Literalism as a marker of hypnotic "trance": disconfirming evidence

The responses given by highly hypnotizable, hypnotic subjects and those of unhypnotizable subjects who simulated hypnosis to questions of the type, "Do you mind telling me your name?" and "Do you mind standing up?" were contrasted. The purpose was to examine Erickson's (1980) assertion that literalism (answering "yes" or "no" verbally or nonverbally without any cognitive elaboration) is a marker of hypnotic "trance." Simulators exhibited a greater rate of literalism than hypnotic "virtuosos" (i.e., extreme scorers on both group and individual hypnotizability measures). Hypnotized subjects and nonhypnotized subjects approached in the campus library responded comparably. Because less than a third of hypnotic virtuosos responded literally, our results strongly refuted Erickson's assertion that literalism is a cognitive feature of hypnosis.     

The effect of implicit person theory on performance appraisals

Four studies examined whether implicit person theory (IPT) regarding the malleability of personal attributes (e.g., personality and ability) affects managers' acknowledgment of change in employee behavior. The extent to which managers held an incremental IPT was positively related to their recognition of both good (Study 1) and poor (Study 2) performance, relative to the employee behavior they initially observed. Incremental theorists' judgments were not anchored by their prior impressions (Study 3). In the 4th study, entity theorists who were randomly assigned to a self-persuasion training condition developed a significantly more incremental IPT. This change in IPT was maintained over a 6-week period and led to greater acknowledgment of an improvement in employee performance than was exhibited by entity theorists in the placebo control group.     

Suicidality and bereavement: complicated grief as psychiatric disorder presenting greatest risk for suicidality

The influence of complicated grief (CG) on suicidality among bereaved adults was examined. The Yale Evaluation of Suicidality scale and the Inventory of Complicated Grief-Revised were administered to 309 bereaved adults in face-to-face interviews conducted at baseline (6.2 months post-loss) and at follow-up (10.8 months post-loss). Cross-sectionally, CG was associated with a 6.58 (95% CI: 1.74-18.0) times greater likelihood of "high suicidality" at baseline, and an 11.30 (95% CI: 3.33-38.10) times greater risk of high suicidality at follow-up, after controlling for gender, race, major depressive disorder (MDD), posttraumatic stress disorder (PTSD), and social support. Longitudinally, CG at baseline was associated with an 8.21 (95% CI: 2.49-27.0) times greater likelihood of high suicidality at follow-up, controlling for the above confounders. The study results indicate that CG substantially heightened the risk of suicidality after controlling for important confounders such as MDD and PTSD, suggesting that CG poses an independent psychiatric risk for suicidal thoughts and actions.     

Philosophical Methodology and Conceptions of Evil Action

There is considerable philosophical dispute about what it takes for an action to be evil. The methodological assumption underlying this dispute is that there is a single, shared folk conception of evil action deployed amongst culturally similar people. Employing empirical research the authors undertook, this article suggests that this assumption is false. There exist, amongst the folk, numerous conceptions of evil action. Hence, the authors argue, philosophical research is most profitably spent in two endeavours. First, in determining which (if any) conception of evil action we have prudential or moral (or both) reason to deploy and, second, in determining whether we could feasibly come to adopt that conception as the single shared conception given our psychological make‐up and the content of the conceptions currently deployed.     

The Effect of Upward Feedback on Managerial Behavior

Un feed-back de gratification a été donné par des subordonnés aux managers australiens d'une firme internationale de prestation de services. Dans cette recherche quasi-expérimentale, la perfomance au travail de ces managers, a pu être observée six mois plus tard par les subordonnés comme s'étant accrue par rapport à la performance initiale et à ceux obtenus par un groupe de comparaison. L'efficacité personnelle modère la portée de ces résultats suggérant qu'elle joue un rôle clé en déterminant des réactions comportementales au feed-back de gratification. L'orientation vers un but d'apprentissage fut corrélée de manière significative à leur performance subséquente.
Upward feedback from subordinates was provided to Australian managers in an international professional services firm. The job performance of the managers in this quasi-experimental study was observed by subordinates to be significantly higher six months later, compared to both initial performance and subordinate ratings of a comparison group. Self-efficacy moderated this finding, suggesting that it plays a key role in determining behavioral reactions to upward feedback. The managers' learning goal orientation correlated significantly with their subsequent performance.     

The Influence of a Manager's Own Performance Appraisal on the Evaluation of Others

This study examined the possibility that the performance appraisal process is affected by a pervasive and inherent effect that has heretofore been unidentified. This effect derives from the results of the performance appraisal most recently performed on the manager who subsequently conducts appraisals of others. The nature of this effect was examined in four studies. In a case study, the ratings received by two area coordinators in a university academic department affected their subsequent ratings of faculty. In a simulation, 30 managers received hypothetical feedback regarding their own job performance. The managers subsequently evaluated an employee on videotape. Managers who received positive feedback about their performance subsequently rated the employee significantly higher than managers who received negative feedback regarding their own performance. This occurred despite the fact that the managers knew the evaluation of them was bogus. The results of two follow‐up field studies involving 74 manager–employee dyads in a manufacturing company in Canada and 39 manager–subordinate dyads in a retail organization in Turkey are consistent with the view that one's own performance appraisal is related to the subsequent appraisal of one's subordinates. Both anchoring with insufficient adjustment and a mood induction may explain this effect, but the results are more consistent with the former explanation than the latter.     

New Directions in Goal-Setting Theory

ABSTRACT— Goal-setting theory is summarized regarding the effectiveness of specific, difficult goals; the relationship of goals to affect; the mediators of goal effects; the relation of goals to self-efficacy; the moderators of goal effects; and the generality of goal effects across people, tasks, countries, time spans, experimental designs, goal sources (i.e., self-set, set jointly with others, or assigned), and dependent variables. Recent studies concerned with goal choice and the factors that influence it, the function of learning goals, the effect of goal framing, goals and affect (well-being), group goal setting, goals and traits, macro-level goal setting, and conscious versus subconscious goals are described. Suggestions are given for future research.     

The effect of training in verbal self-guidance on the self-efficacy and performance of Native North Americans in the selection interview

Native North Americans (n = 35) received training in verbal self-guidance (VSG) designed to increase self-efficacy in a selection interview. At the end of the training program, the trainees who acquired skills in VSG had higher self-efficacy than the participants in the control group (n = 31) regarding their interview performance. They also performed better in the selection interview as judged by managers who were blind to the experimental conditions.