Impression making by résumé layout: Its impact on the probability of being shortlisted

This study examines the effect of the graphical layout of résumés on the shortlisting of applicants for employment interviews. Previous research has investigated the effect of bad printing quality, but this research has explored the impact of a creative layout of résumés of equal quality. A sample of 90 respondents (half professional recruiters, half students) was asked to rank 12 candidates applying for one vacancy. All 12 candidates were presented an equal number of times in three different layout formats—formal on white paper, coloured, and “creative” design. Results suggest that the graphical design may have a substantial impact on the likelihood of being shortlisted, where formal designs were preferred over the “creative” layouts. Professional recruiters were only slightly less influenced by the layout than nonprofessionals. Implications for employers and jobseekers are discussed.     

The effect of response style bias on the measurement of transformational,transactional, and laissez-faire leadership

Transformational, transactional, and laissez-faire leadership are considered to be three distinct leadership styles. In this research we argue that response style behaviour in the form of acquiescence and extreme response style can distort the measurement of these dimensions of leadership. Using a sample of 864 employees selected from 135 work teams, this research demonstrates that (1) response styles affect measurement; (2) divergent validity of the three dimensions increases when response styles are taken into account; (3) gender is spuriously related to leadership upon response styles; and (4) team ratings substantially change when controlling for response styles bias. As a secondary topic of this research, we elaborate on a relatively new approach in diagnosing response styles, i.e., a confirmatory latent-class factor analysis. We explain the advantages of this approach and illustrate the steps a researcher has to take in conducting this type of analysis.     

Positivity bias in employees' self-ratings of performance relative to supervisor ratings: The roles of performance type,performance-approach goal orientation,and perceived influence

As hypothesized, data from two field studies among employees and their supervisors showed that employees are more likely to positively bias their self-ratings relative to supervisor ratings when creative performance rather than inrole performance is being evaluated. In addition, employees' performance-approach goal orientation and perceived influence were found to enhance positivity bias in self-ratings of creative performance. Moreover, performance-approach goal orientation and perceived influence appeared to combine and interact in their effects, such that the impact of perceived influence on positivity bias in self-ratings was larger when performance-approach goal orientation was weaker rather than stronger.     

The association of relational and physical victimization with hostile attribution bias,emotional distress,and depressive symptoms: A cross‐cultural study

The purpose of the present study was to examine the association between relational victimization and socio‐cognitive patterns (i.e. hostile attribution biases and emotional distress) or social–psychological adjustment problems (i.e. depressive symptoms) in Japanese and European American children (N = 272; ages 9–10). Results showed that relational victimization, which was conceptually different from physical victimization, was associated with a greater level of emotional distress for an overall sample; however, the links between relational victimization and hostile attribution biases and depressive symptoms were evidenced only for Japanese children. A follow‐up analysis revealed that hostile attribution biases had a direct effect on depressive symptoms for European American children; however, these biases mediated the link between relational victimization and depressive symptoms for Japanese children. These findings are discussed from normative and cross‐cultural perspectives.     

Exploring the Reliability and Validity of the DAT-K in Grade 11 Learners in a Historically Disadvantaged School in Johannesburg,South Africa

This study explored the reliability and validity of the Differential Aptitude Test—Form K (DAT-K) in a sample of 75 learners (mean age = 17.1 years, SD = 1.13) from a previously disadvantaged school in Johannesburg. Adequate reliability coefficients were obtained but coefficients were higher for nonverbal than verbal subtests. Face validity was judged to be adequate but construct validity was questionable. All subtests correlated within cluster (verbal, non-verbal) but all the subtests with the exception of the Comparison subtest loaded highly on a single factor. Examination of the influence of language as a variable suggested that learners whose home language was an African language did significantly poorer on all the DAT-K subtests except for the Comparison subtest. These findings lend support to the arguments that psychological testing in South Africa is problematic particularly in individuals who do not speak English as their first language.     

