The Conceptualization of Team Flow

Despite the noted potential for team flow to enhance a team's effectiveness, productivity, performance, and capabilities, studies on the construct in the workplace context are scarce. Most research on flow at the group level has been focused on performance in athletics or the arts, and looks at the collective experience. But, the context of work has different parameters, which necessitate a look at individual and team level experiences. In this review, we extend current theories and essay a testable, multilevel model of team flow in the workplace that includes its likely prerequisites, characteristics, and benefits.     

Dynamic probability of reinforcement for cooperation: Random game termination in the centipede game

Experimental games have previously been used to study principles of human interaction. Many such games are characterized by iterated or repeated designs that model dynamic relationships, including reciprocal cooperation. To enable the study of infinite game repetitions and to avoid endgame effects of lower cooperation toward the final game round, investigators have introduced random termination rules. This study extends previous research that has focused narrowly on repeated Prisoner's Dilemma games by conducting a controlled experiment of two‐player, random termination Centipede games involving probabilistic reinforcement and characterized by the longest decision sequences reported in the empirical literature to date (24 decision nodes). Specifically, we assessed mean exit points and cooperation rates, and compared the effects of four different termination rules: no random game termination, random game termination with constant termination probability, random game termination with increasing termination probability, and random game termination with decreasing termination probability. We found that although mean exit points were lower for games with shorter expected game lengths, the subjects' cooperativeness was significantly reduced only in the most extreme condition with decreasing computer termination probability and an expected game length of two decision nodes.     

Fragility of happiness moderates the influence of negative predictors of subjective well-Being

Background and Objectives: Valuing happiness, negative life circumstances, and neuroticism have been found to negatively predict subjective well-being (SWB). It was hypothesized that holding fragility of happiness beliefs (the belief that happiness is fleeting and may easily turn into less favorable states) would moderate the relationships between these predictors and SWB.

Methods: The sample consisted of 338 Korean participants who responded to an online survey (M_age?=?26.19). Multiple regression with centered variables was used to test the hypotheses.

Results: Consistent with the hypotheses, the results showed that fragility of happiness had an exacerbating effect on these negative associations. That is, the negative relationships between the predictors and SWB were stronger for individuals who reported higher fragility of happiness.

Conclusions: These results indicate that people’s notions of the nature of well-being may come to exacerbate the impact of negative predictors of SWB.     

The Influence of Physical Elevation in Buildings on Risk Preferences: Evidence from a Pilot and Four Field Studies

Little empirical research has been reported on the role of spatial positioning inside buildings on consumer behavior. Based on embodied cognition literature, we propose that elevation from street level influences risk preferences. In a pilot study and four field studies involving financial decisions with both hypothetical and real payoffs, we find evidence that high physical elevation increases risk‐seeking tendencies. Furthermore, we demonstrate that elevation leads to riskier behavior by increasing sensitivity to power. Finally, we establish a boundary condition for the impact of elevation on risk preferences by demonstrating that the effect attenuates when accessibility of physical elevation is low. These findings show that a subtle environmental parameter—physical elevation from street level—can influence human psychological states and consequently affect decisions.     

The effect of cognitive testing and feedback on older adults’ subjective age

Subjective age, or how old a person feels, is an important measure of self-perception that is associated with consequential cognitive and health outcomes. Recent research suggests that subjective age is affected by certain situations, including cognitive testing contexts. The current study examined whether cognitive testing and positive performance feedback affect subjective age and subsequent cognitive performance. Older adults took a series of neuropsychological and cognitive tests and subjective age was measured at various time points. Participants also either received positive or no feedback on an initial cognitive task, an analogies task. Results showed that participants felt older over the course of the testing session, particularly after taking a working memory test, relative to baseline. Positive feedback did not significantly mitigate this subjective aging effect. Results suggest that subjective age is malleable and that it can be affected by standard cognitive and neuropsychological test conditions.     

