model parameter estimation was explored using the Bayesian Markov chain Monte Carlo (MCMC) method. The PISA 2012 computer-based mathematics data were analysed first. These real data estimates were treated as true values in a subsequent simulation study. A follow-up simulation study with ideal testing conditions was conducted as well to further evaluate model parameter recovery. The results indicated that model parameters could be well recovered using the MCMC approach. Further, incorporating RTs into the DINA model would improve attribute and profile correct classification rates and result in more accurate and precise estimation of the model parameters.     

Women’s hair as a cue to desired relationship and parenting characteristics

We investigated how women’s hair color (blond, brown, black) and length (short, medium, long) influences males’ judgments about the women’s age, health, physical attractiveness, relationship potential, and parenting capability. Results, which are generally consistent with evolutionary psychology approaches, indicate that hair color and, to a lesser extent, length can affect perceptions of personal characteristics. More specifically, we found that lighter hair (blond and brown) compared to darker hair (black) is generally associated with perceptions of youth, health and attractiveness, and generally leads to more positive perceptions of relationship and parenting potential. Furthermore, the relationships between variables suggest that characteristics directly related to reproductive potential may be inferred from more obvious indirect characteristics. These results suggest that males are able to make complex judgments about women concerning their desirable relationship and parenting potential based on discernable characteristics such as hair color and length.     

Object-Tool-Actor Interaction: Object Information Drives Intended Action

Tool use is typically explored via actor-tool interactions. However, the target-object (that which is being acted on) may influence perceived action possibilities and thereby guide action. Three different tool-target-object pairings were tested (Experiment 1). The hammering action demonstrated the greatest sensitivity and therefore subsequently used to further investigate target-object pairings. The hammer was removed as an option and instructions were provided using pictorial (Experiment 2), written (Experiment 3), and both pictorial and written formats (Experiment 4). The designed tool is chosen when available (Experiment 1) and when removed as a choice (i.e., the hammer), participants perform the same action associated with the designed tool (i.e., hammering) regardless of instruction method (Experiments 2, 3, and 4).     

The Wished‐For Always Wins Until the Winner Was Inevitable All Along: Motivated Reasoning and Belief Bias Regulate Emotion During Elections

How do biases affect political information processing? A variant of the Wason selection task, which tests for confirmation bias, was used to characterize how the dynamics of the recent U.S. presidential election affected how people reasoned about political information. Participants were asked to evaluate pundit‐style conditional claims like “The incumbent always wins in a year when unemployment drops” either immediately before or immediately after the 2012 presidential election. A three‐way interaction between ideology, predicted winner (whether the proposition predicted that Obama or Romney would win), and the time of test indicated complex effects of bias on reasoning. Before the election, there was partial evidence of motivated reasoning—liberals performed especially well at looking for falsifying information when the pundit's claim predicted Romney would win. After the election, once the outcome was known, there was evidence of a belief bias—people sought to falsify claims that were inconsistent with the real‐world outcome rather than their ideology. These results suggest that people seek to implicitly regulate emotion when reasoning about political predictions. Before elections, people like to think their preferred candidate will win. After elections, people like to think the winner was inevitable all along.     

Subjective well‐being and human welfare around the world as reflected in the Gallup World Poll

We present data on well‐being and quality of life in the world, including material quality of life such as not going hungry, physical health quality of life such as longevity, social quality of life such as social support, environmental health such as clean water, equality in income and life satisfaction, and levels of subjective well‐being (SWB). There are large differences between nations in SWB, and these are predicted not only by economic development, but also by environmental health, equality and freedom in nations. Improving trends in SWB are seen in many countries, but declining SWB is evident in a few. Besides average differences in SWB between nations, there are also large disparities within many countries. We discuss the policy opportunities provided by national accounts of SWB, which are increasingly being adopted by many societies. They provide the opportunity to inform policy deliberations with well‐being information that reflects not only economic development, but also other facets of quality of life as well. National accounts of SWB reflect the quality of life in areas such as health, social relationships and the natural environment, and therefore capture a broader view of societal well‐being than afforded by measures of economic progress alone.     

APPLICANT REACTIONS TO PRE-EMPLOYMENT APPLICATION BLANKS: A LEGAL AND PROCEDURAL JUSTICE PERSPECTIVE

The current research investigated applicant reactions derived from common application blanks. Previous work has found applications to be riddled with legally inadvisable items, but limited research has attempted to understand how such items might affect applicants. By using organizational justice theory as a framework, two studies examined applicant reactions from two application blanks: a legally advisable application and a legally problematic application. It was found that applicants completing the legally problematic application had lower perceptions of justice and expressed higher litigation intentions compared to those completing the legally advisable application, especially for those that were rejected without an explanation.

Remuneration disparities in Oceania: Papua New Guinea and Solomon Islands

This paper explores the impact of remuneration differences on workers in the Solomon Islands and Papua New Guinea. In these countries remunerative differences are linked to government policy (in Papua New Guinea) and job contracts (in the Solomon Islands), and have impacted on industrial relations in both settings (strike action). A total of N = 350 professionals (n = 60 expatriates) from 54 organizations in aid, government, higher education and industry (mean response rate = 36%) responded to an organizational survey form. Remuneration ratios between international and local respondents based on the World Bank's index of purchasing power parity approached 9:1. In both sites staff compared pay and benefits (remuneration) packages: Internationally remunerated staff rated their ability higher than their local counterparts did; locally remunerated groups reported more injustice in remuneration, were more demotivated by the gaps, and were more likely to be thinking about leaving the organization. In-country workshops of N = 40 largely local stakeholders from aid and community organizations plus government ministries considered the survey's findings and recommended: in Solomon Islands, (a) introducing a policy of localization, (b) establishing a remuneration commission (already existent in Papua New Guinea), and (c) reducing the remunerative gap; in Papua New Guinea, (d) reversing the post-Independence "dual pay system" (currently official policy), (e) instituting pay-for-performance, and (f) ensuring the existent localization policy is applied to recruitment, selection, and staff career planning and management.     

Don't hate me because I'm beautiful: Anti-attractiveness bias in organizational evaluation and decision making

Within organizational judgment and decision making contexts, biases based on an evaluated person's attractiveness are among the most salient and frequently investigated. An enormous amount of research indicates favoritism for attractive people compared to unattractive ones. The current research demonstrates that the nature of this bias depends on whether one is evaluating a member of the same sex or the opposite sex. Experiment 1 (n = 2639) investigated selection of scholarship applicants and demonstrated that a pro-attractiveness bias held only for selection of opposite-sex scholarship applicants; no such bias was observed for highly attractive same-sex applicants. Experiment 2 (n = 622) investigated evaluations of prospective job candidates and demonstrated again that pro-attractiveness bias was observed only for opposite-sex candidates; participants discriminated against highly attractive same-sex candidates. Moreover, this bias was not observed among highly attractive participants; it held only for moderately attractive participants, those for whom highly attractive same-sex individuals can pose especially potent social threats. Findings suggest that attractiveness biases in organizational decision making are rooted partly in the social threats and opportunities afforded by attractive people.