Local contrast and maintained generalization.

Pigeons received variable-interval reinforcement for key pecking during presentations of horizontal and vertical line-orientation stimuli, while pecks during five intermediate orientations were extinguished. Lowest peck rates were observed during presentations of negative stimuli adjacent to the positive orientations while peck rate during 45 degrees (the intermediate negative orientation) was relatively high, i.e., there were negative contrast shoulders. When peck rates were manipulated in the positive orientations, peck rate in neithboring orientations changed in the opposite direction. Contrast shoulders faded after prolonged training. A second type of contrast, local contrast, was correlated with similarity of preceding stimulus and different average peck rates during different stages of the discrimination process. The data suggest that sequential local contrast accompanying the formation of a discrimination contributes to the form of generalization gradients. Blough's model of stimulus control predicts the changes in gradient form described here, but may not accurately depict the underlying process responsible for gradient form.     

Fitting longitudinal reduced-rank regression models by alternating least squares

An alternating least squares method for iteratively fitting the longitudinal reduced-rank regression model is proposed. The method uses ordinary least squares and majorization substeps to estimate the unknown parameters in the system and measurement equations of the model. In an example with cross-sectional data, it is shown how the results conform closely to results from eigenanalysis. Optimal scaling of nominal and ordinal variables is added in a third substep, and illustrated with two examples involving cross-sectional and longitudinal data.Financial support by the Institute for Traffic Safety Research (SWOV) in Leidschendam, The Netherlands is gratefully acknowledged.     

Relations between neonatal states and 8-month developmental outcome in preterm infants

This study investigated longitudinal relations between measures of neonatal state behavior and developmental outcome in a sample of preterm infants (N = 16). Results indicate that irritability/reactivity in the neonatal period is positively associated with Bayley scores and exploratory play at 8 months. Conversely, neonatal alertness was not associated with these developmental measures. These preliminary findings, based on a small sample, are discussed in the context of preterm function.     

Personal Contact with Refugees is Key to Welcoming Them: An Analysis of Politicians' and Citizens' Attitudes Towards Refugee Integration

Politicians are influential both in directing policies about refugees and in framing public discourse about them. However, unlike other host country residents, politicians' attitudes towards refugees and integration are remarkably understudied. We therefore examine similarities and differences between politicians' attitudes towards refugee integration and those held by citizens. Based on the stereotype content model, we expect that political ideology informs stereotypes about refugees, which subsequently shape attitudes towards refugee integration. Based on the Contact Hypothesis, we further argue that personal contact with refugees reduces negative stereotypes about them—in particular for those endorsing a right-wing ideology. We draw on data collected via two surveys with 905 politicians and 8013 citizens in the Netherlands to show that (1) unlike those with a left-wing orientation, residents (i.e., both politicians and citizens) with a right-wing orientation hold more negative stereotypes about refugees, which in turn relate to more negative attitudes towards refugee integration; (2) personal contact with refugees is associated with less negative stereotypes among residents; and (3) politicians, compared to citizens, report less negative stereotypes and more positive attitudes towards refugee integration. The practical implication of fostering residents' contact with refugees as well as the implications for future research are discussed.     

Do voices carry valid information about a speaker’s personality?

Research on links between peoples’ personality traits and their voices has primarily focused on other peoples’ personality judgments about a target person based on a target person’s vocal characteristics, particularly voice pitch. However, it remains unclear whether individual differences in voices are linked to actual individual differences in personality traits, and thus whether vocal characteristics are indeed valid cues to personality. Here, we investigate how the personality traits of the Five Factor Model of Personality, sociosexuality, and dominance are related to measured fundamental frequency (voice pitch) and formant frequencies (formant position). For this purpose, we conducted a secondary data analysis of a large sample (2217 participants) from eleven different, independent datasets with a Bayesian approach. Results suggest substantial negative relationships between voice pitch and self-reported sociosexuality, dominance and extraversion in men and women. Thus, personality might at least partly be expressed in people’s voice pitch. Evidence for an association between formant frequencies and self-reported personality traits is not compelling but remains uncertain. We discuss potential underlying biological mechanisms of our effects and suggest a number of implications for future research.     

