Perceiving low self‐esteem in close others impedes capitalization and undermines the relationship

Disclosing positive experiences to others (i.e., “capitalization”) is associated with personal and interpersonal benefits (Gable & Reis, 2010). Unfortunately, people who perceive low self‐esteem (LSE) in close others are reluctant to capitalize, holding back from those they expect will be unsupportive (MacGregor & Holmes, 2011). In Study 1, we extend previous findings by demonstrating the importance of the type of experience disclosed; participants capitalized less positively with an (ostensibly) LSE friend when disclosing an accomplishment, not a positive experience attributed to happenstance. In Study 2, we demonstrate the external validity of the phenomenon by examining real discussions between romantic partners. Participants capitalized less positively with their LSE partner, behavior associated with lower relationship satisfaction 6 weeks later (particularly for women).     

The "ticktock" of our internal clock: direct brain evidence of subjective accents in isochronous sequences

The phenomenon commonly known as subjective accenting refers to the fact that identical sound events within purely isochronous sequences are perceived as unequal. Although subjective accenting has been extensively explored using behavioral methods, no physiological evidence has ever been provided for it. In the present study, we tested the notion that these perceived irregularities are related to the dynamic deployment of attention. We disrupted listeners' expectancies in different positions of auditory equitone sequences and measured their responses through brain event-related potentials (ERPs). Significant differences in a late parietal (P3-like) ERP component were found between the responses elicited on odd-numbered versus even-numbered positions, suggesting that a default binary metric structure was perceived. Our findings indicate that this phenomenon has a rather cognitive, attention-dependent origin, partly affected by musical expertise.     

INTRAORGANIZATIONAL EMPLOYEE NAVIGATION AND SOCIALLY DERIVED OUTCOMES: CONCEPTUALIZATION,VALIDATION, AND EFFECTS ON OVERALL PERFORMANCE

Intraorganizational employee navigation (IEN) is conceptualized as a means of better understanding how the organizational actor proactively works across their firm's internal environment in the execution of their jobs. Navigation is argued to be a precursor to the employee's overall performance through a class of mediating variables labeled “socially derived outcomes,” which are variables inside the organization that are bestowed upon the employee as a result of them first engaging in proactive behavior (e.g., IEN). Two studies are reported. Study I sees IEN psychometrically validated versus a range of existing proactive behaviors and individual traits (discriminant, nomological, and criterion‐related validity) with a heterogeneous sample of 704 employees. Study II then tests a model relating IEN to performance through six mediating “socially derived outcomes” by leveraging data from 2 Fortune 500 firms. The results of Study II show that IEN significantly impacts multiple measures of the employee's overall performance through mediating effects brought about by key socially derived outcomes, such as the employee's “manager alignment.” The contributions, broader implications, and limitations of the research are then put into context.     

An alternative to the search for single polymorphisms: toward molecular personality scales for the five-factor model

There is growing evidence that personality traits are affected by many genes, all of which have very small effects. As an alternative to the largely unsuccessful search for individual polymorphisms associated with personality traits, the authors identified large sets of potentially related single nucleotide polymorphisms (SNPs) and summed them to form molecular personality scales (MPSs) with from 4 to 2,497 SNPs. Scales were derived from two thirds of a large (N = 3,972) sample of individuals from Sardinia who completed the Revised NEO Personality Inventory (P. T. Costa, Jr., & R. R. McCrae, 1992) and were assessed in a genomewide association scan. When MPSs were correlated with the phenotype in the remaining one third of the sample, very small but significant associations were found for 4 of the 5e personality factors when the longest scales were examined. These data suggest that MPSs for Neuroticism, Openness to Experience, Agreeableness, and Conscientiousness (but not Extraversion) contain genetic information that can be refined in future studies, and the procedures described here should be applicable to other quantitative traits.     

被遗忘的《古兰经》文化

文化是否能够改变文明，就像人类一样，个人或家族经历中曾被抑制的因素会留下印记，甚至会在当今引发混乱？对上述两种情况，我们是否可以提出假设：以往未解决的冲突和“被遗忘的”，即被抑制的渊源会在当下以不满、冲突和激情的方式重现显现出来？