Kempcrockett4423

The six delivery methods resulted in minimal differences in confidence and metamemory estimates, but participants were more likely to notice the presence of misinformation in the simple narrative condition. We conclude with suggestions for the selection of an appropriate method of misinformation delivery in future studies. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Testing with various formats enhances long-term retention of studied information; however, little is known whether true-false tests produce this benefit despite their frequent use in the classroom. We conducted four experiments to explore the retention benefits of true-false tests. College students read passages and reviewed them by answering true-false questions or by restudying correct information from the passages. They then took a criterial test 2 days later that consisted of short-answer questions (Experiments 1 and 2) or short-answer and true-false questions (Experiments 3 and 4). True-false tests enhanced retention compared to rereading correct statements and compared to typing those statements while rereading (the latter in a mini meta-analysis). Evaluating both true and false statements yielded a testing effect on short-answer criterial tests, whereas evaluating only true statements produced a testing effect on true-false criterial tests. Finally, a simple modification that asked students to correct statements they marked as false on true-false tests improved retention of those items when feedback was provided. True-false tests can be an effective and practical learning tool to improve students' retention of text material. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Teaching natural-science categories is highly challenging because the objects in such categories are composed of numerous complex dimensions that need to be perceived, evaluated, and integrated. Furthermore, the boundaries separating such categories are often fuzzy. A technique that has been proposed and investigated for enhancing the teaching of natural-science categories is feature highlighting, in which diagnostic features for identifying category members are explicitly described and illustrated. Using rock classification in geology as an example target domain, the present study further investigated the potential benefits of feature highlighting and also of providing causal explanations for the highlighted features. The authors found that feature highlighting did not always lead to improved generalization to novel members of the taught categories. However, robust beneficial effects were seen when the categories were relatively confusable ones and the stated diagnostic features were highly valid for distinguishing among the categories. Finally, at least under the present conditions, supplementing the highlighted features with causal explanations of the reasons for their occurrence did not further enhance the participants' rock-classification learning and generalization. Although the teaching of causal explanations is fundamental to science education, clear evidence that causal explanations enhance classification-learning per se in this domain remains to be demonstrated. (PsycInfo Database Record (c) 2021 APA, all rights reserved).The coronavirus disease 2019 (COVID-19) pandemic has had a major impact on the world. In the United States, healthcare systems have been taxed, medical supplies depleted, and healthcare providers overburdened by the increased need. Although psychologists cannot provide medical services, we possess a unique skillset that can alleviate some of the stress placed on healthcare providers, answer important questions about how this disease impacts patients, and support the growing mental health needs of providers and patients alike. The following commentary outlines the ways in which psychologists and mental health workers at one facility, the Southeast Louisiana Veterans Health Care System, supported the medical system and cared for patient and staff mental health in response to the COVID-19 pandemic. Lessons learned from this experience as well as important future steps are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).The diversification of applicant pools constitutes an important step for broadening the participation of women and underrepresented minorities (URMs) in the workforce. The current study focuses on recruiting diverse applicant pools in an academic setting. We test strategies grounded in homophily theory to attract a diverse set of applicants for open faculty positions. Analysis of recruitment data (13,750 job applications) showed that women search committee chairs and greater percentages of women on search committees related to more women applicants and that URMs search chairs and a greater percentage of URM members on search committees related to more URM applicants, resulting in 23% more women applicant pools with a woman chair and over 100% more URM applicants for a URM chair. Furthermore, women and URMs actively engage in ways to reach out to a more diverse set of applicants, whereas men and non-URMs' behavior maintains the status quo. We discuss the implications and advancement of homophily theory that can ultimately increase the representation of women and URM in the workforce. