Motivated information processing and group decision-making: Effects of process accountability on information processing and decision quality

Integrating dual-process models [Chaiken, S., & Trope, Y. (Eds.). (1999). Dual-process theories in social psychology. NewYork: Guilford Press] with work on information sharing and group decision-making [Stasser, G., & Titus, W. (1985). Pooling of unshared information in group decision making: biased information sampling during discussion. Journal of Personality and Social Psychology, 48, 1467-1478.], we predicted that groups with high epistemic motivation engage in more information-driven and less preference-driven interaction, and achieve better decisions. An experiment manipulating process accountability showed that groups under process accountability experienced greater need for more information, repeated unshared information more often, and more often chose the correct decision alternative. Mediation analysis established that epistemic motivation produced high quality decisions because it stimulated systematic information processing. Results also revealed that preference heterogeneity stimulated information-driven interaction and led to higher decision quality.     

Wilhelm Reich's self‐censorship after his arrest as an enemy alien: The chilling effect of an illegal imprisonment

After discussing Wilhelm Reich's place in psychoanalysis, the article explores his arrest as an ‘enemy alien’ in December 1941. Reich's emotional responses to his imprisonment (which was illegal and which lasted nearly a month) are explored. A number of scholars have suggested that many European radical psychoanalysts refrained from sharing their former political ideas once they emigrated to the United States. Following a brief discussion of this pattern of ‘silencing,’ it is argued that Reich's withholding certain documents from publication was due to a self‐imposed censorship, motivated in part by the fear of further governmental interference with his life and work. This fear, however, did not extend to his discussion of his newly developed theory of orgone energy.     

Supervisor–Subordinate Relationship,Differentiation, and Employee Creativity: A Self‐Categorization Perspective

This study seeks to explore the effect of the quality of supervisor–subordinate relationship (i.e., leader–member exchange; LMX) on employee creativity by examining a moderated‐mediation model. The model focuses on the mediating role of perceived insider status and the moderating role of perceived LMX differentiation in influencing the mediation. Using a time‐lagged research design, we collected data from 358 supervisor–subordinate dyads in a large Chinese diversified company. As predicated, we found that (a) perceived insider status mediated the positive relationship between LMX and employee creativity; and (b) perceived LMX differentiation moderated the strength of the mediated relationship between LMX and employee creativity via perceived insider status, such that the mediated relationship is stronger under high‐perceived LMX differentiation than under low‐perceived LMX differentiation.     

Information elaboration and team performance: Examining the psychological origins and environmental contingencies

Information elaboration enables functionally diverse teams to transform their breadth of knowledge resources into actionable solutions to complex problems. The current study advances information elaboration theory and research in two ways. First, we identify how team ability and social motivation composition characteristics provide the psychological origins of complex information processing efforts. Second, we identify environmental turbulence as an important boundary condition, clarifying when information elaboration benefits team performance and when it does not. These ideas were tested in a sample of 4-person self-managed teams (N = 68) which were functionally diverse and performed a cooperative strategic decision-making task. Results indicate that cognitive ability equips teams with the “can do” ability for complex elaboration efforts through emergent team mental models, whereas low preferences for self-reliance provide the “will do” motivation for in-depth information exchange through collective leadership. In turn, teams benefited from information elaboration in turbulent but not stable environments.     

Real men are made,not born! Incidental exposure to energy drinks may promote men's tolerance of physical pain

The energy drink market has grown exponentially since the debut of Red Bull. Advertising of energy drinks tends to reinforce an emphasis on masculine identification. However, no previous study has addressed the symbolic effect of energy drinks on pain tolerance, that is, a particular masculine characteristic. We conducted a priming‐based experiment to show that energy drink primes elevated men's pain tolerance. Induced conformity to masculinity norms mediated the priming effect of energy drinks on pain tolerance. These findings suggest that mere reminders of masculinity‐related products can lead men to behave accordingly in seemingly irrelevant domains (i.e., pain tolerance). Besides distraction and placebo treatment, the connection between a symbolic masculinity prime and greater tolerance of pain may shed lights on an alternative route for pain control.     

Being engaged when resources are low: A multi-source study of selective optimization with compensation at work

This study examined self-regulation in the form of selective optimization with compensation (SOC) at work as a moderator of the relationships of job control (as a job resource) and feeling recovered and energized in the morning (as a personal energy resource) with self- and coworker-rated work engagement. SOC was hypothesized to offset low levels of job control and low levels of personal energy. Based on a sample of 405 public-service employees in Germany, including a multi-source subsample of 141 employees and their respective coworkers, the results showed that SOC use moderated the relationship between the level of personal energy and self-ratings as well as coworker ratings of work engagement such that SOC mitigated low levels of personal energy. SOC at work did not offset low job control. The results suggest that using SOC is particularly important when employees lack energy. SOC strategies should, therefore, be fostered by managers and organizations.     

Species of Realization and the Free Energy Principle

This paper examines, for the first time, the relationship between realization relations and the free energy principle in cognitive neuroscience. I argue, firstly, that the free energy principle has ramifications for the wide versus narrow realization distinction: if the free energy principle is correct, then organismic realizers are insufficient for realizing free energy minimization. I argue, secondly, that the free energy principle has implications for synchronic realization relations, because free energy minimization is realized in dynamical agent-environment couplings embedded at multiple time scales.     

Why Does Interactional Justice Promote Organizational Loyalty,Job Performance,and Prevent Mental Impairment? The Role of Social Support and Social Stressors

Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior.