Seeing the mind of robots: Harm augments mind perception but benevolent intentions reduce dehumanisation of artificial entities in visual vignettes

According to moral typecasting theory, good- and evil-doers (agents) interact with the recipients of their actions (patients) in a moral dyad. When this dyad is completed, mind attribution towards intentionally harmed liminal minds is enhanced. However, from a dehumanisation view, malevolent actions may instead result in a denial of humanness. To contrast both accounts, a visual vignette experiment (N = 253) depicted either malevolent or benevolent intentions towards robotic or human avatars. Additionally, we examined the role of harm-salience by showing patients as either harmed, or still unharmed. The results revealed significantly increased mind attribution towards visibly harmed patients, mediated by perceived pain and expressed empathy. Benevolent and malevolent intentions were evaluated respectively as morally right or wrong, but their impact on the patient was diminished for the robotic avatar. Contrary to dehumanisation predictions, our manipulation of intentions failed to affect mind perception. Nonetheless, benevolent intentions reduced dehumanisation of the patients. Moreover, when pain and empathy were statistically controlled, the effect of intentions on mind perception was mediated by dehumanisation. These findings suggest that perceived intentions might only be indirectly tied to mind perception, and that their role may be better understood when additionally accounting for empathy and dehumanisation.     

The first direct replication on using verbal credibility assessment for the detection of deceptive intentions

Verbal deception detection has gained momentum as a technique to tell truth‐tellers from liars. At the same time, researchers' degrees of freedom make it hard to assess the robustness of effects. Replication research can help evaluate how reproducible an effect is. We present the first replication in verbal deception research whereby ferry passengers were instructed to tell the truth or lie about their travel plans. The original study found truth‐tellers to include more specific time references in their answers. The replication study that closely mimicked the setting, procedure, materials, coding, and analyses found no lie–truth difference for specific time references. Although the power of our replication study was suboptimal (0.77), Bayesian statistics showed evidence in favor of the null hypothesis. Given the great applied consequences of verbal credibility tests, we hope this first replication attempt ignites much needed preregistered, high‐powered, multilab replication efforts.     

Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

Training and Supervising Lay Providers in Kenya: Strategies and Mixed-Methods Outcomes☆☆☆

ObjectiveTraining lay providers to deliver mental health interventions is both effective and cost-effective. However, more research is needed to document training and supervision procedures and to collect lay providers’ feedback.MethodsThis study documents training and supervision from a randomized controlled trial of the Shamiri intervention, a four-session, school-based intervention that significantly reduced symptoms of anxiety and depression in Kenyan adolescents. We delivered a 10-hour training to 13 lay providers, M (SD)_age = 21.00 (1.95), %_female = 61.54. We also hosted 30-minute supervision meetings twice weekly. Training and supervision were delivered primarily by undergraduates. Independent raters coded session recordings for fidelity and quality of services, and we collected quantitative and qualitative feedback from lay providers.ResultsReliability and mean ratings for all six of our fidelity and quality measures (delivering required content, adhering to specified details, thoroughness, skillfulness, clarity, and purity) were very good to excellent. Lay provider quantitative ratings of training were also overwhelmingly positive, with an overall satisfaction rating of 6.46/7.00. We identified central qualitative themes in lay provider comments: Generally, comments about training style, content, and personal interactions were overwhelmingly positive, and many lay providers reported personal growth. Comments about timing and location of training were mixed.ConclusionsThis study provides preliminary evidence that a very brief training delivered primarily by undergraduates can teach high school-graduate lay providers to deliver effective mental health interventions. Additionally, we discuss lessons learned and implications for future research, including the importance of considering local context when planning and of continuously collecting and addressing lay provider feedback.     