“Never reflected anywhere”: Body image among ethnoracialized gay and bisexual men

A growing body of literature has highlighted the increased prevalence of body image concerns and associations with health outcomes among gay and bisexual men (GBM). Little research, however, has examined the link between body image and social oppression for ethnoracialized GBM. Using an intersectionality lens and qualitative inductive analysis, data were collected through focus groups and interviews with GBM (n = 61) who identify with one of four ethnoracial groups (Black, East/Southeast Asian, South Asian, Latino/Brazilian). Three main themes emerged: (1) body image idealization in gay/bisexual male culture, (2) negotiating a racialized body image, and (3) negotiating the impact of body image on relationship with self and others. The study results highlighted how multiple forms of oppression (e.g., racism, sexism) intersected with one another to impact the body image and overall well-being among ethnoracialized GBM.     

Revisiting desirable response bias in well-being reports

Growing popular interest in positive psychology may have important implications for the measurement of well-being. Five studies tested the prediction that well-being ratings are influenced by desirability bias. In Study 1, participants (N?=?176) instructed to fake good endorsed higher well-being; those instructed to fake bad endorsed lower well-being, compared to controls. In Studies 2 and 3 (N’s?=?111, 121), control participants endorsed higher levels of well-being compared to those attached to a bogus pipeline. These differences were mediated by desirability bias. In Study 4 (N?=?417), instruction manipulations did not affect well-being levels, but presenting a desirability measure prior to well-being measures attenuated the correlations between them. In Study 5 (N?=?391), however, this order effect did not replicate. We discuss the importance of continued vigilance for desirability bias in well-being research as a ready solution to this clear problem remains elusive.     

Response demands and the recruitment of heuristic strategies in syllogistic reasoning

Two experiments investigated whether dealing with a homogeneous subset of syllogisms with time-constrained responses encouraged participants to develop and use heuristics for abstract (Experiment 1) and thematic (Experiment 2) syllogisms. An atmosphere-based heuristic accounted for most responses with both abstract and thematic syllogisms. With thematic syllogisms, a weaker effect of a belief heuristic was also observed, mainly where the correct response was inconsistent with the atmosphere of the premises. Analytic processes appear to have played little role in the time-constrained condition, whereas their involvement increased in a self-paced, unconstrained condition. From a dual-process perspective, the results further specify how task demands affect the recruitment of heuristic and analytic systems of reasoning. Because the syllogisms and experimental procedure were the same as those used in a previous neuroimaging study by Goel, Buchel, Frith, and Dolan (2000), the result also deepen our understanding of the cognitive processes investigated by that study.     

Temporal distinctiveness and repetition benefits in task switching: Disentangling stimulus-related and response-related contributions

Despite the popularity of the Wason selection task in the psychology of reasoning, doubt remains as to whether card choices actually reflect a process of reasoning. One view is that while participants reason about the cards and their hidden sides—as indicated by protocol analysis—this reasoning merely confabulates explanations for cards that were preconsciously cued. This hypothesis has apparently been supported by studies that show that participants predominantly inspect cards which they end up selecting. In this paper, we reanalyse the data of one such study, which used eye-movement tracking to record card inspection times (Ball, Lucas, Miles, & Gale, 2003). We show that while cards favoured by matching bias are inspected for roughly equal lengths of times, their selection rates are strongly affected by their logical status. These findings strongly support a two-stage account in which attention is necessary but not sufficient for card selections. Hence, reasoning does indeed affect participants' choices on this task.     

The fan effect influences face recognition but does not moderate the own-age bias

ABSTRACT

The fan effect shows that memory is superior for information associated with few contexts relative to information associated with many contexts. The current study examined the fan effect within face recognition. Participants studied faces in which eye regions were associated with only one face (low-fan) or several faces (high-fan). Additionally, we examined whether featural fan might moderate in-group biases (i.e. in-group faces are better remembered than out-group faces). To this end, we manipulated occupation status (Experiment 1) and age (Experiment 2) of studied faces, and presented high- and low-fan faces. Results showed that low-fan faces were better remembered than high-fan faces. We did not detect an in-group bias as a function of occupation status, but there was a robust own-age bias. Fan type did not moderate the own-age bias, however. Although face recognition is sensitive to featural fan, the effect does not appear to differentially impact the own-age bias..