Continuous flash suppression and monocular pattern masking impact subjective awareness similarly

Peters and Lau (eLife, 4, e09651, 2015) found that when criterion bias is controlled for, there is no evidence for unconscious visual perception in normal observers, in the sense that they cannot directly discriminate a target above chance without knowing it. One criticism of that study is that the visual suppression method used, forward and backward masking (FBM), may be too blunt in the way it interferes with visual processing to allow for unconscious forced-choice discrimination. To investigate this question, we compared FBM directly to continuous flash suppression (CFS) in a two-interval forced-choice task. Although CFS is popular, and may be thought of as a more powerful visual suppression technique, we found no difference in the degree of perceptual impairment between the two suppression types. To the extent that CFS impairs perception, both objective discrimination and subjective awareness are impaired to similar degrees under FBM. This pattern was consistently observed across three experiments in which various experimental parameters were varied. These findings provide evidence for an ongoing debate about unconscious perception: normal observers cannot perform forced-choice discrimination tasks unconsciously.     

Correction to: Continuous flash suppression and monocular pattern masking impact subjective awareness similarly

Attention, Perception, & Psychophysics - There is an error in Fig. 4, part A. In the “continuous flash suppression” box, the labels “non-dominant eye” and...     

Think fast: The role of thin slices of behavior in employee selection decisions

This study integrates past research addressing decision‐making, employee selection, and influence processes in an attempt to provide both a theoretical and empirical foundation for future research addressing initial impressions throughout the interview process. Using data from a simulated hiring situation comprised of 28 recruiters and 229 applicants, the results suggest that initial impressions formed at the beginning of the interview make a substantive impact on final impressions. However, impressions formed at the career fair do not appear to impact final impressions without considering the interactive effects of decision confidence. Hypotheses proposing that decision confidence would moderate linkages between initial impressions formed at the beginning of the interview and both interview scores and final impressions were not supported. We discuss the theoretical and practical implications of these findings for selection.