Sampling Methods for Identifying Differences in Source Reliability

This study explored observer performance in using across-trial and within-trial variability information to weight sources based on reliability. Three trained observers performed a multi-element, visual signal-detection task under 3 block-type conditions: a fixed block condition and 2 random conditions. In the fixed block condition, the observers had both within- and across-trial variability information to identify differences in source reliability. The random conditions eliminated the across-trial information, leaving only within-trial variability information in 1 case and neither within- nor across-trial variability information in another case. There was a significant block-type effect. Observers could use differences in across-trial variability of individual sources to assign weights. Although there was a difference in the weights assigned to reliable and unreliable sources in the partial-random condition (in which within-trial variability information was available), only 1 participant showed a significant difference in the weight assignment relative to the full-random condition. Thus, altogether, observers were not very efficient at using within-trial variability to weight sources accordingly.     

Information Transmission in Young Children: When Social Information Is More Important Than Nonsocial Information

The authors’ aim was to use a highly novel open diffusion paradigm to investigate the transmission of social information (i.e., gossip) and general knowledge within 2 groups of 10- and 11-year-old children. Four children, 2 from each group, acted as a primed information source, selected on the basis of sex and dominance ranking (high or low) within the group. Each source received 1 piece of gossip and 1 piece of general knowledge from the experimenter during natural class interaction, and the information was allowed to diffuse naturally within the group. Results revealed that gossip was transmitted more frequently than knowledge, and that male sources were more likely to transmit gossip than female sources. The relationship between characteristics of the source, and characteristics of the gossip recipient, also appeared influential with the dominant male source transmitting gossip to exclusively to friends, and the nondominant male source transmitting to individuals of higher peer regard than themselves.     

Company Norms Affect Which Traits are Preferred in Job Candidates and May Cause Employment Discrimination

This study investigated a possible mechanism behind employment discrimination. Participants completed a recruitment task where emphasis on cohesion (employees should “fit in”) versus fairness (everybody should be treated equally) was manipulated by describing the norms of a fictitious company differently. There was a comparatively stronger preference in the cohesion condition for traits and interview questions related to social competence (e.g., friendliness, gregariousness, empathy). Furthermore, participants in the cohesion condition primarily pictured socially competent employees, whereas those in the fairness condition primarily pictured employees possessing productivity-related characteristics (e.g., education, experience, and talent). The norm effect was moderated by participants’ awareness of the applicants’ ethnicity. When expecting applicants with foreign backgrounds, participants in the cohesion condition showed increased preference for selection methods related to social competence. Implications for recruitment practices are discussed.     

Harmful Ideas,The Structure and Consequences of Anti‐Semitic Beliefs in Poland

The harmfulness of anti‐Semitic beliefs is widely discussed in current political and legal debates (e.g., Cutler v. Dorn). At the same time, empirical studies of the psychological consequences of such beliefs are scarce. The present research is an attempt to explore the structure of contemporary anti‐Semitic beliefs in Poland—and to evaluate their predictive role in discriminatory intentions and behavior targeting Jews. Another aim was to determine dispositional, situational, and identity correlates of different forms of anti‐Semitic beliefs and behavior. Study 1, performed on a nation‐wide representative sample of Polish adults (N = 979), suggests a three‐factorial structure of anti‐Semitic beliefs, consisting of: (1) belief in Jewish conspiracy, (2) traditional religious anti‐Judaic beliefs, and (3) secondary anti‐Semitic beliefs, focusing on Holocaust commemoration. Of these three beliefs, belief in Jewish conspiracy was the closest antecedent of anti‐Semitic behavioral intentions. Study 2 (N = 600 Internet users in Poland) confirmed the three‐factor structure of anti‐Semitic beliefs and proved that these beliefs explain actual behavior toward Jews in monetary donations. Both studies show that anti‐Semitic beliefs are related to authoritarian personality characteristics, victimhood‐based social identity, and relative deprivation.     

