Negative Consequences of Felt Violations: The Deeper the Relationship,the Stronger the Reaction

Drawing from past research suggesting that high prior commitment leads to stronger reactions to unfairness in the workplace (Brockner, Tyler, & Cooper‐Schneider, 1992), we predicted that those forming relational as opposed to transactional psychological contracts would exhibit stronger detrimental effects of felt violation on job satisfaction, turnover intentions, and job performance. We also predicted a combined effect of personality and violation on these outcomes. Self‐ and supervisor‐reported data (N= 331 dyads) collected from a variety of organisations supported our predictions. In general, relational contract terms were associated with stronger violation–outcome relationships, and transactional contract terms were associated with weaker relationships. Similarly, four of the Big Five dimensions (extraversion, neuroticism, agreeableness, and openness to experience) moderated the violation–outcome relationships such that it was stronger for higher levels of these traits.     

Detection and recognition: Concurrent processes in perception

In two experiments, event-related brain potentials (ERPs) were recorded while subjects performed a simultaneous detection and recognition task. Ten subjects listened to pure tones in noise and reported both whether a target tone had occurred (using a four-category confidence rating scale) and whether the target was one of two (Experiment 1) or four (Experiment 2) tones differing in frequency. The amplitudes of three ERP components were found to be differentially related to detection and recognition performance. The early N100 component varied with processing related only to detection, while the late P300 varied with both detection and recognition, and a later slow positive shift varied only with recognition and not with detection. While the latenciee of both N100 and P300 increased for less confident target detections, there were no differences in the latencies of these ERP components between correctly and incorrectly identiffed targets. Recognition performance was above the level expected by chance even when subjects reported that no target had been presented. The results indicate that brain potential components can be used to disclose temporal features of the processing of a stimulus by the nervous system and support the view that detection and recognition are partially independent, concurrent processes in perception.     

Examining Care and Opposition in the Narratives of U.S. Local Women of Color Activists

As a result of persisting stigma, transgender people experience vastly higher rates of harassment, violence, and mental health issues compared to cisgender people. The current study experimentally evaluated a computer-mediated intergroup contact strategy, called E-contact, to reduce transgender stigma. E-contact is a synchronous, cooperative, goal-directed online interaction which is informed by Allport’s intergroup contact theory. In total, 114 cisgender, heterosexual, Australian undergraduates and community members (83 women, 31 men) were randomly allocated to E-contact with an online confederate who either disclosed that they were a transgender woman or a cisgender woman. Following the online interaction, participants then completed measures assessing prior transgender contact and transgender stigma. The findings revealed that transgender E-contact reduced stigma for cisgender men whereas it had no impact on women’s already lower levels of stigma. These novel findings have important implications for researchers, policymakers and counsellors interested in developing transgender stigma reduction interventions by (a) highlighting the importance of transgender contact for those individuals with low or poor prior contact and (b) targeting prejudice-prone populations, such as men, who stand to gain the most from such cooperative, goal-directed interventions.

     

Ethical Decision Making in Autonomous Vehicles: The AV Ethics Project

Science and Engineering Ethics - The ethics of autonomous vehicles (AV) has received a great amount of attention in recent years, specifically in regard to their decisional policies in accident...     

Beyond heritability: neurotransmitter genes differentially modulate visuospatial attention and working memory

A cued, visuospatial attention task and a working memory task were administered to 89 healthy adults genotyped for a T-to-C polymorphism in CHRNA4, a nicotinic receptor subunit gene. Increasing gene dose of the C allele of the CHRNA4 gene (i.e., no C alleles, one C allele, two C alleles) was associated with increased reaction time (RT) benefits of valid attentional cuing and reduced RT costs of invalid cues, but was not associated with working memory performance. In a second experiment, 103 healthy persons were genotyped for a G-to-A polymorphism of the dopamine beta-hydroxylase (DBH) gene. Increasing gene dose of the G allele of the DBH gene was associated with increased working memory accuracy at a high memory load. However, there was no consistent association between the DBH gene and visuospatial attention. Thus, a double dissociation was observed, with visuospatial attention associated with CHRNA4 but not the DBH gene and, conversely, working memory associated with the DBH gene but not CHRNA4. The results show that normal allelic variations in single neurotransmitter genes modulate individual differences in processing components of cognitive functions in healthy individuals.     

A diffusion model analysis of the effects of aging in the lexical-decision task

The effects of aging on response time (RT) are examined in 2 lexical-decision experiments with young and older subjects (age 60-75). The results show that the older subjects were slower than the young subjects, but more accurate. R. Ratcliff s (1978) diffusion model provided a good account of RTs, their distributions, and response accuracy. The fits show an 80-100-ms slowing of the nondecision components of RT for older subjects relative to young subjects and more conservative decision criterion settings for older subjects than for young subjects. The rates of accumulation of evidence were not significantly different for older compared with young subjects (less than 2% and 5% higher for older subjects relative to young subjects in the 2 experiments).     

Getting credit for OCBs: potential costs of being a good actor vs. a good soldier

Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attitudes and underlying motivation for engaging in organizational citizenship behaviours (OCBs) differentially relate to supervisors’ assessments of their individual performance and reward recommendations. We theorized that employees who perform OCBs with self-serving motives would be low on affective commitment and high on equity sensitivity, and that such individuals would receive lower performance ratings and fewer reward recommendations than those who are high on affective commitment, low on equity sensitivity, and more selflessly motivated. Our results suggest that employees with high affective commitment, low equity sensitivity, and high selfless motives were more likely to receive positive supervisor performance ratings and high reward recommendations. We also found that affective commitment moderated the mediating path of prosocial values (a selfless motive) on the relationship between OCBs and reward recommendations. Practical implications and future research directions are discussed.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Underlying Spatial Skills to Support Navigation Through Large,Unconstrained Environments

Studies of spatial navigation in real‐world settings have been limited to neighborhoods, campuses, and buildings. These locations have structural components, such as roads or hallways, which may direct navigation. The current study assessed navigational skills within a large‐scale forested environment that contained few pre‐established paths. Participants were asked to find flags using only a map and compass; dependent variables included target‐finding accuracy and efficiency. In addition, measurements of sense of direction, strategy, and working memory were taken to identify how these cognitive abilities influence performance. The results demonstrate the expected correlations between sense of direction and navigational success. An unexpected correlation between spatial working memory and navigational success was also found, which was the only significant predictor of performance when all measures were regressed together. These results suggest that studies should not forget basic cognitive abilities, which may predict success more than measures of sense of direction. Copyright © 2015 John Wiley & Sons, Ltd.     

Aging and individual differences in rapid two-choice decisions

The effects of aging on performance were examined in signal detection, letter discrimination, brightness discrimination, and recognition memory, with each subject tested on all four tasks. Ratcliff’s (1978) diffusion model was fit to the data for each subject for each task, and it provided a good account of accuracy and the distributions of correct and error response times. The model’s analysis of the components of processing showed that aging had three main effects: The nondecision components of processing were slower and the decision criteria were more conservative for 60- to 74-year-old and 75- to 85-year-old subjects than for college students, but the quality of the evidence on which decisions were based was as good for the older subjects as for college students on some of the tasks. Individual differences among subjects in components of processing tended to be preserved across the tasks, as was shown by strong correlations across the tasks in the parameters of the model that represent the components of processing. For example, if the evidence on which a subject’s decisions were based was good in one task, it tended to be good in all four tasks.