Quantity estimations by groups and individuals: Effects of known domain boundaries.

The authors selected 8 ordered quantities from smallest (1st) to largest (8th) from each of 36 domains, such as population of countries and production of commodities. Given the 1st and 8th (broad domain boundaries), 2nd and 7th (medium boundaries), 3rd and 6th (narrow boundaries), 2nd and 3rd, 6th and 7th, or none of the quantities, participants estimated the 4th and 5th quantities from each domain. They then repeated the estimations as 3-person groups or individuals. The groups performed at the level of their best members and better than the independent individuals. All 5 domain boundaries improved estimation for both groups and individuals. Estimations were most accurate given the narrow (3rd and 6th) boundaries, suggesting processes of assimilation rather than averaging. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Action coordination in groups and individuals: Learning anticipatory control.

When individuals act alone, they can internally coordinate the actions at hand. Such coordination is not feasible when individuals act together in a group. The present research examines to what extent groups encounter specific challenges when acting jointly and whether these challenges impede extending planning into the future. Individuals and groups carried out a tracking task that required learning a new anticipatory control strategy. The results show that groups face additional demands that are harder to overcome when planning needs to be extended into the future. Information about others' actions is a necessary condition for groups to effectively learn to extend their plans. Possible mechanisms for exerting and learning anticipatory control are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Depressed people are not less motivated by personal goals but are more pessimistic about attaining them.

Despite its theoretical importance, personal goal motivation has rarely been examined in clinical depression. Here we investigate whether clinically depressed persons (n = 23) differ from never-depressed persons (n = 26) on number of freely generated approach and avoidance goals, appraisals of these goals, and reasons why these goals would and would not be achieved. Participants listed approach and avoidance goals separately and generated explanations for why they would (pro) and would not (con) achieve their most important approach and avoidance goals, before rating the importance, likelihood, and perceived control of goal outcomes. Counter to hypothesis, depressed persons did not differ from never-depressed controls on number of approach or avoidance goals, or on the perceived importance of these goals. However, compared to never-depressed controls, depressed individuals gave lower likelihood judgments for desirable approach goal outcomes, tended to give higher likelihood judgments for undesirable to-be-avoided goal outcomes, and gave lower ratings of their control over goal outcomes. Furthermore, although controls generated significantly more pro than con reasons for goal achievement, depressed participants did not. These results suggest that depressed persons do not lack valued goals but are more pessimistic about their likelihood, controllability, and reasons for successful goal attainment. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Memorizing by individuals and groups: A test of the pooling-of-ability model.

"Sixty-five Ss were given eight nonsense words to learn. Forty-two of the Ss learned the task in groups of three, and the remaining 23 learned the task as individuals… . The data indicate that a concept of group facilitation need not be introduced to explain the groups' performance." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Bridging psychology and biology: the analysis of individuals in groups.

Biological systems are particularly prone to variation, and the authors argue that such variation must be regarded as important data in its own right. The authors describe a method in which individual differences are studied within the framework of a general theory of the population as a whole and illustrate how this method can be used to address three types of issues: the nature of the mechanisms that give rise to a specific ability, such as mental imagery; the role of psychological or biological mediators of environmental challenges, such as the biological bases for differences in dispositional mood; and the existence of processes that have nonadditive effects with behavioral and physiological variables, such as factors that modulate the response to stress and its effects on the immune response. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Causal beliefs and conditioned responses: Retrospective revaluation induced by experience and by instruction.

The author tested causal beliefs and conditioned responses in a task involving retrospective revaluation of the causal status of a target cue with respect to electric shock. Successful revaluation was observed on both self-report shock expectancy and skin conductance, whether the training trials were directly experienced, described, or partly experienced and partly described. The results contradict models that link anticipatory conditioned responses to a separate or earlier process from that underlying explicit causal knowledge. They suggest instead that a single learning process gives rise to propositional knowledge that (a) drives anticipatory responding, (b) forms the basis for self-reported causal beliefs, and (c) can be combined with other knowledge, provided either by experience or symbolically, to generate inferences such as retrospective revaluation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

How goals and beliefs lead people into and out of depression.

There is evidence that beliefs (cognitive vulnerabilities) and goals (to prove self-worth) contribute to depression but little consideration of how they work in tandem. Synthesizing research on beliefs and goals leads us to four propositions: (a) People with cognitive vulnerabilities often adopt self-worth goals (seeking to prove self-worth and to avoid proof of worthlessness). People with the opposite beliefs often adopt learning goals. (b) Stressors trigger depression largely because they lead people with self-worth goals to focus narrowly on goals to avoid proof of worthlessness. The same stressors do not lead people with learning goals to become depressed. (c) People with goals to avoid proof of worthlessness adopt defensive self-handicapping behaviors (e.g., effort withdrawal, rumination) when dealing with stressors, because those behaviors serve their goals. The same stressors lead people with learning goals to adopt constructive, problem-solving strategies. (d) A key to alleviating depression is fostering a shift from self-worth goals to learning goals and from the beliefs underlying self-worth goals to the opposite beliefs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Memory for people and their actions: Further evidence for an age-related associative deficit.

