In this commentary, we welcome Schimmack’s reanalysis of Bar-Anan and Vianello’s multitrait multimethod (MTMM) data set, and we highlight some limitations of both the original and the secondary ...analyses. We note that when testing the fit of a confirmatory model to a data set, theoretical justifications for the choices of the measures to include in the model and how to construct the model improve the informational value of the results. We show that making different, theory-driven specification choices leads to different results and conclusions than those reported by Schimmack (this issue, p. 396). Therefore, Schimmack’s reanalyses of our data are insufficient to cast doubt on the Implicit Association Test (IAT) as a measure of automatic judgment. We note other reasons why the validation of the IAT is still incomplete but conclude that, currently, the IAT is the best available candidate for measuring automatic judgment at the person level.
The accumulation of scientific knowledge on calling is limited by the absence of a common theoretical and measurement framework. Many different models of calling have been proposed, and we do not ...know how much research results that refer to a specific model are generalizable to different theoretical accounts of calling. In this article, we investigate whether two leading models of calling tackle the same construct. The two models were merged into a comprehensive framework that measures calling across seven facets: Passion, Purposefulness, Sacrifice, Pervasiveness, Prosocial Orientation, Transcendent Summons, and Identity. We then developed the Unified Multidimensional Calling Scale (UMCS) drawing from previous published items. Across two surveys involving college students (N = 5886) and adult employees (N = 205) the UMCS was proved to be valid and reliable. We also observed that the UMCS is invariant across time and calling domains. Finally, we found that facets of calling have very different relationships with outcomes and concurrent measures, suggesting that results obtained with a smaller set of facets are not generalizable to the higher-order construct of calling or to a different model that does not share the same facets.
About 70% of more than half a million Implicit Association Tests completed by citizens of 34 countries revealed expected implicit stereotypes associating science with males more than with females. We ...discovered that nation-level implicit stereotypes predicted nation-level sex differences in 8th-grade science and mathematics achievement. Self-reported stereotypes did not provide additional predictive validity of the achievement gap. We suggest that implicit stereotypes and sex differences in science participation and performance are mutually reinforcing, contributing to the persistent gender gap in science engagement.
Prior research has found that indirectly measured preference for White people over Black people is positively related to categorizing angry racially ambiguous faces as Black. This past work found no ...evidence that directly measured racial preferences predict this racial categorization bias (RCB), suggesting that the RCB could be a unique and easily administered tool for investigating automatic evaluation and validating automatic evaluation measures. In two studies (total N > 7,000), using structural equation models that account for error variance, multiple indirect evaluation measures were uniquely related to the RCB, thus bolstering their predictive validity. However, the RCB also correlated with self-reported evaluation, leaving psychologists without a robust, replicable outcome uniquely related to automatic evaluation. The lack of such an outcome hinders theoretical and practical progress in research on implicit social cognition.
The article aims to measure implicit sexual attitude in heterosexual, gay and bisexual individuals. A Many-Facet Rasch Measurement analysis was used to disentangle the contribution of specific ...associations to the overall IAT measure. A preference for heterosexuals relative to homosexuals is observed in heterosexual respondents, driven most by associating positive attributes with heterosexuals rather than negative attributes with homosexuals. Differently, neither the negative nor the positive evaluation of any of the target groups play a prominent role in driving the preference for homosexuals observed in gay respondents. A preference for heterosexuals relative to homosexuals is observed in bisexual respondents, that results most from ascribing negative attributes to homosexuals rather than positive attributes to heterosexuals. The results are consistent with the expression of the need for achieving a positive self-image and with the influence of shared social norms concerning sexuality.
The discrimination-association model (DAM; Stefanutti et al.
