Online/offline self-disclosure to offline friends and relational outcomes in a diary study: The moderating role of self-esteem and relational closeness

Previous work suggests that the experiences of online and offline self-disclosure are heterogeneous among individuals. Yet little work has been done to identify the moderating role of individual characteristics and pre-existing relationship characteristics on the diverse relational outcomes. The present study using a 7-day diary design examined whether individuals' self-esteem level and relational closeness would moderate the relationships between online and offline self-disclosure to offline friends and two relational outcomes, that is, relationship satisfaction and trust in friendships. The analyses on 686 diary responses from 98 participants revealed that offline self-disclosure generally predicted greater relationship satisfaction and trust in friendships, whereas the role of online self-disclosure was not statistically significant. More importantly, self-esteem moderated the pattern associated with offline self-disclosure but not that with online self-disclosure. Specifically, offline self-disclosure predicted greater benefits to people with lower self-esteem relative to people with higher self-esteem. Moreover, pre-existing relational closeness moderated the relationship between offline self-disclosure and trust in friendships such that casual friendships benefited more from offline self-disclosure than close friendships did. The present study highlights the importance of personal characteristics and relationship characteristics in understanding the heterogeneous relational influence of different communication modes.     

Relational Spending in Funerals: Caring for Others Loved and Lost

Funeral rituals perform important social functions for families and communities, but little is known about the motives of people planning funerals. Using mixed methods, we examine funeral planning as end-of-life relational spending. We identify how relational motives drive and manifest in funeral planning, even when the primary recipient of goods and services is dead. Qualitative interviews with consumers who had planned pre-COVID funerals (N = 15) reveal a caring orientation drives funeral decision-making for loved ones and for self-planned funerals. Caring practices manifest in three forms: (a) balancing preferences between the planner, deceased, and surviving family; (b) making personal sacrifices; and (c) spending amount (Study 1). Archival funeral contract data (N = 385) reveal supporting quantitative evidence of caring-driven funeral spending. Planners spend more on funerals for others and underspend on their own funerals (Study 2). Preregistered experiments (N = 1,906) addressing selection bias replicate these results and find generalization across different funding sources (planner-funded, other-funded, and insurance; Studies 3A–3C). The findings elucidate a ubiquitous, emotional, and financially consequential decision process at the end of life.     

数学学业不良初中生的工作记忆特点：领域普遍性还是特殊性?

研究选取上海111名(男生48名, 女生63名, 平均年龄11.97岁)初中学生(数学学业不良学生55名与数学学业优秀学生56名), 根据国家数学课程标准, 将数学划分为数与代数、空间与几何两部分, 又从空间与几何领域中选取初一数学学业知识点—— 轴对称和中心对称图形, 分析在不同内容知识领域的解答过程中所涉及的工作记忆成分。结果发现：(1)数与代数学习需要中央执行系统、视觉-空间模板、语音环路三个成分的共同作用; 空间与几何学习主要受到视觉-空间模板和中央执行系统的影响, 但不存在语音环路的影响。(2)对轴对称与中心对称图形任务的成绩影响最大的是视觉-空间模板, 其次是中央执行系统, 语音环路对该任务作用不明显。两个研究说明工作记忆在初中不同年级的各类数学学业任务中具有不同的作用, 中央执行系统和视觉-空间模板相对更具有普遍性作用, 语音环路具有特殊性作用, 并且随着年龄增高, 视觉－空间模板对数学学业任务的作用更为突显。     

含有新算符的代数运算规则学习的有效样例设计

为了探索含有新算符的代数运算规则学习的有效样例设计方式,分别采用“转换标记法”和“解释法”设计“指-对数转换”运算和对数运算的样例,考察了初中三年级学生代数运算规则样例学习的迁移效果。结果显示：(1)采用“转换标记法”设计的样例可以明显提高“指-对数转换”规则样例学习的迁移效果;(2)采用“解释法”设计的运算样例,能够明显促进“对数运算规则”的样例学习迁移效果,并与被试的基础知识有关。     

Cognitive and neuropsychological underpinnings of relational and conjunctive working memory binding across age

The ability to form associations (i.e., binding) is critical for memory formation. Recent studies suggest that aging specifically affects relational binding (associating separate features) but not conjunctive binding (integrating features within an object). Possibly, this dissociation may be driven by the spatial nature of the studies so far. Alternatively, relational binding may simply require more attentional resources. We assessed relational and conjunctive binding in three age groups and we included an interfering task (i.e., an articulatory suppression task). Binding was examined in a working memory (WM) task using non-spatial features: shape and colour. Thirty-one young adults (mean age = 22.35), 30 middle-aged adults (mean age = 54.80) and 30 older adults (mean age = 70.27) performed the task. Results show an effect of type of binding and an effect of age but no interaction between type of binding and age. The interaction between type of binding and interference was significant. These results indicate that aging affects relational binding and conjunctive binding similarly. However, relational binding is more susceptible to interference than conjunctive binding, which suggests that relational binding may require more attentional resources. We suggest that a general decline in WM resources associated with frontal dysfunction underlies age-related deficits in WM binding.     

Recognising relations: What can be learned from considering complexity

Analogy is an important cognitive process that has been researched extensively. Functional accounts of it typically involve at least four stages of processing (access, mapping, transfer, and evaluation); however, these accounts take the way in which the base analogue is understood, along with its relational structure, for granted. The goal of this paper is to open up a discussion about how this process (which we will call “relational recognition”) may occur. To this end, this paper describes two experiments that vary the level of relational complexity across exemplars. It was found that relational recognition tasks benefit from increased complexity, while mapping tasks suffer from it.     

Group mate absence,dissimilarity, and individual absence: Another look at “monkey see,monkey do”

In this study, we examined whether the alignment of individual and group absence depended on an individual's similarity or dissimilarity with his or her group mates. The study hypotheses were tested with organizational data, involving 1382 employees from 181 work groups. Our criterion was individual absence frequency, observed over a 12-month period. Dissimilarity indices fororganizational tenure and union affiliation were computed from organizational records. We found that the relation between group mate absence and individual absence was moderated by dissimilarity with respect to union affiliation (but not tenure dissimilarity), such that those with low union dissimilarity scores were more likely to align their absence behaviour with that of their group mates.     

Managing diversity in organizations: An integrative model and agenda for future research

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.     

Leader endorsement in social dilemmas: Comparing the instrumental and relational perspectives

This chapter examines the role of leadership in overcoming social dilemmas within groups. First, based on prior theorising and research we present two alternative perspectives on leader endorsement in social dilemmas, an instrumental and a relational perspective. Next, we systematically compare these perspectives in a series of experiments investigating leadership in social dilemmas created within small groups in the laboratory. The results of our studies suggest that when their personal identity is salient, group members more strongly endorse leaders who are perceived to be instrumental in solving the freerider problem. In contrast, when a social identity is salient, members more strongly endorse leaders who fulfil their relational needs. Based on these findings we propose a differential needs model of leader endorsement in social dilemmas.