Discerning Mouse Trajectory Features With the Drift Diffusion Model

Mouse tracking, a new action-based measure of behavior, has advanced theories of decision making with the notion that cognitive and social decision making is fundamentally dynamic. Implicit in this theory is that people's decision strategies, such as discounting delayed rewards, are stable over task design and that mouse trajectory features correspond to specific segments of decision making. By applying the hierarchical drift diffusion model and the Bayesian delay discounting model, we tested these assumptions. Specifically, we investigated the extent to which the “mouse-tracking” design of decision-making tasks (delay discounting task, DDT and stop-signal task, SST) deviate from the standard “keypress” design of decision making tasks. We found remarkable agreement in delay discounting rates (intertemporal impatience) obtained in the keypress and mouse-tracking versions of DDT (ρ = 0.90) even though these tasks were given about 1 week apart. Rates of evidence accumulation converged well in the two versions (DDT, ρ = .86; SST, ρ = .55). Omission/commission error in SST showed high agreement (ρ = .42, ρ = .53). Mouse-motion features such as maximum velocity and AUC (area under the curve) correlated well with nondecision time (ρ = −.42) and boundary separation (ρ = .44)—the amount of information needed to accumulate prior to making a response. These results indicate that the response time (RT) and motion-based decision tasks converge well at a fundamental level, and that mouse-tracking features such as AUC and maximum velocity do indicate the degree of decision conflict and impulsivity.     

Choosing what to choose from: Preference for inclusion over exclusion when constructing consideration sets from large choice sets

Decision making is a two‐stage process, consisting of, first, consideration set construction and then final choice. Decision makers can form a consideration set from a choice set using one of two strategies: including the options they wish to further consider or excluding those they do not wish to further consider. The authors propose that decision makers have a relative preference for an inclusion (vs. exclusion) strategy when choosing from large choice sets and that this preference is driven primarily by a lay belief that inclusion requires less effort than exclusion, particularly in large choice sets. Study 1 demonstrates that decision makers prefer using an inclusion (vs. exclusion) strategy when faced with large choice sets. Study 2 replicates the effect of choice set size on preference for consideration set construction strategy and demonstrates that the belief that exclusion is more effortful mediates the relative preference for inclusion in large choice sets. Studies 3 and 4 further support the importance of perceived effort, demonstrating a greater preference for inclusion in large choice sets when decision makers are primed to think about effort (vs. accuracy; Study 3) and when the choice set is perceived as requiring more effort because of more information being presented about each alternative (vs. more alternatives in the choice set; Study 4). Finally, Study 5 manipulates consideration set construction strategy, showing that using inclusion (vs. exclusion) in large choice sets leads to smaller consideration sets, greater confidence in the decision process, and a higher quality consideration set.     

What could be My Next Job? Using Flat Information Structures to Generate Creative Future Career Ideas

In a dynamic labor market, it is important to help people combine information and generate creative solutions to cope with complex career challenges. In the present research, we apply the theory of information structure to creative career idea generation and hypothesize that flat information structures—that is, structures in which the information is disorganized—are more conducive to creativity than hierarchical information structures—that is, structures in which information is organized in higher‐order categories. In two experimental studies, participants had to combine career information related to self and work preferences that was presented either in flat or hierarchical structures. We found that flat information structures, compared with hierarchical information structures, led to future career ideas that were more creative on average. Our results suggest that cognitive flexibility explains the effect of information structure on the creativity of career ideas. Theoretical implications and suggestions for career management practices are discussed.     

The role of drivers’ social interactions in their driving behavior: Empirical evidence and implications for car-following and traffic flow

Models for describing the microscopic driving behavior rarely consider the “social effects” on drivers’ driving decisions. However, social effect can be generated due to interactions with surrounding vehicles and affect drivers’ driving behavior, e.g., the interactions result in imitating the behavior of peer drivers. Therefore, social environment and peer influence can impact the drivers’ instantaneous behavior and shift the individuals’ driving state. This study aims to explore empirical evidence for existence of a social effect, i.e., when a fast-moving vehicle passes a subject vehicle, does the driver mimic the behavior of passing vehicle? High-resolution Basic Safety Message data set (N = 151,380,578) from the Safety Pilot Model Deployment program in Ann Arbor, Michigan, is used to explore the issue. The data relates to positions, speeds, and accelerations of 63 host vehicles traveling in connected vehicles with detailed information on surrounding environment at a frequency of 10 Hz. Rigorous random parameter logit models are estimated to capture the heterogeneity among the observations and to explore if the correlates of social effect can vary both positively and negatively. Results show that subject drivers do mimic the behavior of passing vehicles –in 16 percent of passing events (N = 18,099 total passings occurred in freeways), subject vehicle drivers are observed to follow the passing vehicles accelerating. We found that only 1.2 percent of drivers normally sped up (10 km/hr in 10 s) during their trips, when they were not passed by other vehicles. However, if passed by a high speed vehicle the percentage of drivers who sped up is 16.0 percent. The speed change of at least 10 km/hr within 10 s duration is considered as accelerating threshold. Furthermore, the acceleration of subject vehicle is more likely if the speed of subject driver is higher and more surrounding vehicles are present. Interestingly, if the difference with passing vehicle speed is high, the likelihood of subject driver’s acceleration is lower, consistent with expectation that if such differences are too high, the subject driver may be minimally affected. The study provides new evidence that drivers’ social interactions can change traffic flow and implications of the study results are discussed.     

