Ask and You Shall be Given: Request Size and Donations to a Good Cause1

In an attempt to replicate the findings reported in this Journal by Weyant and Smith (1987), members or recent donors to a Canadian civil liberties organization were asked to donate money under one of three conditions: (a) In the control condition, they were simply asked for a donation; (b) in the “smaller request” condition, they were asked to make a donation, but amounts of Canadian $30 to $100 were suggested; and (c) in the “larger request” condition, amounts of $50 to $250 were suggested. Unlike the Weyant and Smith studies, we found no difference in the proportion of respondents making a donation, but significant differences in the size of the donations made by those making donations. In our study, the most effective way of getting large donations was to ask for a large amount. It was suggested that the most likely explanations for the differences in the results of the two studies were the following: First, our target population were previous donors to the organization, whereas those in the Weyant and Smith studies were not likely to have been. Previous research suggests that those who had been donors previously are influenced, positively, by requests for a specific large donation, whereas those not previously approached are, if anything, negatively influenced. Second, our “larger request” appears to be within a plausible range for donations, whereas the larger request in the Weyant and Smith study may have been seen as being outside of the plausible range. In any case, however, we would recommend caution in drawing a conclusion about the most effective request size to encourage people to donate money to charity.     

Developing Work-Related Education on Alcohol and Drugs

The development of a pack of materials for use at the intersection of youth training and health and social education is described. The resulting pack - WREAD (Work Related Education on Alcohol and Drugs) - is designed to be used in several milieux, including the Youth Training Scheme and associated developments, the new college-based pre-vocational education courses and, in the longer term, schools and other social education settings. The paper describes the context, the development of a draft, a consultation exercise with people working in and around YTS who were asked to comment on the draft, conversations with young people, and the revision and publication of the materials.     

Intentional response distortion during the COVID-19 pandemic

COVID-19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self-reported by applicants regarding their potential employability (e.g., responses to self-reported personality instruments, resumes, interview responses). Drawing from the Valence-Instrumentality-Expectancy (VIE) theory of motivation, we propose that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID-19 was most salient. In a sample of 213 working adults [~50% female, age M = 38.48], the present study shows that increases in response distortion on a measure of conscientiousness were more pronounced as a function of (a) local COVID positivity rates and (b) job type, such that frontline workers distorted their responses the most. Findings are discussed in the context of VIE theory, personality measurement, and challenges with maintaining effective selection procedures.     

Rapport-building: Chat versus in-person witness interviews

Tactics recommended for rapport-building consist of verbal (e.g., finding common ground or shared experiences) and non-verbal (e.g., affirmations, displaying empathy) behaviours. Most of the research on rapport, however, has examined it in in-person contexts, where both verbal and non-verbal behaviours are present. In this study, we were interested in the effectiveness of rapport-building when conducting online witness interviews via chat, which de-emphasises the use non-verbal rapport behaviours, compared to traditional in-person interviews. Participants (N = 131) experienced a virtual reality (VR) scenario depicting a mock crime and were interviewed either in person or online via the chat function in Skype. Participants perceived rapport more positively when interviewed in person for three measures: attentiveness, trust and respect and expertise. Two other measures, cultural similarity and connected flow, were not perceived differently across interview medium. Participants interviewed online via chat disclosed similar amounts of crime-related information and were just as accurate as participants interviewed in person. We found that in-person interviews yielded better rapport ratings than interviews via chat but were equally productive in terms of the quality of information obtained, as measured by crime-related details and accuracy. If witnesses are to be interviewed via chat, investigators must carefully consider how to compensate for the lack of those non-verbal rapport tactics that influence witnesses' perceptions of attentiveness, trust/respect and investigator's expertise.     

A Review of Gerald Caplan's Theory and Practice of Mental Health Consultation

Gerald Caplan's Theory and Practice of Mental Health Consultation (1970), considered to be a classic seminal work in the field of consultation, is reviewed. First, the author presents Caplan's general definition of consultation along with what may be considered the general principles or procedures of consultation. Then the author presents Caplan's procedures and principles as relevant to each type of consultation. Next, each of Caplan's four models of consultation is described. Last, these four models are compared in terms of the professional role of the consultee, the primary goal of consultation, and the target of consultation intervention.     

Prediction of mood and risk appraisals from trait measures: Two studies of simulated driving

Two contrasting hypotheses concerning the relationship between personality and mood are distinguished. First, broad traits may relate to emotional temperament, and so predict mood across situations. Second, the interactionist approach to personality implies that narrow, context specific traits may sometimes be the most powerful predictors of mood within situations. This article reports correlations between mood and broad and narrow trait measures, the Eysenck Personality Inventory (EPI; Eysenck and Eysenck, 1964) and the Driving Behaviour Inventory (DBI; Gulian, Matthews, Glendon, Davies and Debney, 1989), within the context of vehicle driving. Mood was measured with the UWIST Mood Adjective Checklist (UMACL; Matthews, Jones and Chamberlain, 1990), in two samples before and after a simulated drive. One sample (N = 73) performed a ‘passive’ drive, in which little interaction with other traffic was required. The second sample (N = 93) performed an ‘active’ driving task, in which subjects had to decide when to overtake other vehicles. Results showed that the DBI traits were more strongly related to mood than EPI traits, particularly following the active drive. The DBI Dislike of Driving scale was the strongest single predictor of post-drive mood. Prior to the drive, subjects also rated accident risk, driving skill, and judgement, for themselves and for a ‘peer’ driver of similar age and sex. Analysis of these data in the combined sample (N = 166) showed that the DBI was the more consistent predictor of self-ratings of risk and driving competence, although some relationships between ratings and the EPI were found. Again, the DBI Dislike of Driving scale was the strongest single predictor of self-ratings. Drivers scoring high on this scale seem immune to drivers' general bias towards rating themselves as safer and more competent than their peers. It is concluded that narrow traits are more predictive than broad traits within the driving context. Data are consistent with the transactional model of driver stress, which proposes that dislike of driving is derived from negative secondary appraisals.