Reducing demand for ineffective health remedies: overcoming the illusion of causality

Abstract

Objective: We tested a novel intervention for reducing demand for ineffective health remedies. The intervention aimed to empower participants to overcome the illusion of causality, which otherwise drives erroneous perceptions regarding remedy efficacy.

Design: A laboratory experiment adopted a between-participants design with six conditions that varied the amount of information available to participants (N?=?245). The control condition received a basic refutation of multivitamin efficacy, whereas the principal intervention condition received a full contingency table specifying the number of people reporting a benefit vs. no benefit from both the product and placebo, plus an alternate causal explanation for inefficacy over placebo.

Main outcome measures: We measured participants’ willingness to pay (WTP) for multivitamin products using two incentivized experimental auctions. General attitudes towards health supplements were assessed as a moderator of WTP. We tested generalisation using ratings of the importance of clinical-trial results for making future health purchases.

Results: Our principal intervention significantly reduced participants’ WTP for multivitamins (by 23%) and increased their recognition of the importance of clinical-trial results.

Conclusion: We found evidence that communicating a simplified full-contingency table and an alternate causal explanation may help reduce demand for ineffective health remedies by countering the illusion of causality.     

Clustering of diet,physical activity and smoking and a general willingness to change

Addressing multiple health behaviours are important in preventing disease and mortality. The present study investigated the clustering of health behaviours, cognitive determinants and stages of change in 2827 adults for the lifestyle factors of physical activity, fruit, vegetable and fat consumption and smoking. The results showed that only 3% of the total population met recommended guidelines for all of the five behaviours. Behaviours were found to be weakly associated. Behaviour-specific cognitions and stages of change for the behaviours clustered more strongly, however. With respect to diet and physical activity, respondents in the preparation stage for one behaviour were likely also to be preparing to change another behaviour. Possible mechanisms for the apparent general willingness to change multiple behaviours are discussed, as well as potential implications for health promotion practice.     

Long‐term Self‐monitoring of Weight: A Case Study

The aim of this study was to examine the self‐monitoring of weight on a daily basis over a long period of time in order to understand the process of weight regain. An obese female client measured her weight every morning over a period of 10 years. The subject made a total of 2081 weight measurements. Thus, her weight was measured on 67% of all possible days. After the initial weight loss a pattern of gradual weight gain was observed. The subject gained weight during August and September, and at the end of December, in particular. Furthermore, her weight increased slightly at the weekends. This case study highlights the advantage of self‐monitoring of weight on a daily basis. Individual patterns of weight change possibly associated with season and weekly variation may be crucial when obese subjects try to maintain their weight after weight loss. However, it may take several months or even years to detect the weekly and yearly rhythms or other patterns in the data. Thus, self‐control of weight is problematic, since patterns in the weight regain process are difficult to detect. This may be one reason why self‐control of weight is so difficult.     

文化产品研究——文化心理学的独特视角

作为行为研究的重要补充,文化产品研究在文化心理学领域发挥了重要的作用.文化产品研究主要采用内容分析的方法,可以揭示不同时空下文化本身、人们的心理与行为的特征.中国未来的心理学研究可以利用文化产品来研究揭示不同民族、不同国家的文化和心理差异,以及近几十年社会巨变对中国人的和行为的影响,最终促进国家进步、人民幸福、社会和谐.     

Team change climate: A group-level analysis of the relationships among change information and change participation,role stressors,and well-being

We explored whether teams develop shared perceptions regarding the quantity and quality of information and the extent of participation in decision making provided in an environment of continuous change. In addition, we examined whether change climate strength moderated relationships between change climate level and team outcomes. We examined relationships among aggregated change information and change participation and aggregated team outcomes, including two role stressors (i.e., role ambiguity and role overload) and two indicators of well-being (i.e., quality of worklife and distress). Questionnaires were distributed in an Australian law enforcement agency and data were used from 178 teams. Structural equation modelling analyses, controlling for a marker variable, were conducted to examine the main effects of aggregated change information and aggregated change participation on aggregated team outcomes. Results provided support for a model that included method effects due to a marker variable. In this model, change information climate was significantly negatively associated with role ambiguity, role overload, and distress, and significantly positively associated with quality of worklife. Change participation climate was significantly positively associated with quality of worklife. Change climate strength did not moderate relationships among change climate level and team outcomes.     