The associative deficit hypothesis (M. Naveh-Benjamin, 2000) attributes age-related memory deficits to the inability to encode and retrieve bound units of information. The present experiment extended this deficit to a new form of stimuli, dynamic displays of people and their performance of everyday actions. Older and younger adults viewed a series of brief video clips, each showing a different person performing a different action, and were tested over memory for individual people, individual actions, and the person-action combinations. Older adults did exhibit an associative deficit, and this was related to an increased proportion of false alarms on the associative test. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Priming of reach and grasp actions by handled objects.

Pictures of handled objects such as a beer mug or frying pan are shown to prime speeded reach and grasp actions that are compatible with the object. To determine whether the evocation of motor affordances implied by this result is driven merely by the physical orientation of the object's handle as opposed to higher-level properties of the object, including its function, prime objects were presented either in an upright orientation or rotated 90° from upright. Rotated objects successfully primed hand actions that fit the object's new orientation (e.g., a frying pan rotated 90° so that its handle pointed downward primed a vertically oriented power grasp), but only when the required grasp was commensurate with the object's proper function. This constraint suggests that rotated objects evoke motor representations only when they afford the potential to be readily positioned for functional action. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Beliefs about affirmative action: A test of the group self-interest and racism beliefs models.

Two models of affirmative action attitudes (i.e., group self-interest and racism beliefs) were examined among a sample of racially diverse college students. Open-ended questions were included to provide students an opportunity to elaborate on their beliefs about affirmative action and beliefs about the existence of racial discrimination. Findings from logistic regression analysis on a subsample (n = 376) provide support for both models; race (a proxy for group self-interest) and racism beliefs (as measured by the Color-Blind Racial Attitudes Scale [CoBRAS] and an the open-ended question) helped predict endorsement of affirmative action in theoretically expected ways. Asian, Latino, and Black students were more likely to view affirmative action as helpful compared to their White counterparts, and limited awareness of institutional racism (i.e., higher CoBRAS scores) was associated with antiaffirmative action arguments. Follow-up analysis, however, provided support for the superiority of the racism beliefs model as measured by the CoBRAS in predicting affirmative action beliefs over the group-interest model. Limitations and implications for future research are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Working for the self or working for the group: How self- versus group affirmation affects collective behavior in low-status groups.

Experiencing social identity threat can lead members of stigmatized groups to protect their self-regard by withdrawing from domains that are associated with higher status groups. Four experiments examined how providing identity affirmation in alternative domains affects performance motivation in status-defining domains among stigmatized group members. Two forms of identity affirmation were distinguished: self-affirmation, which enhances personal identity, and group affirmation, which enhances social identity. The results showed that although self- and group affirmation both induce high performance motivation, they do so in different ways. Whereas self-affirmation induces a focus on the personal self, group affirmation induces a focus on the social self (Study 1). Accordingly, group affirmation elicited high performance motivation among highly identified group members (Studies 1 and 2) by inducing challenge (Study 2) and protected interest in group-serving behaviors that improve collective status (Studies 3 and 4). By contrast, low identifiers were challenged and motivated to perform well only after self-affirmation (Studies 1 and 2) and reported an even stronger inclination to work for themselves at the expense of the group when offered group affirmation (Studies 3 and 4). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A model of emergence and dysfunctional effects of emotional conflict in groups.

The current study tested a model of group effectiveness in which emotional conflict, negative affective tone in groups, and group mean agreeableness were proposed as key antecedent variables. Data collected from 84 project groups supported the proposition that group-level agreeableness was significantly related with emotional conflict, and that emotional conflict indirectly affects group outcomes through group-level negative affective tone and contextual-discretionary behaviors, as opposed to task-related behaviors. Findings are discussed in terms of how group members' personality foster emotional conflict in groups and the implications of these findings for group effectiveness research as well as the management of project groups. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Some factors in the selection of leaders by members of small groups.

The present study was designed to investigate the relationship between amount of participation, frequency of task- and group-oriented interaction, and the selection of leaders by other group members. The general hypothesis was that amount of participation and organizational-integrative interaction are both associated with leader selection but that each may reflect different aspects of the criterion. Two three-person groups met simultaneously in separate rooms and were given identical instructions by the experimenters. Each group discussed a human relations problem for about 20 minutes, reaching a group consensus in that time. The groups were then told that a second meeting would take place immediately in which one person from each group would act as a representative; the two representatives would discuss a concrete problem related to the previously discussed topic. Each group then selected one of the members to act as representative. Data were obtained on 26 three-person groups, and for the total sample of 66 Ss, data on time-talked were put into percentage form for each meeting. Those members who were chosen as representatives talked an average of 44.8% of the meeting time; nonrepresentatives talked an average of 27.6% of the time. The average number of interactions (DEF) per meeting was 12.6 for representatives and 6.1 for nonrepresentatives. However, the variances are heterogeneous in this case, so a median test was used, yielding a chi square of 8.79, significant beyond the .01 level. Thus, both on measures of amount of participation and interaction, those members chosen as representatives were higher. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Groups perform better than the best individuals on letters-to-numbers problems: Informative equations and effective strategies.