不同社交媒体使用目的对员工工作绩效的影响机制

基于工作要求-资源理论, 本研究探讨了两种社交媒体使用目的对员工工作绩效影响的内部作用机制, 进而分析两种社交媒体使用目的对员工工作绩效的影响效果。通过369份“领导者-下属”匹配数据, 研究发现：(1)基于工作、社交的社交媒体使用均促进员工工作绩效; (2)基于工作、社交的社交媒体使用均通过工作投入影响工作绩效, 基于社交的社交媒体使用还通过关系冲突影响工作绩效; (3)社交媒体的工作使用和社交使用对员工工作绩效的影响存在相互替代关系。本研究结果不仅从理论上拓展了社交媒体使用的研究视角, 为后续研究提供新的理论框架, 同时通过比较分析为组织管理社交媒体使用提供了新思路。     

Factorial validation and measurement invariance of the French version of the multidimensional competitive orientation inventory (FVMCOI) in the sport field

IntroductionLittle is known about the importance of the adaptive, maladaptive and neutral facets of competitive orientations among French athletes.ObjectiveThe aim of this study is to test the factorial validation and measurement invariance of the French version of the multidimensional competitive orientation inventory (FVMCOI) from the original version (MCOI, Orosz et al., 2018), which included 12 items and four factors (i.e., hypercompetitive orientation, self-developmental competitive orientation, anxiety-driven competition avoidance, and lack of interest toward competition).MethodA series of three complementary studies was carried out with a total sample of 891 competitors.ResultsFollowing cross-cultural validation methods a preliminary version of the FVMCOI was constructed and the clarity of its items was established (study 1). Then, exploratory structural equation modeling (ESEM) confirmed that the four-factor model for the FVMCOI was factorially valid, and consistent with the model of the original version. As such, the multiple-group invariance tests showed that the FVMCOI was partially invariant across both age and gender and fully invariant across type of sport, level of competition and over time (study 2). Finally, the concurrent validity of the FVMCOI was demonstrated through its expected relationships with achievement goals, competitive aggressiveness and anger in sport (study 3).ConclusionThe establishment of the FVMCOI extends the research in sport psychology by allowing an extensive psychometric study of the MCOI in the sport domain and providing deeper insights into the healthy, unhealthy, and neutral nature of competitive orientation in this context. The FVMCOI's potential practical applications in sport context, with some limitations and perspectives of this study, are also discussed.     

Être lesbienne,gay ou bisexuel·le dans une organisation française : le rôle des micro-agressions homonégatives et l’effet médiateur du climat de diversité sexuelle dans le choix de dévoiler ou dissimuler son orientation sexuelle

Lesbians, gays and bisexuals (LGB) can use an array of strategies to reveal or conceal their sexual orientation in the workplace. The purpose of this study is to explore the relationships between perceived homonegative microaggressions in the workplace and those strategies, as well as the mediating effect of LGB-supportive climate in those relationships. A sample of 135 LGB employees has replied to an online questionnaire dealing with these variables. The data were treated through simple linear regressions and the structural equation modelling method. Results highlighted that the effect of microaggressions on sexual identity management in the workplace was mediated by the LGB-supportive climate. There was also a direct and positive relationship between microaggressions and the revealing strategy. Results are discussed in light of the existing literature on the topic. Perspectives at systemic and individual levels to support an LGB-supportive climate and to reduce discrimination experienced by LGB employees are suggested.     

Dynamiques représentationnelles et identitaires au cours de la socialisation professionnelle de jeunes recrues LGBT

This article examines the ways in which representational and identity transformations work during the socialization in the workplace of young LGBT hires, linked to discrimination perceived in their workplace environment as well as their impact on professional goals. Working within the theoretical framework of active socialization, the study is based on the IMIS method and proposes a detailed analysis of two cases recently entering the transportation workplace. The results show that, depending on how severe the perceived discrimination is in the workplace, previous experiences of homophobia encountered in other environments and already built self-image are reactivated in different ways, leading to a more or less important reconstruction of professional and identity representations, as well as the future goals of the individual. These elements are discussed from the point of view of interactions between environments and possible interventions by valuing diversity and accompanying the integration of young hires into organizations.