Reward magnitude effects on temporal discrimination

Changes in reward magnitude or value have been reported to produce effects on timing behavior, which have been attributed to changes in the speed of an internal pacemaker in some instances and to attentional factors in other cases. The present experiments therefore aimed to clarify the effects of reward magnitude on timing processes. In Experiment 1, rats were trained to discriminate a short (2 s) vs. a long (8 s) signal followed by testing with intermediate durations. Then, the reward on short or long trials was increased from 1 to 4 pellets in separate groups. Experiment 2 measured the effect of different reward magnitudes associated with the short vs. long signals throughout training. Finally, Experiment 3 controlled for satiety effects during the reward magnitude manipulation phase. A general flattening of the psychophysical function was evident in all three experiments, suggesting that unequal reward magnitudes may disrupt attention to duration.     

“Counting” serially presented stimuli by human and nonhuman primates and pigeons

Much of Stewart Hulse's career was spent analyzing how animals can extract patterned information from sequences of stimuli. Yet an additional form of information contained in a sequence may be the number of times different elements occurred. Experiments that required numerical discrimination between different stimulus items presented in sequence are analyzed for primates and pigeons. It is shown that a model based on magnitude discrimination can account well for data from human and nonhuman primate experiments. Similar experiments carried out with pigeons showed a strong recency effect not found with primates. The pigeon data are modeled successfully, however, by assuming that representations of events decay as other events are presented.     

Shifts in postdiscrimination gradients within a stimulus dimension based on bilateral facial symmetry

A shift in generalization gradients away from S+ and towards stimuli on the opposite end of the stimulus dimension from S- is a well established phenomenon in the laboratory, occurring with humans and nonhumans and with a wide range of stimuli. The phenomenon of gradient shifts has also been observed to have an analogous relationship to a variety of apparent biases in preference observed in the natural environment. One way to examine the validity of such analogies is by examining whether gradient shifts can be observed with complex and naturalistic stimuli. In the present experiment, undergraduates were trained to discriminate between faces that varied in terms of relative bilateral facial symmetry (a stimulus dimension correlated with health and attractiveness). Comparisons were made within subjects, using two sets of images. For both sets, the faces varied from naturally asymmetrical to symmetrical, and S+ was a face equidistant to the two extremes. With one set, S- was the naturally asymmetrical face, and with the other, S- was the symmetrical face. A peak shift was obtained in both conditions, although the effect was clearer in the aggregate than on the level of the individual. Overall, the results are consistent with the view that the processes responsible for gradient shifts in the lab are relevant to judgments made in the natural environment.     

A Signal Detection Model for Multiple-Choice Exams

A model for multiple-choice exams is developed from a signal-detection perspective. A correct alternative in a multiple-choice exam can be viewed as being a signal embedded in noise (incorrect alternatives). Examinees are assumed to have perceptions of the plausibility of each alternative, and the decision process is to choose the most plausible alternative. It is also assumed that each examinee either knows or does not know each item. These assumptions together lead to a signal detection choice model for multiple-choice exams. The model can be viewed, statistically, as a mixture extension, with random mixing, of the traditional choice model, or similarly, as a grade-of-membership extension. A version of the model with extreme value distributions is developed, in which case the model simplifies to a mixture multinomial logit model with random mixing. The approach is shown to offer measures of item discrimination and difficulty, along with information about the relative plausibility of each of the alternatives. The model, parameters, and measures derived from the parameters are compared to those obtained with several commonly used item response theory models. An application of the model to an educational data set is presented.     

Target Meaning-Making of Workplace Incivility Based on Perceived Personality Similarity with Perpetrators

Abstract

Target meaning-making of incivility (i.e., the ways targets assess uncivil events) has received attention as an important mediating mechanism in explaining the varied outcomes of incivility. The present study draws on person-environment (PE) fit theory, as well as the similarity-attraction paradigm and repulsion hypothesis, to uncover how perceived personality (dis)similarity affects both cognitive (i.e., attribution, negative appraisal) and emotional reactions (i.e., hostility) to incivility. Specifically, we examine whether incongruence between target personality and perceived perpetrator personality worsens target meaning-making (vice versa for personality congruence). Study 1 (N?=?479 employees) addressed (dis)similarity in agreeableness, while Study 2 (N?=?296 working adults) addressed (dis)similarity in neuroticism. Based on polynomial regressions with response surface modeling, the results generally supported the hypotheses. Along the line of dissimilarity, targets often assessed (i.e., attributed intent to, appraised, reacted emotionally to) uncivil events more negatively when they perceived personality dissimilarity with perpetrators. However, similarity in personality did not always have the opposite effect by buffering against negative assessments; meaning-making was worse when both parties scored high on neuroticism. Implications for workplace incivility and PE fit literatures are discussed, along with practical implications that highlight information elaboration and perspective taking.     

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.