An eyewitness paradox

Two methods of analysing data from an identification parade give rise to seemingly contradictory outcomes, both of which reach statistical significance. The traditional method is based on the first choices of eyewitnesses, whereas the paired-comparison method takes account of each eyewitness's full rank ordering of the lineup participants. The person that most eyewitnesses pick out as the perpetrator of an offence (according to the first-choice method) may in fact be the person that those same eyewitnesses as a group regard as least likely to have committed the act (according to the paired-comparison method). Implications of the paradox for the analysis of lineup data are considered.     

Determination of a behavioral transfer function: White-noise analysis of session-to-session response-ratio dynamics on concurrent VI VI schedules

Six pigeons were exposed to concurrent variable-interval schedules in which the programmed reinforcer ratios changed from session to session according to a pseudorandom binary sequence. This procedure corresponded to the stochastic identification paradigm (“white-noise experiment”) of systems theory and enabled the relation between log response ratios in the current session and log reinforcer ratios in all previous sessions to be determined. Such dynamic relations are called linear transfer functions. Both nonparametric and parametric representations of these, in the form of “impulse-response functions,” were determined for each bird. The session-to-session response ratios resulting from the session-to-session pseudorandom binary variations in reinforcer ratios were well predicted by the impulse-response functions identified for each pigeon. The impulse-response functions were well fitted by a second-order dynamic model involving only two parameters: a time constant and a gain. The mean time constant was 0.67 sessions, implying that the effects of abrupt changes in log reinforcer ratios should be 96% complete within about five sessions. The mean gain was 0.53, which was surprisingly low inasmuch as it should equal the sensitivity to reinforcement ratio observed under steady-state conditions. The same six pigeons were subjected to a similar experiment 10 months following the first. Despite individual differences in impulse-response functions between birds within each experiment, the impulse-response functions determined from the two experiments were essentially the same.     

组织政治环境如何影响领导者公正准则遵从？

论文基于自我控制的强度模型,研究了组织政治环境作为情境因素影响领导者公正准则遵从的作用机制和边界条件。对来自某国有商业银行73位网点主任连续10个工作日的570个经验取样法的数据分析结果发现：(1)在个体内层次,领导者组织政治感知提高了自我耗竭,领导者职位任期削弱了该正向关系。(2)个体内层次自我耗竭对公正准则遵从的作用取决于个体间层次领导身份认同的程度：当领导身份认同较高时,二者关系为正;当领导身份认同较低时,二者关系为负。(3)当领导者职位任期较短且领导身份认同较高时,组织政治感知通过自我耗竭促进公正准则遵从;当职位任期较短且领导身份认同较低时,组织政治感知通过自我耗竭阻碍公正准则遵从。上述研究结论将公正准则遵从的前因研究从行为者中心视角拓展到情境中心视角,率先研究了组织政治感知的个体内变化及其影响,同时增进了对自我耗竭作用机制和边界条件的认识。     

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?

The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (M_age = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.     

Social cohesion predicts COVID-19 vaccination intentions and uptake

COVID-19 vaccination is widely regarded as an individual decision, resting upon individual characteristics and demographic factors. In this research, we provide evidence that psychological group membership, and more precisely, social cohesion—a multidimensional concept that encompasses one's sense of connectedness to, and interrelations within, a group—can help us understand COVID-19 vaccination intentions (Study 1) and uptake (Study 2). Study 1 is a repeated-measures study with a representative sample of 3026 Australians. We found evidence that social cohesion can be conceptualised as a multidimensional structure; moreover, social cohesion at Wave 1 (early in the COVID-19) predicted greater vaccination intention and lower perceived risk of vaccination at Wave 2 (4 months later). In Study 2 (a cross-sectional study, N = 499), the multidimensional structure of social cohesion was associated with greater uptake of vaccine doses (in addition to willingness to receive further doses and perceived risk of the vaccine). These relations were found after controlling for a series of demographic (i.e., sex, age, income), health-related factors (i.e., subjective health; perceived risk; having been diagnosed with COVID-19), and individual differences (political orientation, social dominance orientation, individualism). These results demonstrate the need to go beyond individual factors when it comes to behaviours that protect groups, and particularly when examining COVID-19 vaccination—one of the most important ways of slowing the spread of the virus.     

群体绩效和团队效能研究的新进展

近几年来 ,在群体和团队方面的研究比较活跃 ,并取得了不少新的进展。本文在近几年的国内外文献的基础上 ,着重讨论几个与群体绩效有关的长期存在的问题 ,主要包括群体构成、凝聚力、激励、领导、群体目标等因素。同时探讨团队与组织之间的内在联系。然后 ,讨论团队效能研究中的几个开放性问题 ,以及将来研究的新动向新趋势。最后 ,对影响团队效能的几个关键的调节因素作一简要的讨论。     

Courteous service: Its assessment and modification in a human service organization

We evaluated strategies to increase behaviors associated with courteous provision of service by 3 staff members of a human service agency. Training included written instructions, practice, and performance feedback. A lottery procedure was introduced to maintain courteous service after training. The results of a multiple baseline design across the 3 participants showed marked increases in courteous behaviors following training. These effects were maintained at 3-, 5-, and 8-month follow-ups. Consumers' satisfaction with service also increased. These findings suggest that simple training and reinforcement procedures can enhance courtesy afforded those who receive service from public and nonprofit organizations.     

Organizational stress and stress management programs

There is a growing awareness of how stress adversely affects organizational efficiency. The implementation of stress management programs to counteract this problem has been slow. This study examined such programs in companies who claimed that they were active and successful in stress management for their employees. The successful features of these organizational stress management programs are identified, discussed, and a model for organizations is presented.     

系列范畴词表时序记忆和项目记忆研究

该项研究探讨系列范畴词表的时序长时记忆和项目长时记忆,实验设计的系列范畴词表将记忆项目分为词表内范畴相同项和词表间范畴相同项,时序记记测量方法是词表辨认,项目记忆测量方法是自由回忆。实验一发现：２分钟延缓测试词表内范畴相同项时序记忆和项目记忆优于词表间范畴相同项;６分钟以及１０分钟延缓测试时序记忆仍是词表内范畴相同项好。实验二发现：以范畴线索提取,两类项目记忆没有显著差异;以词表线索提取,两类项目