Response error and processing biases in confidence judgment

Previous studies showed that random error can explain overconfidence effects typically observed in the literature. One of these studies concluded that, after accounting for random error effects in the data, there is little support for cognitive‐processing biases in confidence elicitation. In this paper, we investigate more closely the random error explanation for overconfidence. We generated data from four models of confidence and then estimated the magnitude of random error in the data. Our results show that, in addition to the true magnitude of random error specified in the simulations, the error estimates are influenced by important cognitive‐processing biases in the confidence elicitation process. We found that random error in the response process can account for the degree of overconfidence found in calibration studies, even when that overconfidence is actually caused by other factors. Thus, the error models say little about whether cognitive biases are present in the confidence elicitation process. Copyright © 2008 John Wiley & Sons, Ltd.     

Defining, Measuring, and Comparing Organisational Cultures

La littérature portant sur la culture des organisations souffre d'un manque manifeste d'enquêtes extensives débouchant sur des études comparatives. Afin de rendre plus comparables les cultures organisationnelles, nous proposons une définition et une série de dimensions. La culture organisationnelle renverrait aux perceptions communes des pratiques de travail dans le cadre des unités constitutives des organisations. A l'examen d'études empiriques, les cinq dimensions suivantes nous sont apparues: autonomie, orientation externe, coordination interdépartementale, orientation vers les ressources humaines et orientation vers le développement. L'utilisation de cette définition et de ces dimensions générales devrait faciliter la comparaison des cultures organisationnelles et l'accumulation de résultats.
Within the body of organisation culture literature, there is a conspicuous absence of large-scale studies reporting on comparative studies. In order to increase comparability of organisational cultures we propose a definition and a set of dimensions. Organisational culture is defined as shared perceptions of organisational work practices within organisational units. On the basis of empirical studies we discerned the following five dimensions: autonomy, external orientation, interdepartmental coordination, human resource orientation, and improvement orientation. Use of this definition and a set of such generic dimensions would facilitate the comparison of organisational cultures and the accumulation of research findings.     

Mobilization of Cognitive Resources and the Generation Effect

The generation effect refers to the memory advantage of words that have been generated rather than read. Such a read-generate comparison confounds qualitative task differences and raises methodological problems. A revised methodology is proposed circumventing these problems in that the encoding task is held constant and all stimuli have to be generated, but the degree of generativeness (i.e. the amount of cueing) is varied. In Experiment 1, 1, the (refined version of the) generation effect is demonstrated in a within-subjects design; with increasing generation activity left to the subject, free recall performance increases. No effect is obtained for degree of target masking. The same finding is replicated and shown to be independent of self-paced study time when generative activity is manipulated between subjects (Experiment 2) or within subjects (Experiment 3). As all learning trials involve generation, encoding time is controlled statistically, and free recall is used as a measure of memory, this refined generation effect cannot be explained as an artifact of selective attention or elaboration. Rather, generative activity seems to increase the mobilization of cognitive resources. This motivational account is supported by Experiment 4 showing an enhanced generation effect for positive mood.     

Local Opposition to the Construction of a Nuclear Power Station: Differential Salience of Impacts1

This study examined attitudes among 290 residents of three villages in South-West England toward proposals to build a nuclear power station nearby. Respondents were split into four groups according to whether they were neutral or in favor of a new power station either locally or elsewhere in the UK (Group PN), against one locally but neutral or pro elsewhere (LO), or moderately (MO) or extremely (XO) against a new power station both locally and elsewhere. The perceived impact of a nuclear power station on local life was assessed by 30 items. The PN group expected most benefit or least damage on all 30 items. On a majority of items the mean ratings of the LO group resembled those of the XO's more than did those of the MO's. A stepwise discriminant analysis yielded two interpretable functions. The first reflected a trend over the groups in the order PN-LO-MO-XO and was marked particularly by concern with impact on personal peace of mind. The second fuction discriminated the LO's from the other groups, suggesting that they were relatively less concerned with specifically nuclear risks, but more concerned with environmental conservation.     

A COMPARISON OF PEER-DIRECTED AND TEACHER-DIRECTED EMPLOYMENT INTERVIEW TRAINING FOR MENTALLY RETARDED ADULTS

Interview skills deficits may limit employment prospects of mentally retarded adults. Although numerous papers highlight the importance of interview skills, few have validated effective strategies for use with mentally retarded persons. Further, there has been a lack of research contrasting rival interview skills training strategies. The present study was conducted with two mentally retarded young adults. It contrasted peer-directed instruction, in which both participants were equally deficient in the target skills, with teacher-directed instruction. Results of the investigation indicated that instruction, rehearsal, and feedback may be effective strategies regardless of who provides instruction. Comparisons of teacher-directed and peer-directed instruction indicated little or no difference in the effectiveness of the two procedures. However, the peer-directed procedure involved considerably less staff time than did the teacher-directed procedure.     

Reduced intergroup differentiation as a result of self-categorization in overlapping categories. A quasi-experiment

A quasi-experiment was conducted to examine the effects of self-categorization in overlapping categories on intergroup differentiation. ‘Old aged women’ was used as the first, ‘sports’ as the additional category. It could be shown that intergroup differentiation was significantly reduced under crossed categorization conditions. Implications for social compensation strategies are discussed.     

Subject knowledge of the Experimenter''s interest in handedness and familial sinistrality variables and laterality test outcomes

We investigated the possible influence of common "demand characteristics" on the results on behavioral language laterality tasks. The demand characteristics were (1) whether Ss were or were not recruited for study according to their handedness, and (2) whether a detailed familial sinistrality inquiry was conducted before or after the tasks. Tasks were the Dichotic Consonant Vowel Task (DCVT) and the Bilateral Object Naming Latency Task (BONLT). Results showed no effect of demand characteristics on the BONLT. On the DCVT, however, prior inquiry regarding familial sinistrality was associated with significantly reduced right ear advantages (REAs). Interactions showed that the greatest reduction in REAs occurred in Ss with left-handedness in their families, who were asked about familial sinistrality prior to the tasks, who took the DCVT after the BONLT, and who were also recruited by handedness. Results, though generally reassuring regarding the robustness of the tasks against these sources of bias, raise some cautions for the DCVT.     

Interactions between area and numerosity

Summary The concept of filled area, i.e. the impressionistic ensemble of parts of a stimulus field occupied by dots, is used to account for various kinds of numerosity illusions due to perceptual interaction between a number of dots and their spatial arrangement. A measure of filled area is derived from a model for the perceptual clustering of dots on the basis of relative proximity. It is shown that the quantified concept of filled area successfully predicts illusion data from earlier studies. Subsequently, a two-alternatives forced-choice numerosity experiment is reported, the data of which gave further evidence of the predictive power of the filled-area hypothesis. Our approach is discussed with respect to spatial features of dot stimuli that might be in rivalry with the filled-area factor in numerosity-estimation tasks.