Enactivism and predictive processing: a non-representational view

This paper starts by considering an argument for thinking that predictive processing (PP) is representational. This argument suggests that the Kullback–Leibler (KL)-divergence provides an accessible measure of misrepresentation, and therefore, a measure of representational content in hierarchical Bayesian inference. The paper then argues that while the KL-divergence is a measure of information, it does not establish a sufficient measure of representational content. We argue that this follows from the fact that the KL-divergence is a measure of relative entropy, which can be shown to be the same as covariance (through a set of additional steps). It is well known that facts about covariance do not entail facts about representational content. So there is no reason to think that the KL-divergence is a measure of (mis-)representational content. This paper thus provides an enactive, non-representational account of Bayesian belief optimisation in hierarchical PP.     

基于空间的一级和二级视角转换的行为研究及理论综述

空间视角转换是从他人视角表征空间关系的能力。本文根据Flavell对空间视角转换能力分出的两个水平,把以往研究的研究方法分为6类：考察一级视角转换能力的可见性任务、数量判断,以及考察二级视角转换能力的识别任务、方向判断、地图巡航、数量判断。随后总结出三种相应的空间视角转换研究的加工理论：,并在以往研究的基础上提出了选取适合的实验任务、开展多个物体的视角转换研究、更多采用虚拟现实呈现刺激材料这3点研究展望。     

Polytopes as vehicles of informational content in feedforward neural networks

Localizing content in neural networks provides a bridge to understanding the way in which the brain stores and processes information. In this paper, I propose the existence of polytopes in the state space of the hidden layer of feedforward neural networks as vehicles of content. I analyze these geometrical structures from an information-theoretic point of view, invoking mutual information to help define the content stored within them. I establish how this proposal addresses the problem of misclassification and provide a novel solution to the disjunction problem, which hinges on the precise nature of the causal-informational framework for content advocated herein.     

Understanding the influence of in-vehicle information systems on range stress – Insights from an electric vehicle field experiment

Battery electric vehicle (BEV) drivers frequently report concerns of becoming stranded as a result of battery depletion, widely referred to as range stress, which constitutes a main obstacle to the adoption of these vehicles. One promising solution identified to mitigate range stress is to provide appropriate and accurate information through in-vehicle information systems (IVISs). Therefore, we aim to gain a broader understanding on the influence of specific IVISs on drivers’ range stress perception. To accomplish this, we performed a BEV field experiment in real traffic situations. By placing participants in a critical range situation, we could measure their psychometric range appraisal and psychophysiological feedback. The results of the psychometric evaluation revealed that individuals perceived the critical range situation as less challenging and threatening with the provided IVISs. Physiological indicators were found to be useful in complementing questionnaire-based evaluation methods within the field of range stress. Although the findings of the psychophysiological measurement revealed that IVISs-equipped participants exhibited increases in stress perception over time due to volatile range feedback, the average stress level was observed to be lower throughout the entire driving task.     

Team members’ emotional displays as indicators of team functioning

Emotions are inherent to team life, yet it is unclear how observers use team members’ emotional expressions to make sense of team processes. Drawing on Emotions as Social Information theory, we propose that observers use team members’ emotional displays as a source of information to predict the team's trajectory. We argue and show that displays of sadness elicit more pessimistic inferences regarding team dynamics (e.g., trust, satisfaction, team effectiveness, conflict) compared to displays of happiness. Moreover, we find that this effect is strengthened when the future interaction between the team members is more ambiguous (i.e., under ethnic dissimilarity; Study 1) and when emotional displays can be clearly linked to the team members’ collective experience (Study 2). These studies shed light on when and how people use others’ emotional expressions to form impressions of teams.     

Selling in an asymmetric retail world: perspectives from India,Russia, and the US on buyer–seller information differential,perceived adaptive selling,and purchase intention

The current research aimed to contribute to our understanding of (a) how adaptive selling is perceived by retail consumers in different types of economies when they have differing levels of buyer–seller information differential and (b) how this phenomenon influences their purchase intention. The focal countries were the US (a developed economy) and India and Russia (both developing economies). These three were selected owing to their disparate economic and cultural contexts. This investigation used a relatively new construct: perceived adaptive selling (PAS). PAS refers to the degree to which the buyer perceives that the salesperson is adapting. The study examined whether the impact of PAS was a function of a country’s level of development and whether such perceptions were influenced by the level of buyer–seller information differential in the retail transaction. The findings suggested that buyers in Russia and India PAS and were influenced by it differently from their US counterparts. This work provided a general framework for understanding tactical implementation of the salesperson’s PAS behavior.     

Areas of Interest as a Signal Detection Problem in Behavioral Eye‐Tracking Research

Decision researchers frequently analyze attention to individual objects to test hypotheses about underlying cognitive processes. Generally, fixations are assigned to objects using a method known as area of interest (AOI). Ideally, an AOI includes all fixations belonging to an object while fixations to other objects are excluded. Unfortunately, due to measurement inaccuracy and insufficient distance between objects, the distributions of fixations to objects may overlap, resulting in a signal detection problem. If the AOI is to include all fixations to an object, it will also likely include fixations belonging to other objects (false positives). In a survey, we find that many researchers report testing multiple AOI sizes when performing analyses, presumably trying to balance the proportion of true and false positive fixations. To test whether AOI size influences the measurement of object attention and conclusions drawn about cognitive processes, we reanalyze four published studies and conduct a fifth tailored to our purpose. We find that in studies in which we expected overlapping fixation distributions, analyses benefited from smaller AOI sizes (0° visual angle margin). In studies where we expected no overlap, analyses benefited from larger AOI sizes (>.5° visual angle margins). We conclude with a guideline for the use of AOIs in behavioral eye‐tracking research. Copyright © 2015 John Wiley & Sons, Ltd.     

Developing multiple identifications through different social interactions at work

The question of how employees’ identifications with various foci at work (e.g., team, supervisor, or profession) develop and how they can be managed actively still remains largely unanswered. This is surprising, given the previously demonstrated benefits of employees’ identifications for organizational outcomes. Building on the social validation framework, we propose that changes in different social interactions (social support and effective feedback from supervisors and co-workers) over time are apt to socially validate different provisional selves and thereby differentially foster identification with the supervisor, the team, and the profession. In a longitudinal study of 212 apprentices, who are newcomers to both the organization and the profession, we test this idea using latent change scores in a structural equation modelling approach. Supporting our hypotheses, we show that changes in social support from supervisors and co-workers are related to changes in supervisor and team identification. Increased feedback from co-workers, but not from supervisors, predicted increased professional identification.