对信息源的正向跟随倾向对决策效果的影响*

采用实验研究的方法,检验了二元选择情形下高准确率信息源(准确率x >50%)和低准确率信息源(准确率为1?x)对决策者预测效果的影响。尽管从逻辑上二者从准确率层面具有完全相等的信息价值,然而研究结果显示,决策者更倾向于采用正向跟随而非逆向跟随的方式处理来自信息源的信息。这导致低准确信息源的价值未能得以充分利用。学习和信息源的规范性对该信息处理倾向起到调节作用。     

Knowing what to look for: Voice affects face race judgements

The study examined the effect that auditory information (speaker language/accent: Japanese or French) had on the processing of visual information (the speaker's race: Asian or Caucasian) in two forced-choice tasks: Classification and perceptual judgement on animated talking characters. Two (male and female) sets of facial morphs were constructed such that a 3-D head of Caucasian appearance was gradually morphed (in 11 steps) into one of Asian appearance. Each facial morph was animated in association with spoken French/Japanese or English with a French/Japanese accent. To examine the auditory effect, each animation was played with or without sound. Experiment 1 used an Asian or Caucasian classification task. Results showed that faces heard in conjunction with Japanese or a Japanese accent were more likely to be classified as Asian compared to those presented without sound. Experiment 2 used a same or different judgement task. Results showed that accuracy was improved by hearing a Japanese accent compared to without sound. These results were discussed in terms of the voice information acting as a cue to assist in organizing and attending to face features.     

Recruitment sources and organizational attraction: A field study of Belgian nurses

Previous research on recruitment sources has mostly focused on posthire instead of prehire outcomes and has typically applied a very rudimentary classification of sources on the basis of the formal–informal distinction. The present study relied on a theory-driven taxonomy to identify four major types of recruitment sources (recruitment advertising, recruitment events, publicity, and word of mouth) and applied a source credibility perspective to predict differential relationships of these sources with organizational attractiveness. In a sample of 184 job-seeking nurses in Belgium, characterized by a high labour market demand, it was found that job seekers who spent more time on receiving employment information through experiential recruitment sources such as events and word of mouth perceived this information as more credible. In addition, job seekers' exposure to word of mouth was strongly positively related to their attraction to organizations as an employer. This relationship was partially mediated by the perceived credibility of the received employment information. Therefore, the results of this field study suggest that to enhance their attractiveness as an employer for job seekers, especially those in high demand on the labour market, recruiting organizations should provide credible employment information and stimulate the use of word of mouth as a recruitment source.     

Policing,profiling and discrimination law: US and European approaches compared

Counter-terrorism officials in the USA and the UK responded to the events of 11 September 2001 and 7 July 2005 with an increasing resort to the use of ‘intelligence-led policing’ methods such as racial and religious profiling. Reliance on intelligence, to the effect that most people who commit a certain crime have a certain ethnicity, can lead to less favourable treatment of an individual with that ethnicity because of his membership in that group, not because of any act he is suspected or known to have committed. This paper explains the context in which intelligence-led policing flourishes, and how this discussion contributes to the profiling debate in both the USA and the UK, and then sets out two key contentions. First, we argue that Article 14 ECHR as applied under the UK Human Rights Act has a more protective, and less ‘prosecutorial’, conception of discrimination than has the US Equal Protection Clause, meaning that judges need not find a discriminatory motive to find that discrimination has occurred. Second, we contend that Article 14 provides the judiciary with the key tool of proportionality, which, when properly applied, makes it harder for discrimination to stand up to scrutiny.     

Inducing Hypocrisy to Reduce Prejudicial Responses among Aversive Racists

Might a hypocrisy induction procedure reduce prejudicial behavior among aversive racists? We identified aversive racists as individuals low in explicit prejudice but high in implicit prejudice toward Asians. Results revealed that aversive racists, but not truly low prejudiced participants (i.e., those low in both explicit and implicit prejudice), responded to a hypocrisy induction procedure with increased feelings of guilt and discomfort, compared to those in a control condition. Furthermore, aversive racists, but not low prejudiced participants, responded to a hypocrisy induction procedure with a reduction in prejudicial behavior. These results suggest that consciousness raising might play an important role in motivating aversive racists to reduce their prejudicial behavior.