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Past research on employee trust and diversity climate is cross-sectional and often overlooks the distinction between overall unit climate and individual perceptions of climate. The current article addresses the complex relationship between trust and diversity climate, including directionality, evolution over time, multilevel characteristics, and influence on the critical outcome of turnover intentions. Using a novel, a multilevel analysis of cross-lagged panel data with latent interactions, we examined 6 years of data from 3,218 faculty members across 294 departments in a large U.S. selleck chemical university. We then (a) separated within-department and between-department diversity climate perceptions, (b) examined the directionality and durability of the relationships among trust and diversity climate perceptions, and (c) examined employee turnover intentions as an outcome of the trust/diversity climate perception feedback process that we identified. Results revealed a reciprocal relationship between within-department diversity climate and trust. These relationships continued over the full 6-year period and, as hypothesized, were stronger in departments with more unsupportive diversity climates. When all three variables were modeled at both levels of analysis, an influence on future turnover intentions was observed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Sexual harassment from customers is prevalent and costly to service employees and organizations, yet little is known about when and why customers harass. Based on a theoretical model of power in organizations, we propose that sexual harassment is a function of employees' financial dependence on customers (i.e., tips) and deference to customers with emotional labor ("service with a smile") jointly activating customer power. With a field survey study of tipped employees who vary in financial dependence and emotional display requirements (Study 1), and an online experiment that manipulates financial dependence and emotional displays from the customer's perspective (Study 2), our results confirm that these contextual factors jointly increase customer power and thus sexual harassment. Our research has important practical implications, suggesting that organizations can reduce customer sexual harassment by changing compensation models or emotional labor expectations in service contexts. link2 (PsycInfo Database Record (c) 2021 APA, all rights reserved).The surge of opportunities available through the gig economy has increased the sizeable population of people who hold multiple jobs. Many of these multiple jobholders are full-time employees who have adopted side-hustles-income-generating work performed alongside full-time work. A core and ubiquitous feature of both full-time work and side-hustles is status, or membership in a social hierarchy. Although status has traditionally been investigated as an employee's enduring position in the social hierarchy at their full-time job, employees with side-hustles hold two distinct work-related statuses status in their full-time job and status in their side-hustle. Having two statuses necessarily creates a situation in which employees' status is either consistent or inconsistent across roles. We investigate the implications of status inconsistency between side-hustles and full-time work for employees' stress, well-being, and performance. We assert that status inconsistency between side-hustles and full-time work requires employees to navigate stress-inducing tensions, such as incongruent role expectations and confusion regarding their sense of self. By extension, we propose that status inconsistency between side-hustles and full-time work promotes more role stress than occupying consistently low-status roles. In a four-wave field study of full-time employees with side-hustles, and their supervisors, we use polynomial regression analysis to test our predictions. We find that status inconsistency diminishes performance in full-time work via role stress and emotional exhaustion. Given the burgeoning gig economy and associated changes to how work is organized, our research has important and timely implications for multiple jobholders and their full-time work organizations. (PsycInfo Database Record (c) 2021 APA, all rights reserved).In the 2 decades since Andersson and Pearson (Academy of Management Review, 24, 452, 1999) suggested workplace incivility occurs in dyadic relationships between two employees, research has only studied incivility from the perspective of either the target or the instigator. In doing so, it implicitly treats experienced and instigated incivility as though they solely reflect (viz., dispositional and situational) characteristics of targets and instigators, ignoring that incivility is also attributable to the unique relationship between dyad members. The present study draws on the norm of reciprocity to examine workplace incivility in dyadic relationships and how it differs across individuals. Using dyads as the unit of analysis, we test our predictions among employees at a U.S. restaurant chain (Sample 1); a technology manufacturer in China (Sample 2); and across a range of industries, organizations, and jobs in the U.S. (Sample 3). We find that experienced and instigated incivility exhibit substantial variation at the dyad level, that the two are related within dyads after accounting for individuals' general tendencies to experience and instigate incivility, and that the within-dyad association between experienced and instigated incivility is moderated by perceived descriptive and injunctive norms regarding uncivil behavior. Implications and future research directions are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).In this article we explore the effect of encounters with rudeness on the tendency to engage in anchoring, one of the most robust and widespread cognitive biases. Integrating the self-immersion framework with the selective accessibility model (SAM), we propose that rudeness-induced negative arousal will narrow individuals' perspectives in a way that will make anchoring more likely. Additionally, we posit that perspective taking and information elaboration will attenuate the effect of rudeness on both negative arousal and subsequent anchoring. Across four experimental studies, we test the impact of exposure to rudeness on anchoring as manifested in a variety of tasks (medical diagnosis, judgment tasks, and negotiation). In a pilot study, we find that rudeness is associated with anchoring among a group of medical students making a medical diagnosis. link3 In Study 1, we show that negative arousal mediates the effect of rudeness on anchoring among medical residents treating a patient, and that perspective taking moderates these effects.