Instructions to mimic improve facial emotion recognition in people with sub-clinical autism traits

People tend to mimic the facial expression of others. It has been suggested that this helps provide social glue between affiliated people but it could also aid recognition of emotions through embodied cognition. The degree of facial mimicry, however, varies between individuals and is limited in people with autism spectrum conditions (ASC). The present study sought to investigate the effect of promoting facial mimicry during a facial-emotion-recognition test. In two experiments, participants without an ASC diagnosis had their autism quotient (AQ) measured. Following a baseline test, they did an emotion-recognition test again but half of the participants were asked to mimic the target face they saw prior to making their responses. Mimicry improved emotion recognition, and further analysis revealed that the largest improvement was for participants who had higher scores on the autism traits. In fact, recognition performance was best overall for people who had high AQ scores but also received the instruction to mimic. Implications for people with ASC are explored.     

Item-by-Item Versus End-of-Test Feedback in a Computer-Based PSI Course

This study examined the effects of three different types of computer feedback on the following variables in a Personalized System of Instruction (PSI) course: unit quiz and final exam performance, the amount of time tutors and other teaching staff spent answering student questions, and students' preference for each type of feedback. The feedback conditions were the following: (a) end-of-test, (b) item-by-item with the option to skip questions during the test, and (c) item-by-item without the option to skip questions during the test. Students who received item-by-item feedback with the skip option performed the same as students who received end-of-test feedback on the unit quizzes and final exam. However, the teaching staff spent significantly less time answering questions when students received item-by-item feedback with the skip option than when they received end-of-test feedback. Finally, 65% of the students preferred item-by-item feedback with the skip option. The authors concluded that this type of item-by-item feedback decreases the workload on teaching staff in a PSI course without sacrificing performance, and students like it more than the other types of feedback.     

Comparing forward and backward chaining in teaching Olympic weightlifting

The popularity of Olympic‐style weightlifting in fitness routines is growing, but participating in these exercises with improper technique places lifters at increased risk for injury. Fitness training professionals have developed multiple teaching strategies, but have not subjected these strategies to systematic evaluation, particularly with novice lifters. Two strategies recommended by professional training organizations are akin to forward and backward chaining, which have been shown effective at teaching other novel, complex behaviors. The present study compared these forward‐ and backward‐chaining‐like strategies to teach novice lifters “the clean” and “the snatch,” two Olympic weightlifting movements frequently incorporated into high‐intensity training programs. Participants performed lifts taught with forward chaining more accurately than lifts taught with backward chaining.     

Supervisors’ work-related and nonwork information sharing: Integrating research on information sharing,information seeking,and trust using self-disclosure theory

Although significant scholarly attention has been devoted to understanding subordinates’ information seeking from supervisors, researchers have not paid adequate attention to information sharing by supervisors. Moreover, research on supervisors’ information sharing behavior has focused almost exclusively on work-related information sharing, disregarding supervisors’ sharing of information not related to work (e.g., that related to family). Drawing on self-disclosure theory, we argue that supervisors share both work-related and nonwork information with their subordinates and propose that these two forms of information sharing are conceptually distinct. Furthermore, to unravel the role of supervisors’ nonwork information sharing, we develop an interactive model to test how it may be associated with important employee outcomes. We conducted pilot studies using five samples and, through a sixth study, tested the hypothesized model using a four-wave data collection design. This study makes three major contributions to research and theory. First, it integrates information sharing and information seeking literatures. Second, it underlines the importance of supervisors’ nonwork information sharing in organizations by testing its direct and interactive effects. Third, it contributes to theory by presenting trust as a mechanism that links information disclosure in dyads. Results obtained using structural equation modeling generally supported the proposed model.     

Neural mechanism underlying self-controlled feedback on motor skill learning

The present study investigated the neural mechanisms of self-controlled (SC) feedback underlying its learning advantages. Forty-two participants, including 24 females (16.43 ± 2.61 years) and 18 males (17.56 ± 0.86 years), were randomly assigned to a SC or yoked (YK) group. The 6-key-pressing task with a goal movement time was adopted as the experimental task. The behavioral results showed that the SC group demonstrated superior performance in transfer; however, the differences in retention did not reach statistical significance. Event-related potential analyses revealed that the SC group exhibited larger post-stimulus and post-feedback P3 amplitudes than the YK group in the frontal regions; these amplitudes were larger in the YK group in the parietal regions. The post-response error positivity amplitude was found to be larger in the YK group than in the SC group. These results suggest that SC feedback may allow the learner to more actively process the task stimuli and feedback information, and contributes to enhancing the learner’s motivation and attachment to the task being practiced. The present study provides a neurophysiological explanation for why SC feedback is effective in learning a new motor skill.     

