When shared group membership signifies shared subjective experience: I-sharing and the minimal group paradigm

Ingroup favoritism is pervasive. It emerges even in the minimal group paradigm, where participants are assigned to novel groups based on seemingly insignificant characteristics. Yet many of the grouping schemes used in minimal group research may imply something significant: namely, that ingroup members will share in-the-moment subjective experience, or I-share. Two studies examine the role of inferred I-sharing in the minimal group paradigm. We found that (1) people inferred that they would I-share with ingroup members more than outgroup members; (2) inferred I-sharing increased ingroup favoritism; and (3) inferred I-sharing accounted for this ingroup favoritism. Moreover, expecting to I-share with the outgroup improved participants’ attitudes toward the outgroup. These results converge with other research suggesting that people favor ingroup members, in part, because they expect to I-share with them.     

Behind the wheel: What drives the effects of error handling?

Existing research comparing error management (a strategy focusing on increasing the positive and decreasing the negative consequences of errors) to error prevention (a strategy focusing on working faultlessly), has identified error management as beneficial for multiple outcomes. Yet, due to various methodological limitations, it is unclear whether the effects previously found are due to error prevention, error management, or both. We examine this in an experimental study with a 2 (error prevention: yes vs. no) × 2 (error management: yes vs. no) factorial design. Error prevention had negative effects on cognition and adaptive transfer performance. Error management alleviated worry and boosted one’s perceived self-efficacy. Overall, the results show that error prevention and error management have unique outcomes on negative affect, self-efficacy, cognition, and performance.     

Choosing between conciliatory and oppositional leaders: The role of out‐group signals and in‐group leader candidates' collective action tactics

In this paper, we examine the role of out‐group signals and in‐group leader tactics in the choice and evaluation of rival in‐group leader candidates. Study 1 found preference for a negotiating in‐group leader over an oppositional leader, mediated by perceived leader effectiveness and prototypicality. In Study 2, participants chose a leader who had received out‐group endorsement, and in Studies 3 and 4, participants chose a negotiating in‐group leader where the out‐group was prepared to negotiate and an oppositional leader where the out‐group was not prepared to negotiate. In the latter three studies, there was evidence for participants being strategic in their choices: effects were mediated by effectiveness but not prototypicality. These findings suggest our understanding of collective action will be enriched through attention to the situational cues provided by out‐groups, and to the context of competing voices of collective action leadership.     

Long-Term Follow-Up of an Occupation-Based Group Addressing Occupational Performance and Satisfaction in University Freshmen

The long-term impact of a 5-week, occupation-based intervention to address the life transition of university students into young adulthood is presented here. Study participants showed statistically significant gains from baseline to long-term follow-up in both occupational performance and performance satisfaction. In post hoc analyses, occupational performance maintained a level of significance. During a time of rapid change, occupation-based interventions have the potential to provide transitioning university freshmen students the skills that they need for a successful transition into a university. Changes in the structure, timing, and focus of the intervention and studies using more diverse and larger samples are warranted.     

Perceptual influences of error size on voluntary force control during a compound sinusoidal force task

Visual feedback that provides error information is critical to task quality and motor adjustments. This study investigated how the size of perceived errors via visual feedback affected rate control and force gradation strategy of a designate force task. Fourteen young adults coupled force exertions to a compound sinusoidal signal (0.2 Hz and 0.5 Hz) that fluctuated around a mean level of 30% of maximal voluntary contraction, when the size of execution errors were differently scaled with the error amplification factors. In the low (LAF) and high (HAF) amplification factor conditions, the execution errors in the visual display half and double of the real errors, respectively. The visualized error was the real errors in the medium amplification factor (MAF) condition. In addition to a phase-lead of force output, the LAF condition that virtually reduced the size of error feedback associated with a poorer task accuracy than the MAF and HAF conditions. Virtual increase in error size of visual feedback selectively suppressed the fast target force at 0.5 Hz. In addition, complexity and high-frequency components (>0.75 Hz) of force outputs multiplied progressively with increasing error size. Error-enhancing feedback suppressed fast target force, accentuating the use of error information to tune force output, whereas error-reducing feedback enhanced fast target force in favor of predictive force control.     

Anticipatory affect during action preparation: evidence from backward compatibility in dual-task performance

Upcoming responses in the second of two subsequently performed tasks can speed up compatible responses in the temporally preceding first task. Two experiments extend previous demonstration of such backward compatibility to affective features: responses to affective stimuli were faster in Task 1 when an affectively compatible response effect was anticipated for Task 2. This emotional backward-compatibility effect demonstrates that representations of the affective consequences of the Task 2 response were activated before the selection of a response in Task 1 was completed. This finding is problematic for the assumption of a serial stimulus-response translation stage. It also shows that the affective consequence of a response is anticipated during, and has an impact on stimulus-response translation, which implies that action planning considers codes representing and predicting the emotional consequences of actions. Implications for the control of emotional actions are discussed.     

不同类型集群行为的差异比较

集群行为是个体以群体成员身份参与的以改善群体地位为目标的行动。近年来, 西方心理学在集群行为领域的研究开始呈现差异化分析比较的研究趋势。根据行为模式是否符合社会规范, 可将集群行为分为常规集群行为与违规集群行为。根据参与群体的社会地位, 可将集群行为分为弱势群体集群行为与优势群体集群行为。根据集群行为的成就, 可将结果分为“成功”与“失败”两类。不同类型集群行为所涉及的心理机制、前因变量及发展趋势具有很大差异。今后的研究应探明不同类型集群行为间的内在联系, 重视文化背景因素并加强与其他学科研究成果的结合。     

领导的消极情绪对员工绩效的积极作用

领导情绪对员工绩效有非常重要的影响, 但并非总是遵循“对称假设”。在特定条件下, 领导表达的消极情绪对员工绩效起到积极作用。情绪即社会信息模型(EASI)可以通过情绪表达者、情绪接受者、组织氛围和组织文化四个角度解释这一不对称现象, 但也存在局限性。文章在以往研究的基础上, 从情绪和认知两条路径出发, 对领导情绪和员工绩效间的中介机制及影响因素进行了系统梳理, 并提出了一个整合模型。未来研究应该关注：领导消极情绪表达的时机和程度, 不同类型的消极情绪对员工绩效的影响, 员工情绪反应的差异性。     

Turning the knots in your stomach into bows: Reappraising arousal improves performance on the GRE

This research examined the benefits of interpreting physiological arousal as a challenge response on practice and actual Graduate Record Examination (GRE) scores. Participants who were preparing to take the GRE reported to the laboratory for a practice GRE study. Participants assigned to a reappraisal condition were told arousal improves performance, whereas control participants were not given this information. We collected saliva samples at baseline and after the appraisal manipulation, which were then assayed for salivary alpha amylase (sAA), a measure of sympathetic nervous system activation. Reappraisal participants exhibited a significant increase in sAA and outperformed controls on the GRE-math section. One to three months later, participants returned to the lab and provided their score reports from their actual GRE. Again, reappraisal participants scored higher than controls on the GRE-math section. These findings illuminate the powerful influence appraisal has on physiology and performance both in and out of the laboratory.