Learning algorithm for an intelligent decision making system based on multi-agent neurocognitive architectures

The paper presents the formalism of an intelligent decision-making system based on multi-agent neurocognitive architectures, which has an architectural similarity to the human brain. An invariant of the organizational and functional structure of the intellectual decision-making process based on the multi-agent neurocognitive architecture is developed. An algorithm for teaching intelligent decision-making systems based on the self-organization of the invariant of multi-agent neurocognitive architectures is presented. Using this algorithm, an intelligent agent was trained and the architecture of the learning process was built on the basis of an invariant of neurocognitive architecture. Further research is related to training an intelligent agent in more complex behavior and expanding the capabilities of an intelligent decision-making system based on multi-agent neurocognitive architectures.     

Risques de violences externes au travail et facteurs de protection

Violence external to work is a risk that is difficult to reduce for professionals in certain business sectors. This study (N = 447) assessed two conflict management resources never studied to our knowledge (social support and professional training). The study showed that the search for social or emotional support is linked to exposure to external-to-work violence. Additionally, training moderated the perception of individual capacities to manage certain component of external violence at work, with some gender differences. This research highlights the importance of the availability of these resources in collective strategies to combat the stress generated by external-to-work violence risks.     

Direct social perception of others’ subjective time

In this paper, I deploy Gallagher et al.’s theory of Direct Social Perception (DSP) to help explain how we perceive others’ subjective time. This process of second-person temporal perception plays an important role in interpersonal interaction, yet is often glossed over in discussions of intersubjectivity. Using A.D. Craig (2009) ‘awareness’ model of subjective time to unify converging evidence that subjective time is embodied, affective, and situated, I argue that subjective time cannot be considered as a hidden or invisible aspect of a private mind, but is partially externally visible through our gestures, expressions, and other behaviours as they unfold within a particular context. My central thesis is that, in face to face interactions, we are able to directly perceive these visible components of other people’s subjective time. This is made possible by our “enculturated” (Menary, 2015) and enactive perceptual faculties. The process of social perception is not a passive, unidirectional affair where static information about one person’s subjective time is transmitted to the other, but rather inextricably linked with action (both at the personal and subpersonal level) and interaction effects produced by a dynamic coupling between participants. Such an enactive perspective reveals how others’ subjective time can be perceived in everyday interactions.     

The social dynamics involved in recovery and return to sport following a sport-related concussion: A study of three athlete-teammate-coach triads

An athlete's connection to their team and team members is an important part of their sport experience. However, researchers currently know little about the nature of these social dynamics with respect to concussed athletes. Our study explored athletes' recovery and reintegration into the team environment following a sport-related concussion. We conducted semi-structured interviews with each member of three athlete-teammate-coach triads (N = 9). We analysed the data using thematic narrative analysis and present the results as three stories that focused on each athlete's experience. For Cassie, we found two major plot points in her story: the transition in her role (and shift in identity) from athlete to student assistant coach/team manager and, once recovered, back to an athlete on the team. For Jess, we found that the main plot in her story was “pressure”. Specifically, the interplay between internal (placed on herself) and external (perceived from teammates and coaches) pressures to return to sport. In the third and final story, the main plot point was the tensions that arose from Jaden's preferences for social support and the type of support that his teammates and coaches believed he needed during his recovery. Our results highlight the interplay between athlete's personal and social identities, feelings of pressure to return and readiness, and the challenges of providing the right amount and type of social support. This research contributes to our limited understanding of the social dynamics involved in athletes' return to sport following a concussion.     

Doing it for the team: Soccer coaches' identity leadership predicts players' effort,turnover intentions,and performance

ObjectivesThe present research investigates how coaches' identity leadership predicts individual and team outcomes in soccer. Specifically, we tested hypotheses that coaches' identity leadership would be associated with players' perceptions of (a) higher team effort, (b) lower turnover intentions, (c) better individual performance, and (d) better team performance. In addition, we aimed to examine the relationship between coaches' identity leadership and increased team identification of players and the degree to which the associations of identity leadership with these various outcomes were mediated by players' strength of team identification.DesignWe conducted a cross-sectional study of male soccer players in Germany.MethodThe final sample consisted of 247 male soccer players nested in 24 teams that completed measures of their coaches' identity leadership, team identification, team effort, turnover intentions, and individual/team performance.ResultsAnalysis revealed a positive relationship between coaches' identity leadership and team effort, as well as individual and team performance. Moreover, coaches' identity leadership was associated with lower turnover intentions. There was also evidence that the relationships between identity leadership and the investigated outcomes were mediated by team identification.ConclusionsThese findings support claims that coaches' identity leadership is associated with better individual and team outcomes because it helps to build a sense of ‘we’ and ‘us’ in the team they lead.