Good intentions and failed implementations: Understanding culture-based resistance to organizational change

Based on the insight that culture shapes resistance to change in an organization, and the recognition that cultures of organizations are embedded in a broader societal culture, this study seeks to provide empirical evidence on how societal-based cultural understandings and values within an organization serve as a source of resistance to change among employees. The study is based on a case study of a medium-sized Turkish company. The study shows how certain managerial decisions toward a professionally running organizational design are difficult to implement due to societal-based patterns of understandings and meaning systems gathered around status, hierarchy, and emotion-based (personalized) relations in the company.     

Effects of membership change on open discussion and team performance: The moderating role of team tenure

This study identified temporal conditions when membership change may enhance or diminish team functioning. Using a longitudinal repeated measures design surveying 41 R&D teams, this study examined whether team tenure moderated the relationship of membership change with open discussion and team performance. The results illustrated that increasing membership change was positively associated with both open discussion and team performance for newly formed teams, whereas this association was negative for long-serving teams. Thus, what matters is not so much whether a team's membership changes but rather whether the team's longevity supports or impedes adaptation to personnel changes.     

Building commitment to change: The role of perceived supervisor support and competence

Commitment to change is considered the glue that binds people and change goals. Still, few studies have explored how employees develop their commitment to organizational change. The present study examined the relationship between supervisor competence and support, and employee's commitment to change. Participants were 210 full-time employees from two public organizations that had recently faced major change interventions resulting from governmental directives. As predicted, perceived supervisor support fully mediated the positive relationship between competence and affective and normative commitment to change. On the other hand, supervisor competence was negatively related to continuance commitment to change. These findings illustrate how supervisors can shape employees' reactions to change.     

The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour

Building on an interactionist approach, the present study investigated the moderating role of two task design characteristics, namely task autonomy and feedback from job, in the relationship between dispositional resistance to change and innovative work behaviour. Consistent with a trait activation perspective, it was specifically hypothesized that dispositional resistance to change would have a stronger, positive association with innovative performance when autonomy and feedback were high than when they were low. In a sample of 270 employees from the public sector, task autonomy was found to significantly interact with both composite resistance to change and with three of the four dimensions (routine seeking, short-term thinking, and emotional reaction). Simple slope analyses specifically revealed that individuals high in short-term thinking and emotional reaction exhibited positive relationships with innovative behaviour only in the case of high task autonomy, whereas in the case of low autonomy the relationship was nonsignificant. Furthermore, feedback from job was found to moderate the relationship between overarching dispositional resistance to change, short-term thinking, and emotional reaction, on one hand, and innovative performance, on the other, such that a positive and significant association emerged only in the case of high feedback.     

How can a stereotype inconsistency bias be encouraged in communication?

This study aimed to investigate what conditions can lead to a bias for communicating stereotype inconsistent (SI) information, relative to stereotype consistent (SC) information. Sixty‐three undergraduate university students (22 males, 41 females; M_age = 21.25) read a story about an Arab man who exhibited characteristics consistent and inconsistent with the stereotype of Arab men. The story was transmitted through 21 three‐person communication chains; each participant rewrote the story from memory for the next person in the chain to read, with only the first participant in each chain reading the original story. As hypothesized, when a surprising category conjunction was formed by pairing the primary stereotype (Arab men) with a secondary stereotype of a contradictory nature (kindergarten teachers), SC information was circulated less than SI information. This was also the case when a causal explanation was provided that accounted for the unexpected SI information. Findings indicate the potential of techniques that elicit cognitive elaboration of SI information to encourage an SI bias in communication, and show promise for exploring ways to reduce the impact of negative stereotypical information in the long term.