Learning about life and death in early childhood

have argued that young children initially understand biological phenomena in terms of vitalism, a mode of construal in which "life" or "life-force" is the central causal-explanatory concept. This study investigated the development of vitalistic reasoning in young children's concepts of life, the human body and death. Sixty preschool children between the ages of 3 years, 7 months and 5 years, 11 months participated. All children were initially given structured interviews to assess their knowledge of (1) human body function and (2) death. From this sample 40 children in the Training group were taught about the human body and how it functions to maintain life. The Control group (n=20) received no training. All 60 children were subsequently reassessed on their knowledge of human body function and death. Results from the initial interviews indicated that young children who spontaneously appealed to vitalistic concepts in reasoning about human body functioning were also more sophisticated in their understanding of death. Results from the posttraining interviews showed that children readily learned to adopt a vitalistic approach to human body functioning, and that this learning coincided with significant development in their understanding of human body function, and of death. The overall pattern of results supports the claim that the acquisition of a vitalistic causal-explanatory framework serves to structure children's concepts and facilitates learning in the domain of biology.     

Emergence of joint attention: relationships between gaze following,social referencing,imitation, and naming in infancy

The authors investigated the extent to which the joint-attention behaviors of gaze following, social referencing, and object-directed imitation were related to each other and to infants' vocabulary development in a sample of 60 infants between the ages of 8 and 14 months. Joint-attention skills and vocabulary development were assessed in a laboratory setting. Split-half reliability analyses on the joint-attention measures indicated that the tasks reliably assessed infants' capabilities. In the main analysis, no significant correlations were found among the joint-attention behaviors except for a significant relationship between gaze following and the number of names in infants' productive vocabularies. The overall pattern of results did not replicate results of previous studies (e.g., M. Carpenter, K. Nagell, & M. Tomasello, 1998) that found relationships between various emerging joint-attention behaviors.     

On the Limitations of Using Situational Judgment Tests to Measure Interpersonal Skills: The Moderating Influence of Employee Anger

Many authors have suggested that situational judgment tests (SJTs) are useful tools for assessing applicants because SJT items can be written to assess a number of job‐related knowledges, skills, abilities and other characteristics (KSAOs). However, SJTs may not be appropriate for measuring certain KSAOs for some applicants. We posit that using SJTs to measure interpersonal skills may lead to invalid inferences about applicants with higher levels of angry hostility (AH), and thus, AH should moderate the relation between interpersonally oriented SJTs and job performance. Three studies, using samples of healthcare workers (n = 225), police officers (n = 54), and medical doctors (n = 92), provided support for hypotheses in that that relations between SJT scores and performance criteria were significantly weaker among employees higher in AH compared to those lower in AH. In addition, none of the other facets of neuroticism tested (self‐consciousness, anxiety, depression, immoderation, or vulnerability to stress) consistently moderated SJT validity, providing support for the uniqueness of AH. Implications for practice, and for future research studying the relations between interpersonal skills as measured by SJTs and job performance, are discussed.     

Theory of Mind in Infants and Young Children: A Review

Theory of mind, or mindreading, refers to our uniquely human capacity to infer what is in other people's minds. Recent research suggests that “implicit” elements of this ability can be seen as early as the second year of life, in infants’ spontaneous helping, communicative, and eye‐gaze behaviours. More “explicit” verbally mediated mindreading skills emerge in the preschool period, and these are positively linked to social competence. Research with typically developing children as well as those with autism spectrum disorders suggests that exposure to conversation about mental states promotes theory of mind development.     

Children with autism can track others' beliefs in a competitive game

Theory of mind (ToM) development, assessed via ‘litmus’ false belief tests, is severely delayed in autism, but the standard testing procedure may underestimate these children's genuine understanding. To explore this, we developed a novel test involving competition to win a reward as the motive for tracking other players' beliefs (the ‘Dot‐Midge task’). Ninety‐six children, including 23 with autism (mean age: 10.36 years), 50 typically developing 4‐year‐olds (mean age: 4.40) and 23 typically developing 3‐year‐olds (mean age: 3.59) took a standard ‘Sally‐Ann’ false belief test, the Dot‐Midge task (which was closely matched to the Sally‐Ann task procedure) and a norm‐referenced verbal ability test. Results revealed that, of the children with autism, 74% passed the Dot‐Midge task, yet only 13% passed the standard Sally‐Ann procedure. A similar pattern of performance was observed in the older, but not the younger, typically developing control groups. This finding demonstrates that many children with autism who fail motivationally barren standard false belief tests can spontaneously use ToM to track their social partners’ beliefs in the context of a competitive game.     

Does feedback matter for job search self-regulation? It depends on feedback quality

Job search represents a dynamic process through which job seekers must consistently engage in effective self-regulation. Although scholars have increasingly begun to theorize and conceptualize the job search in this manner, little is known about what fosters effective self-regulation week-to-week. In light of this theoretical gap, we integrate self-regulation theory with the feedback literature to examine how feedback quality influences affective, cognitive, and behavioral regulatory processes in job search. Furthermore, we examine feedback self-efficacy (i.e., how efficacious a job seeker feels with respect to processing and implementing feedback received during the job search) as a stable, person-level moderator of these within-person relationships. In a sample of job seekers surveyed once a week for seven weeks, results indicate that receiving high-quality feedback has a direct influence on positive and negative affective reactions tied to the job search, influencing subsequent positive (i.e., metacognitive strategies) and negative (i.e., affective rumination) cognitive processes. Metacognitive strategies, in turn, impact both the number of résumés sent and hours spent job seeking each week. Moreover, lower feedback self-efficacy amplifies the relationship between feedback quality and negative affective reactions. Our results highlight the importance of high-quality feedback in helping job seekers effectively regulate week-to-week.     

Black Applicants’ Reactions to Affirmative Action Plans: Influence of Perceived Procedural Fairness,Anticipated Stigmatization,and Anticipated Remediation of Previous Injustice1

This research was conducted to understand why Black applicants might react negatively to affirmative action plans (AAPs) designed to benefit them. Black engineering students (N= 2,480) reacted to 1 of 8 AAPs, to which they were randomly assigned. Two manipulations were used to form the 8 different plans: plan content (eliminate discrimination, recruitment, training, weak preferential treatment) and plan frame (affirmative action vs. diversity). The effect of plan content on job‐pursuit intentions was mediated by perceived procedural fairness, anticipated remediation of injustice, and anticipated stigmatization. Job‐pursuit intentions were related to interactions between perceived fairness and anticipated remediation, between perceived fairness and anticipated stigmatization, and between plan content and respondent experiences with discrimination and racism. Plan frame affected only anticipated remediation of previous injustice. Theoretical and practical implications of these findings are discussed.