Decoding facial blends of emotion: Visual field,attentional and hemispheric biases

Most clinical research assumes that modulation of facial expressions is lateralized predominantly across the right-left hemiface. However, social psychological research suggests that facial expressions are organized predominantly across the upper-lower face. Because humans learn to cognitively control facial expression for social purposes, the lower face may display a false emotion, typically a smile, to enable approach behavior. In contrast, the upper face may leak a person’s true feeling state by producing a brief facial blend of emotion, i.e. a different emotion on the upper versus lower face. Previous studies from our laboratory have shown that upper facial emotions are processed preferentially by the right hemisphere under conditions of directed attention if facial blends of emotion are presented tachistoscopically to the mid left and right visual fields. This paper explores how facial blends are processed within the four visual quadrants. The results, combined with our previous research, demonstrate that lower more so than upper facial emotions are perceived best when presented to the viewer’s left and right visual fields just above the horizontal axis. Upper facial emotions are perceived best when presented to the viewer’s left visual field just above the horizontal axis under conditions of directed attention. Thus, by gazing at a person’s left ear, which also avoids the social stigma of eye-to-eye contact, one’s ability to decode facial expressions should be enhanced.     

Perceiving vocal age and gender: An adaptation approach

Aftereffects of adaptation have revealed both independent and interactive coding of facial signals including identity and expression or gender and age. By contrast, interactive processing of non-linguistic features in voices has rarely been investigated. Here we studied bidirectional cross-categorical aftereffects of adaptation to vocal age and gender. Prolonged exposure to young (~ 20 yrs) or old (~ 70 yrs) male or female voices biased perception of subsequent test voices away from the adapting age (Exp. 1) and the adapting gender (Exp. 2). Relative to gender-congruent adaptor-test pairings, vocal age aftereffects (VAAEs) were reduced but remained significant when voice gender changed between adaptation and test. This suggests that the VAAE relies on both gender-specific and gender-independent age representations for male and female voices. By contrast, voice gender aftereffects (VGAEs) were not modulated by age-congruency of adaptor and test voices (Exp. 2). Instead, young voice adaptors generally induced larger VGAEs than old voice adaptors. This suggests that young voices are particularly efficient gender adaptors, likely reflecting more pronounced sexual dimorphism in these voices. In sum, our findings demonstrate how high-level processing of vocal age and gender is partially intertwined.     

Work engagement and voluntary absence: The moderating role of job resources

The present study examined the moderating role of job resources, namely, organizational trust, the quality of employees’ relationship with their manager, and the motivating potential of jobs, on the negative relationship between work engagement and voluntary absence. Employee survey results and absence records collected from the Human Resources department of a construction and consultancy organization in the United Kingdom (n = 325) showed that work engagement was negatively related to voluntary absence, as measured by the Bradford Factor. Furthermore, the results showed that organizational trust and the quality of employees’ relationships with their line managers ameliorated the negative effect of relatively low levels of engagement on voluntary absence. Theoretical and practical implications of the findings are discussed.     

Difference Scores in the Identification of Children with Learning Disabilities It's Time to Use a Different Method

In this article, we identify ten reasons why discrepancy scores (based on differences between IQ and reading achievement scores) provide an inadequate means for identifying children with reading disabilities. We recommend instead that children be identified simply on the basis of problems in reading skills, regardless of their IQs.     

On the Standard and Rational Completeness of some Axiomatic Extensions of the Monoidal T-norm Logic

The monoidal t-norm based logic MTL is obtained from Hájek's Basic Fuzzy logic BL by dropping the divisibility condition for the strong (or monoidal) conjunction. Recently, Jenei and Montgana have shown MTL to be standard complete, i.e. complete with respect to the class of residuated lattices in the real unit interval [0,1] defined by left-continuous t-norms and their residua. Its corresponding algebraic semantics is given by pre-linear residuated lattices. In this paper we address the issue of standard and rational completeness (rational completeness meaning completeness with respect to a class of algebras in the rational unit interval [0,1]) of some important axiomatic extensions of MTL corresponding to well-known parallel extensions of BL. Moreover, we investigate varieties of MTL algebras whose linearly ordered countable algebras embed into algebras whose lattice reduct is the real and/or the rational interval [0,1]. These embedding properties are used to investigate finite strong standard and/or rational completeness of the corresponding logics.     

International Human Rights and National Discretion

This paper argues that the EuropeanCourt of Human Rights couldserve as a model for an international court ofhuman rights to be builtupon the United Nations Committee on HumanRights. It argues that theconcerns states might have over the surrenderof a significant portion oftheir national sovereignity might be lessenedif such an internationalcourt were to incorporate the margin ofappreciation doctrine employed bythe European Court of Human Rights. Thisdoctrine is intended to respectthe customs and traditions of sovereign statesin dealing with humanrights issues, while maintaining that somerights such as the right not tobe tortured will be considered as basic andwill stand independently ofthe customs and traditions of sovereignstates.     

Conditions for factor (in)determinacy in factor analysis

The subject of factor indeterminacy has a vast history in factor analysis (Guttman, 1955; Lederman, 1938; Wilson, 1928). It has lead to strong differences in opinion (Steiger, 1979). The current paper gives necessary and sufficient conditions for observability of factors in terms of the parameter matrices and a finite number of variables. Five conditions are given which rigorously define indeterminacy. It is shown that (un)observable factors are (in)determinate. Specifically, the indeterminacy proof by Guttman is extended to Heywood cases. The results are illustrated by two examples and implications for indeterminacy are discussed.     

Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.