Effet Pygmalion en milieu organisationnel : une analyse de ses mécanismes explicatifs,effets principaux et conditions d’influence

The elusiveness of the Pygmalion effect is both fascinating and frustrating. It is probably why an important leadership phenomenon was for so long neglected by the research. Meta-analyzes identified on the Pygmalion effect in organizational environment show relatively robust effects, confirming the existence of this phenomenon. The aim of this article is to revisit the literature on the Pygmalion effect to better understand this phenomenon. Through research in the field of education and those of organizational sciences, it was possible to draw a portrait of the state of the research of the Pygmalion effect in the workplace. On the one hand, this article identifies leadership and self-efficacy as explanatory mechanisms of the Pygmalion effect. On the other hand, the text also discusses conditions that diminish or amplify this phenomenon by dividing them into three categories: (a) employee characteristics, (b) supervisor characteristics, and (c) work context.     

When Self-Interest Matters

The relative influence of self-interest and values on policy preferences was assessed experimentally in a national survey that posed questions about three contemporary political issues—Social Security reform, the home mortgage interest tax deduction, and health care benefits for domestic partners. For each issue, respondents were randomly assigned to one of three priming conditions that influenced the frame of reference for their policy evaluations. The results show that people are more likely to recognize their own self-interest, and to act upon it, when their stakes in the policy are clear or when they have been primed to think about the personal costs and benefits of the policy. This relationship is somewhat weakened but not eliminated when sociotropic considerations are primed. People with a smaller stake in an issue are less likely to behave on the basis of self-interest and more likely to be influenced by their values and symbolic predispositions, especially when exposed to information that cues sociotropic concerns, group identifications, or value orientations.     

Overt and covert aggression in work settings in relation to the subjective well‐being of employees

Aggressive behavior was studied in workplaces having (1) predominantly male, (2) predominantly female, or (3) both male and female employees in equal or near equal frequencies. In addition to examining the occurrence of different types of aggression in these workplaces, the question of whether being a target of aggression is related to employees’ subjective well‐being was addressed. One hundred sixty‐nine participants (mainly 30–50 years of age) employed in a wide range of organizations in the public sector completed a questionnaire measuring four types of observed and experienced aggression: direct overt, indirect manipulative, covert insinuative, and rational‐appearing aggression. Indirect manipulative and rational‐appearing aggression were perceived to be the most widely used aggression styles in the work context. In the predominantly male workplaces, the men were perceived to use more of all types of aggression than in the predominantly female workplaces. The women’s aggression was not related to the relative number of females and males with whom they worked. Participants were divided into two groups on the basis of the extent to which they estimated themselves to be targets of workplace aggression. Those who considered themselves to be victims of workplace aggression suffered significantly more from psychosocial problems and physical symptoms than those who had been victimized to a lesser extent or not at all. The victimized group also considered the aggression they had suffered to be the reason for their psychosocial and health problems. Aggr. Behav. 27:360–371, 2001. © 2001 Wiley‐Liss, Inc.     

运用联结主义模型研究知觉边界效应问题

运用了联结主义理论中的级连相关模型,以连续XOR问题为实例,研究了心理学中的知觉边界效应问题。实验结果表明,联结主义模型可以对知觉边界效应进行模拟,表征不同知识结构的神经网络对于连续XOR问题的知觉边界效应没有显著差异。     

平面性诉求广告记忆效果的加工分离研究

运用PDP（过程分离程序）,以122名大学生为被试,以自编性诉求广告及自编包含与排除问卷为实验材料,采用3×2×2多因素设计,探讨不同裸露类型（含蓄、一般、直露）和代言人类型（名人、一般人）的性诉求广告在不同阶段（控制化加工、自动化加工）认知信息加工的模式差异。结果发现： 1）外显的控制化加工,含蓄型性诉求广告记忆效果最好;2）直露型性诉求广告内隐的自动化加工最高;3）未发现性诉求广告中存在名人效应。