Gait symmetric adaptation: Comparing effects of implicit visual distortion versus split-belt treadmill on aftereffects of adapted step length symmetry

Understanding gait adaptation is essential for rehabilitation, and visual feedback can be used during gait rehabilitation to develop effective gait training. We have previously shown that subjects can adapt spatial aspects of walking to an implicitly imposed distortion of visual feedback of step length. To further investigate the storage benefit of an implicit process engaged in visual feedback distortion, we compared the robustness of aftereffects acquired by visual feedback distortion, versus split-belt treadmill walking. For the visual distortion trial, we implicitly distorted the visual representation of subjects’ gait symmetry, whereas for the split-belt trial, the speed ratio of the two belts was gradually adjusted without visual feedback. After adaptation, the visual feedback or the split-belt perturbation was removed while subjects continued walking, and aftereffects of preserved asymmetric pattern were assessed. We found that subjects trained with visual distortion trial retained aftereffects longest. In response to the larger speed ratio of split-belt walking, the subjects showed an increase in the size of aftereffects compared to the smaller speed ratio, but it steeply decreased over time in all the speed ratios tested. In contrast, the visual distortion group showed much slower decreasing rate of aftereffects, which was evidence of longer storage of an adapted gait pattern. Visual distortion adaptation may involve the interaction and integration of the change in motor strategy and implicit process in sensorimotor adaptation. Although it should be clarified more clearly through further studies, the findings of this study suggest that gait control employs distinct adaptive processes during the visual distortion and split-belt walking and also the level of reliance of an implicit process may be greater in the visual distortion adaptation than the split-belt walking adaptation.     

Manipulating memory associations changes decision-making preferences in a preconditioning task

Memories of past experiences can guide our decisions. Thus, if memories are undermined or distorted, decision making should be affected. Nevertheless, little empirical research has been done to examine the role of memory in reinforcement decision-making. We hypothesized that if memories guide choices in a conditioning decision-making task, then manipulating these memories would result in a change of decision preferences to gain reward. We manipulated participants’ memories by providing false feedback that their memory associations were wrong before they made decisions that could lead them to win money. Participants’ memory ratings decreased significantly after receiving false feedback. More importantly, we found that false feedback led participants’ decision bias to disappear after their memory associations were undermined. Our results suggest that reinforcement decision-making can be altered by false feedback on memories. The results are discussed using memory mechanisms such as spreading activation theories.     

“Aha!” is stronger when preceded by a “huh?”: presentation of a solution affects ratings of aha experience conditional on accuracy

Insight has been investigated under the assumption that participants solve insight problems with insight processes and/or experiences. A recent trend has involved presenting participants with the solution and analysing the resultant experience as if insight has taken place. We examined self-reports of the aha experience, a defining aspect of insight, before and after feedback, along with additional affective components of insight (e.g., pleasure, surprise, impasse). Classic insight problems, compound remote associates, and non-insight problems were randomly interleaved and presented to participants. Solution feedback increased ratings of aha experience in both insight and non-insight problems, with this result being driven by responses to solutions that were initially incorrectly generated. Ratings of aha for correctly generated solutions decreased after the correct solution was presented. These findings have implications for insight research paradigms as well as informing teaching methods.     

“I know you can do this” versus “How can you be so stupid?” Feedback among Chinese and American young adult friends

According to past research, young adults prefer positive feedback from their friends, but emotional reactions to negative feedback are less severe in Korea than in the United States. We extended this past work in several ways: We studied both giving and receiving feedback, recruited Chinese young adults, used realistic scenarios, and employed the situation‐sampling method. Using text‐message‐based vignettes, Study 1 found that both American and Chinese friends used happy emojis when exchanging positive feedback whereas Americans used less positive emojis than did the Chinese when exchanging negative feedback. We then collected actual examples of feedback that people had given to their friends (Study 2a) and showed them to new samples of Chinese and American young adults (Study 2b). This situation‐sampling methodology found that (a) Americans rated negative feedback from both cultures especially negatively, and (b) negative feedback examples from China were rated especially negatively by people in both cultures. That is, although Chinese negative feedback is seemingly more harsh, Chinese young adults do not react as negatively.     

Restorative effects of awe on negative affect after receiving negative performance feedback

The present study investigated the discrete positive effects of awe on negative job affect (NJA) arising from receiving negative performance feedback from a work supervisor or a co-worker. The participants were 131 business professionals and students at a large university in Kenya (females = 46%; age range 25 to 65 years). They participated in an experiment in which the emotion of awe was manipulated in an imagined situation where the participants received negative performance feedback from either a work supervisor or co-worker. Regression analyses of the data indicated that awe predicted a lower negative affect for negative feedback. Moreover, the indirect effects of the source of feedback on negative affect modulation were more significant for feedback received from co-workers than from supervisors. The positive emotion of awe may help one cope with negative performance feedback in a work setting.