One-hundred 3-person groups and 300 individuals solved 2 letters-to-numbers problems, requiring identification of the coding of 10 letters to 10 numbers by proposing an equation in letters, receiving the answer in letters, proposing a hypothesis, and receiving feedback on the hypothesis on each trial. There were 5 instruction conditions: (a) standard, (b) use at least 3 letters on all equations, (c) use at least 4 letters on all equations, (d) number 1 known before beginning problem, and (e) number 9 known before beginning problem. The groups had fewer trials to solution, proposed more complex equations, and identified more letters per equation than the best individuals. Performance was best under instructions to use at least 4 letters and with the number 9 known. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Expertise in Group Problem Solving: Recognition, Social Combination, and Performance.

This laboratory study assessed how recognition of expertise affects group decision making and performance. Three-person groups and independent individuals solved 4 intellective problem-solving tasks in 3 experimental conditions: 4 individual tasks, 1 individual task followed by 2 group tasks followed by 1 individual task, or 1 individual task followed by 2 group tasks (with intragroup rankings) followed by 1 individual task. Findings indicate that (a) both groups with ranking information and groups without are fairly well calibrated with respect to expertise, (b) group decisions were best approximated by "expert-weighted" decision schemes in which the highest performing member of the group has twice the influence of other group members, and (c) groups performed at the level of the best of an equivalent number of individuals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Strategies for revising judgment: How (and how well) people use others’ opinions.

A basic issue in social influence is how best to change one’s judgment in response to learning the opinions of others. This article examines the strategies that people use to revise their quantitative estimates on the basis of the estimates of another person. The authors note that people tend to use 2 basic strategies when revising estimates: choosing between the 2 estimates and averaging them. The authors developed the probability, accuracy, redundancy (PAR) model to examine the relative effectiveness of these two strategies across judgment environments. A surprising result was that averaging was the more effective strategy across a wide range of commonly encountered environments. The authors observed that despite this finding, people tend to favor the choosing strategy. Most participants in these studies would have achieved greater accuracy had they always averaged. The identification of intuitive strategies, along with a formal analysis of when they are accurate, provides a basis for examining how effectively people use the judgments of others. Although a portfolio of strategies that includes averaging and choosing can be highly effective, the authors argue that people are not generally well adapted to the environment in terms of strategy selection. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.

Although there are numerous potential benefits to diversity in work groups, converging dimensions of diversity often prevent groups from exploiting this potential. In a study of heterogeneous decision-making groups, the authors examined whether the disruptive effects of diversity faultlines can be overcome by convincing groups of the value of diversity. Groups were persuaded either of the value of diversity or the value of similarity for group performance, and they were provided with either homogeneous or heterogeneous information. As expected, informationally diverse groups performed better when they held pro-diversity rather than pro-similarity beliefs, whereas the performance of informationally homogeneous groups was unaffected by diversity beliefs. This effect was mediated by group-level information elaboration. Implications for diversity management in organizations are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Quality and acceptance of problem solutions by members of homogeneous and heterogeneous groups.

Though previous work by Hoffman (see 34: 954) had demonstrated that higher quality solutions to problems were produced by heterogeneous groupings of people (in terms of personality) than homogeneous, the present research was prompted by the question as to the generalizability of the findings. This study attempts to find where the results relate to situations which enhance group differences in terms of value or attitude held. Even on problems designed to produce emotional conflict, the heterogeneous groups proved to be more effective in problem solving. From Psyc Abstracts 36:04:4GE01H. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Leader behaviors as perceived by cancer patients in professionally directed support groups and outcomes.

The study tested the effects of leader behaviors on outcomes in 269 cancer patients in professionally led support groups. Both the direct effect and a mediation hypothesis, helpful group experiences, were examined. The leader model specifies 5 dimensions: evoke-stimulate, executive-management, meaning attribution, uses of self, and support-caring. Patients were drawn from The Wellness Community, a national organization that provides services to cancer patients. Outcomes included quality of life and depression. In a linear regressions analysis, leaders perceived as high on meaning attribution and management-structure had lower depression, fewer physical problems, higher well-being, and better functioning. In a test of the mediation hypothesis, leader behaviors associated with outcomes were substantially mediated through helpful group experiences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)