Information repetition in evaluative judgments: Easy to monitor,hard to control

The sampling approach [Fiedler, K. (2000a). Beware of samples! A cognitive-ecological sampling approach to judgment biases. Psychological Review, 107(4), 659–676.] attributes judgment biases to the information given in a sample. Because people usually do not monitor the constraints of samples and do not control their judgments accordingly, systematic judgment biases occur. Three experiments demonstrate this for an obvious sampling constraint, the emptiness of merely repeated information. When evaluating stock market shares, participants did not correct for the repetition of positive or negative information about a share. Although original and repeated information was reliably distinguished in estimates of occurrence (successful monitoring), preferences were misled by mere repetition of success and failure reports (unsuccessful control). This effect could even override a share’s actual success rate. Explicit instructions to ignore repetitions provided no remedy; however, a cognitive load manipulation reduced repetition’s undue influence. Possible reasons for and benefits of this lack of direct metacognitive control are discussed.     

泛文化的自尊——基于中国大学生的研究证据

过去一直认为,自尊是人类普遍的需要,是泛文化的。但是,过去十多年来,这一观点受到严重挑战。其主要理由是许多跨文化的研究显示集体主义文化下个体的自尊显著低于西方,少有自我促进的迹象。但是,几乎所有这样的证据都是来自自陈式测量。由于自陈式测量难以避免自我展现（Self-presentation）或社会期许（Social Desirability）的影响,并且严重依赖于个体的自我报告,本研究采用新的能够防止社会期许的影响并能触及无意识的内隐测量——阈下评价性启动（Subliminal Evaluative Priming）程序,对中国大学生的自尊进行了研究。结果发现中国大学生对自我持有显著的积极、肯定的评价,中国人存在内隐自尊。这表明,集体主义文化下的个体的自尊需要是存在的,只是以内隐的方式表现或在自我展现的影响最小化后表现出来。这一发现和自尊的泛文化论是一致的     

中小学班主任情感素质的调查研究

在理论分析与实践探索相结合的基础上,按照严格程序,编制了具有开创性和良好信效度的中小学班主任情感素质问卷。运用该问卷对上海市8个区县54所中小学的1576名班主任进行了情感素质的现状调查。结果表明,中小学班主任的情感素质总体尚可,但仍需提升;女性总体稍优于男性;中小学班主任的情感素质随着学段升高有所下降;教龄和做班主任时间长短对其情感素质有重要影响;班主任情感素质在性别和教龄上有交互影响。     

医疗情感计算应用的多维困境及其法治实现

情感计算技术依托算法的数据处理能力和自主学习能力已经在医疗健康领域有所实践。但由于医疗领域的特殊性,情感计算技术医疗应用过程中存在着道德合理性风险、规制盲区以及技术羁绊等多重隐患,亟须法律规制。首先,应当坚守“拟主体”身份的道德底线,追求伦理与法治的最佳耦合;其次,应构建权责明晰的算法责任嵌入机制,建立多元协同的算法权力治理机制;最后,应建立健全医疗情感计算技术审查机制,完善情感计算算法风险等级治理体系。

     

最后通牒博弈中提议者情绪预测偏差对公平决策的影响:公平感知的作用

为探讨提议者情绪预测偏差对公平决策的影响以及其中介机制,采用了两轮最后通牒博弈提议者实验任务,第一轮测量分配方案被接受和拒绝的情绪预测偏差,第二轮测量提议者的分配方案。研究结果表明:(1)提议者情绪预测偏差影响公平决策;(2)公平感知在提议者情绪预测偏差与公平决策间起部分中介作用。研究认为,提议者对积极结果的情绪预测偏差,会降低其公平感知,进而降低其分配方案公平性; 提议者对消极结果的情绪预测偏差,会提高其公平感知,进而增加其分配方案公平性。     

Social and Cognitive Aspects of the Vulnerability to Political Misinformation

In the last few years, especially after the Brexit referendum and the 2016 U.S. elections, there has been a surge in academic interest for misinformation and disinformation. Social, cognitive, and political scientists' work on these phenomena has focused on two main aspects:

• Individuals' (and by extension societies') vulnerability to misinformation;
• Factors and interventions that can increase individuals' (and societies') resistance to misinformation.

In this article, we offer a critical review of the psychological research pertaining to these two aspects. Drawing on this review, we highlight an emerging tension in the relevant literature. Indeed, the current state of the art of the political misinformation literature reflects the combined operation of two opposing psychological constructs: excess gullibility on the one hand and excess vigilance on the other. We argue that this conceptualization is important in both advancing theories of individuals' and societies' vulnerability to misinformation and in designing prospective research programs. We conclude with proposing what, in our view, are the most promising avenues for future research in the field.     

Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees’ Personal Resources

This study considers how employees’ POC—defined as their beliefs that the organizational climate stifles change and values compliance with the status quo—reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by “yea-saying” can counter the difficulty of improving their job situation by drawing from adequate personal resources.     

Do Employees Leave Just Because They Can? Examining the Perceived Employability–Turnover Intentions Relationship

The relationship between perceived employability and turnover intentions seems much more complicated than what the common sense would suggest. Based on the reviewed literature, it was expected that job satisfaction, affective commitment, and perceived job security would moderate this relationship. Using a sample of working individuals from different occupations and sectors (N = 721), it was found that employees who perceived themselves as highly employable were more likely to have turnover intentions when their affective commitment was low and perceived job security was high; and the relationship was negative for employees with shorter tenures. Understanding the conditions under which perceived employability is associated with turnover intentions may help organizations design human resource policies that allow them to retain an educated and competent workforce.