Social-cognitive predictors of intention to vaccinate against the human papillomavirus in college-age women

This study examined social-cognitive predictors of college-age women's intentions to obtain the human papillomavirus (HPV) vaccine using the Health Belief Model (HBM) and Theory of Planned Behavior (TBP) as theoretical guides. Questionnaire data were collected from 143 women at a Midwestern university. Among the HBM variables, perceived susceptibility to HPV, perceived benefits of the vaccine, and self-efficacy to obtain the vaccine were significant predictors. Among the TPB variables, positive attitudes toward the vaccine and beliefs that important others would support vaccination predicted intentions. A model with all HBM and TPB variables explained nearly 60% of the variance in intentions. Comparison of the theories suggests that the TPB is a better predictor of intentions than the HBM. Results suggest that targeting personal beliefs about the vaccine, and increasing acceptance for the vaccine among social network members, may increase vaccination intentions among college-age women.     

Leadership style,salesperson's work effort and job performance: the influence of power distance

As multinational organizations increase operations in emerging economies, firms need to understand how cultural values prevailing in a host country can influence leadership practices developed and practiced in Western economies. This study explores the relationships among leadership styles and salespeople's attitudes and behaviours with data from salespeople in India with power distance measured at the individual level. Results suggest that for employees' instrumental leadership is more effective in promoting employee effort and increasing job performance. In addition, the relationship between satisfaction with supervisor and turnover intentions is weaker or insignificant, while the relationship between satisfaction with supervisor and effort is stronger for employees in higher power distance organizations. The study highlights cultural sensitivities that need to be considered in formulating an effective leadership style in emerging market contexts.     

The emergence and implementation of health goals

Abstract

Modern theorizing on goals is applied to an analysis of the implementation and the emergence of health goals. First, a model of action phases and its concomitant concepts of implemental mindsets and implementation intentions (Gollwitzer, 1990, 1993) are used to explore how the initiation of health goal directed behaviors can be facilitated and how the performance of health goal directed actions is enhanced. Second, recent theorizing on the psychology of thinking about the future (Oettingen, 1996; 1997) is employed to discuss conditions and processes of the emergence of health goals. It is suggested that contrasting positive fantasies about the future with reflections on the negative aspects of reality create binding health goals that reliably affect people's behaviors.     

The use of implementation intentions and the decision balance sheet in promoting exercise behaviour

Although increasing exercise and fitness has often been associated with positive health outcomes, infrequent exercise participation has remained a problem. Since two distinct motivational and volitional phases to goal pursuit have been proposed, a combined motivational (decision balance sheet, DBS) and volitional (implementation intentions) intervention was predicted to be more effective in increasing exercise behaviour than a control or either strategy alone. A total of 86 students were randomly assigned to one of the four conditions, and were all asked to try to exercise two more times a week than they currently did, over a four week period. Their fitness levels were measured through fitness tests conducted pre- and post-intervention. A priori orthogonal contrasts indicated that the experimental strategies produced a greater increase in exercise frequency and total time spent exercising per week and accordingly showed greater fitness improvements than the control group. Moreover, the volitional groups taken together produced greater increase in time spent exercising and a marginally greater improvement in frequency than the DBS alone. The combined intervention led to improvements in fitness and marginal increases in frequency over the implementation intention alone group. It is proposed that for the combined group the DBS may have aided recall of the implementation intention or increased commitment to it, as remembering and then acting on the plan, in the stated place and time, mediated the implementation intention–behaviour relationship. The combined intervention produced the greatest fitness improvements, indicating that this strategy can lead to important health benefits.     

Effects of contextual questions on experimentally induced dysphoria

In a replication and extension of Watkins, Teasdale, and Williams (2003), a scrambled sentences paradigm was used to test whether prompting contextual processing of negative cognitive primes would limit the activation of dysphoric mood. Participants were divided into two groups and, after a dysphoric mood induction procedure, were asked to unscramble sentences that either did or did not emphasise the contextual aspects of moods. Consistent with Watkins et al., participants’ despondency decreased significantly more in the contextual group than in the neutral group. This effect could not be accounted for by variations in the way sentences were unscrambled.