When good evidence goes bad: the weak evidence effect in judgment and decision-making

An indispensable principle of rational thought is that positive evidence should increase belief. In this paper, we demonstrate that people routinely violate this principle when predicting an outcome from a weak cause. In Experiment 1 participants given weak positive evidence judged outcomes of public policy initiatives to be less likely than participants given no evidence, even though the evidence was separately judged to be supportive. Experiment 2 ruled out a pragmatic explanation of the result, that the weak evidence implies the absence of stronger evidence. In Experiment 3, weak positive evidence made people less likely to gamble on the outcome of the 2010 United States mid-term Congressional election. Experiments 4 and 5 replicated these findings with everyday causal scenarios. We argue that this “weak evidence effect” arises because people focus disproportionately on the mentioned weak cause and fail to think about alternative causes.     

Participation, Power, and the Role of Community Psychology in Environmental Disputes: A Tale of Two Nuclear Cities

This paper examines public participation and the role of community psychology in an emerging environmental dispute relevant to global climate change (GCC)-whether nuclear power represents a "green" solution. From a dialectical position, we explore the nuclear debate as it is linked to GCC, and more specifically, how participation in related federally-mandated processes may be shaped by power. We present qualitative data from public meetings in two nuclear communities and analyze these data through a lens of social power and environmental justice, including an examination of nukespeak and telepolitical appeals to highlight the complexity of the issues, how the appearance of successful participation may be deceptive, and how consensus may be manipulated. We argue that CP should consider GCC to be one of the most significant social problems of our time and make every effort to be involved in the search for truly "green" solutions.     

The Public Opinion Survey of Human Attributes--Stuttering (POSHA-S): summary framework and empirical comparisons

Purpose

The Public Opinion Survey of Human Attributes-Stuttering (POSHA-S) was developed to make available worldwide a standard measure of public attitudes toward stuttering that is practical, reliable, valid, and translatable. Mean data from past field studies as comparisons for interpretation of POSHA-S results are reported.

Method

Means for POSHA-S items (converted to −100 to +100 scales), components comprising clusters of items, subscores comprising clusters of components, and Overall Stuttering Scores comprising two subscores for stuttering were generated from 64 samples, totaling 2876 respondents who completed experimental versions of the POSHA-S.

Discussion

Lowest, highest, and median sample values, which vary with the addition of new sample data to the growing POSHA-S database archive, provide points of comparison for any potential sample rather than predetermined values.

Conclusions

The final POSHA-S, together with an ongoing and growing archive, can provide increasingly meaningful comparisons for stakeholders measuring public attitudes toward stuttering.Educational objectives: (1) Describe the subscores and components of the POSHA-S, (2) describe the Overall Stuttering Score of the POSHA-S, and (3) describe the format for interpretation of the POSHA-S.     

Testing an interactionist perspective on the relationship between personality traits and performance under public pressure

Objectives

The interactionist principle of trait activation [Tett & Gutermann (2000). Situation trait relevance, trait expression, and cross-situational consistency: testing a principle of trait activation. Journal of Research in Personality, 34, 397-423.] explains human behavior through the stimulation of traits by trait-relevant situational cues (i.e., situation-trait relevance). In applied (real-world) high-pressure situations, audiences provide the situational demand of public evaluation. Therefore, traits that are related to public evaluation are appraised as situation-relevant. The purpose of the current study was to test if situation-relevant traits (i.e., narcissism, public self-consciousness) predict performance in applied high-pressure situations, while situation-irrelevant traits (i.e., private self-consciousness) do not contribute to the performance explanation.

Design/Method

Experienced handball players (N = 55) completed personality questionnaires and performed a throwing task in low and high-pressure conditions, whereby the high-pressure condition involved 1500-2000 spectators during halftime breaks of professional handball games.

Results

Findings supported the assumptions about situation-trait relevancies and indicated that narcissism and public self-consciousness were relevant to high-pressure performance (i.e., positively associated), whereas private self-consciousness was found to be irrelevant. No predictors were correlated to low-pressure performance.

Conclusions

Results emphasize that trait activation is a promising explanation for the relevance of personality characteristics to performance under pressure. A systematic consideration of situational demands of high-pressure situations will result in adequate appraisals of situation-trait relevance and help predict performance with trait scores.     