2013
) disentangles two components underlying the responses to the implicit association test (IAT), which pertain to stimuli ...discrimination (the strength of the association of the stimuli with their own category) and automatic association (the strength of the association between targets and attributes). The assumption of the DAM that these two components sum into a single process generates critical drawbacks. The present work provides a new formulation of the model, called DAM-4C, in which stimuli discrimination and automatic association are separate, independent, and competing processes. Results of theoretical and simulation studies suggest that the DAM-4C outperforms the DAM. The IAT effect is found to vary with the association rates of the DAM-4C and not with those of the DAM. The parameters of the DAM-4C fitted on data from a Coca-Pepsi IAT are found to account for variance in brand attractiveness, taste preference, and cola choice that is not accounted for by the
D
score and the diffusion model. In addition, the association rates estimated on data from a Black-White IAT are in line with expectations.
Although a greater degree of personal obesity is associated with weaker negativity toward overweight people on both explicit (i.e., self-report) and implicit (i.e., indirect behavioral) measures, ...overweight people still prefer thin people on average. We investigated whether the national and cultural context - particularly the national prevalence of obesity - predicts attitudes toward overweight people independent of personal identity and weight status. Data were collected from a total sample of 338,121 citizens from 71 nations in 22 different languages on the Project Implicit website (https://implicit.harvard.edu/) between May 2006 and October 2010. We investigated the relationship of the explicit and implicit weight bias with the obesity both at the individual (i.e., across individuals) and national (i.e., across nations) level. Explicit weight bias was assessed with self-reported preference between overweight and thin people; implicit weight bias was measured with the Implicit Association Test (IAT). The national estimates of explicit and implicit weight bias were obtained by averaging the individual scores for each nation. Obesity at the individual level was defined as Body Mass Index (BMI) scores, whereas obesity at the national level was defined as three national weight indicators (national BMI, national percentage of overweight and underweight people) obtained from publicly available databases. Across individuals, greater degree of obesity was associated with weaker implicit negativity toward overweight people compared to thin people. Across nations, in contrast, a greater degree of national obesity was associated with stronger implicit negativity toward overweight people compared to thin people. This result indicates a different relationship between obesity and implicit weight bias at the individual and national levels.
The dual-attitude perspective posits that it is useful for research and theory to assume two distinct constructs: explicit and implicit attitudes (or automatic and deliberate evaluation). Much ...evidence supports this perspective, but some important tests are missing, casting doubts on studies that relied on the perspective for inference. We used a multimethod multitrait design to extensively test the validity of the dual perspective. The dataset (N = 24,015) included measurements of attitudes in 3 domains (race, politics, the self) with 7 indirect measures, and at least 3 self-report measures for each attitude domain. The dual-attitude model fit the data better than a single-attitude model. Six of the 7 indirect measures were related to the implicit construct more than to the explicit construct. The evidence supports the dual-attitude perspective, bolsters the validation of 6 indirect measures, and clears doubts from countless previous studies that used only one indirect measure to draw conclusions about implicit attitudes.
Career calling is a positive construct that describes how much individuals see their work as a meaningful and consuming passion, experienced as a transcendent summons, that defines their identity, ...their life’s purpose, and contributes to the common good. Somewhat surprisingly, recent research suggested that calling fosters workaholism. In a cross-sectional study (N = 235), we investigated obsessive and harmonious passion as mediators and moderators of the relation between calling and workaholism. Results suggested that the relation between calling and workaholism is completely mediated by obsessive passion and partially mediated by harmonious passion. In addition, we observed that obsessive passion moderates the relation between calling and workaholism, such that when obsessive passion is high, calling protects individuals from workaholism. These results put into question the so-called dark side of calling.
We investigated whether career calling (calling) operated as a moderator between intensified job demands and job performance, which was measured via task performance (TP) and organizational ...citizenship behavior (OCB). The study was based on one-year follow-up data collected among Finnish teachers (n = 507). The results showed that the moderator effects varied by job demands. Under increased job-related planning and decision-making demands, employees with high calling reported improved TP and OCB compared to employees with low calling. However, under increased time pressures and multitasking demands, employees with high calling reported impaired TP and OCB compared to employees with low calling. These results can be utilized in stress and performance management interventions. Keywords: career calling, intensified job demands, performance, challenge-hindrance model, moderator
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