Embedding social dilemmas in intergroup competition reduces free-riding

We study a class of multi-level collective actions, in which each individual is simultaneously engaged in an intragroup conflict and intergroup competition. The intragroup conflict is modeled as an n-person Prisoner’s Dilemma game, in which the dominant strategy is to contribute nothing. The intergroup competition is for an exogenous and commonly known prize shared by members of the winning group. We focus on the effects on the level of contribution of the two most common sharing rules for dividing the prize, equal and proportional. Our results show that (1) embedding the intragroup conflict in intergroup competition markedly reduces free riding; (2) the proportional profit sharing rule significantly outperforms the egalitarian rule, and the difference between the two increases with experience; (3) under egalitarian but not under proportional sharing, there is over-contribution compared to theoretical predictions, and (4) a simple reinforcement-based learning model accounts for the aggregate results of all five experimental conditions.     

Optimal design of parity tests

Researchers often test a null hypothesis of no ability in the populattion (the so-called “parity” hypothesis) using a single, forced-choice question with k alternatives. In this study a result is presented which should help researchers select the number of alternatives that maximizes the statistical power of the parity hypothesis test. Also the conditions under which it is always beneficial to add alternatives to the test are derived. Finally, the derived result is used to compare several popular parity test designs. The results show that the frequently used triangle test is optimal under a very broad range of plausible conditions.     

A comparative study of later work experience among full-time,part-time,and unemployed male youth

This paper considers the unique contribution of prior labor market status, defined in terms of working time, on later work experience controlling for a number of demographic and work pattern variables. The labor market status variables are established on the basis of trends in a young man's early career experience. Part-time employment is found to be a viable early labor market alternative to the extent of later economic and occupational success. Early career unemployment is not a critical factor in retarding personal economic advancement, relative to educational background and first job experience, but does have negative job attitudinal consequences.     

Management Selection in Australia: A Comparison with British and French Findings

The present study provided data on the cross-national use of management selection methods by collecting information from the Australian context. The data is compared with the British and French findings obtained by Shackleton and Newell (1991). A total of 254 companies (53.4%) responded to the survey. The overall pattern of results indicated that Australian management selection methods were closer to the British than to the French findings. Compared to previous Australian studies, the present data indicated that the main selection tools being used are unchanged. Some evidence was found that selection methods may differ within organizations comprising the private sector and between the private and public sector. The business sector made significantly greater use of cognitive testing and assessment centres compared to manufacturing, retail and government sectors. The government sector reported a significant difference in using two or three interviewers. It is proposed that, although surveys of this type have been useful as general reviews of the area, future research would benefit by collecting: (1) data on the specific measures used, (2) distinguishing between internal and external recruitment, (3) distinguishing between private and public sector recruitment, and (4) ensuring respondents have the same conceptual understanding of the selection methods covered by the survey.     

公共服务动机测量的发展与展望

公共服务动机理论是西方管理心理学领域的一个新兴流派,其概念的正式提出仅有20年历史。文章简要回顾了公共服务动机测量研究的发展历程,总结了测量工具信度和效度及其跨文化验证研究中出现的问题,对理论构念和模型建构中进行了反思,并总结了测量工具的几种不同修订。最后指出,公共服务动机测量在中国的发展,至少有三个方面的发展空间：1）多动机同时测量;2）内隐测量;3）测量的本土化。     

Development and initial validation of brief public domain RIASEC marker scales

Although commercially developed interest measures based on Holland’s RIASEC types are effectively used in a variety of applied settings, these measures have somewhat limited research utility due to their length and copyright restrictions placed by the test publishers. In the present study, two sets of 8-item RIASEC scales were developed using activity-based items selected from the 30-item RIASEC scales of the Interest Profiler, and two sets of 8-item RIASEC scales were developed using sets of 30 occupational job titles selected from the O∗NET database representing each Holland type. Responses to the items were obtained from three samples of college students with a total of 1024 female and 639 male participants. Results obtained in the initial development and validation process suggest that the sets of brief activity- and occupational-based RIASEC scales developed in the current study retain acceptable levels of reliability and convergent validity. The development of these brief public domain RIASEC interest measures addresses the copyright and length limitations of current scales and may be useful when conducting integrative research examining the inter-relations between Holland’s types and other individual differences measures.