1 Psychology As a Robust Science Dr Amy Orben Lent Term 2020 When
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Feminine Style in the Pursuit of Political Power
UNIVERSITY OF CALIFORNIA, IRVINE Talk “Like a Man”: Feminine Style in the Pursuit of Political Power DISSERTATION submitted in partial satisfaction of the requirements for the degree of DOCTOR OF PHILOSOPHY in Political Science by Jennifer J. Jones Dissertation Committee: Professor Kristen Monroe, Chair Professor Marty Wattenberg Professor Michael Tesler 2017 Chapter 4 c 2016 American Political Science Association and Cambridge University Press. Reprinted with permission. All other materials c 2017 Jennifer J. Jones TABLE OF CONTENTS Page LIST OF FIGURES iv LIST OF TABLES vi ACKNOWLEDGMENTS vii CURRICULUM VITAE viii ABSTRACT OF THE DISSERTATION xi 1 Introduction 1 2 Theoretical Framework and Literature Review 5 2.1 Social Identity and Its Effect on Social Cognition . 6 2.1.1 Stereotypes and Expectations . 9 2.1.2 Conceptualizing Gender in US Politics . 13 2.2 Gender and Self-Presentation in US Politics . 16 2.2.1 Masculine Norms of Interaction in Institutional Settings . 16 2.2.2 Political Stereotypes and Leadership Prototypes . 18 2.3 The Impact of Political Communication in Electoral Politics . 22 2.4 Do Women Have to Talk Like Men to Be Considered Viable Leaders? . 27 3 Methods: Words are Data 29 3.1 Approaches to Studying Language . 30 3.2 Analyzing Linguistic Style . 34 3.2.1 Gendered Communication and the Feminine/Masculine Ratio . 37 3.2.2 Comparison with Other Coding Schemes . 39 3.3 Approaches to Studying Social Perception and Attitudes . 40 3.3.1 The Link Between Linguistic Style and Implicit Associations . 42 4 The Linguistic Styles of Hillary Clinton, 1992–2013 45 4.1 The Case of Hillary Clinton . -
The Pervasiveness and Persistence of the Elderly Stereotype ∗ Amy J
Journal of Social Issues, Vol. 61, No. 2, 2005, pp. 267--285 This Old Stereotype: The Pervasiveness and Persistence of the Elderly Stereotype ∗ Amy J. C. Cuddy Princeton University Michael I. Norton Massachusetts Institute of Technology Susan T. Fiske Princeton University Americans stereotype elderly people as warm and incompetent, following from perceptions of them as noncompetitive and low status, respectively. This article extends existing research regarding stereotyping of older people in two ways. First, we discuss whether the mixed elderly stereotype is unique to American culture. Data from six non-U.S. countries, including three collectivist cultures, demonstrate elderly stereotypes are consistent across varied cultures. Second, we investigate the persistence of the evaluatively-mixed nature of the elderly stereotype. In an experiment, 55 college students rated less competent elderly targets (stereotype- consistent) as warmer than more competent (stereotype-inconsistent) and control elderly targets. We also discuss the type of discrimination—social exclusion—that elderly people often endure. Said the little boy, “Sometimes I drop my spoon.” Said the little old man, “I do that too.” The little boy whispered, “I wet my pants.” “I do that too,” laughed the little old man. Said the little boy, “I often cry.” The old man nodded, “So do I.” “But worst of all,” said the boy, “it seems Grown-ups don’t pay attention to me.” And he felt the warmth of the wrinkled old hand. “I know what you mean,” said the little old man. Silverstein, 1981, “The Little Boy and the Old Man” ∗ Correspondence concerning this article should be addressed to Amy Cuddy, Psychology Depart- ment, Green Hall, Princeton University, Princeton, NJ 08544 [e-mail: [email protected]]. -
Diversity and Empathy in Leadership
+(,121/,1( Citation: 19 Duke J. Gender L. & Pol'y 133 2011-2012 Provided by: Sponsored By: Thomas Jefferson School of Law Content downloaded/printed from HeinOnline Tue Dec 13 13:37:36 2016 -- Your use of this HeinOnline PDF indicates your acceptance of HeinOnline's Terms and Conditions of the license agreement available at http://heinonline.org/HOL/License -- The search text of this PDF is generated from uncorrected OCR text. -- To obtain permission to use this article beyond the scope of your HeinOnline license, please use: Copyright Information Implementing Grutter's Diversity Rationale: Diversity and Empathy in Leadership REBECCA K. LEE* ABSTRACT This Article examines the role of leadershipin implementing the diversity rationale affirmed by the U.S. Supreme Court in Grutter v. Bollinger and argues that greater di- versity and empathy are needed for effective leadership in diverse settings. In Grutter, the Court held that the University of Michigan Law School's use of race in selecting stu- dents for admission did not violate the Constitution'sEqual Protection Clause. In so do- ing, the Court affirmed Justice Powell's diversity rationaleas expressed in an earlier case, Regents of University of California v. Bakke, in which he noted that " 'the nation's future depends upon leaders trained through wide exposure' to the ideas and mores of students as diverse as this Nation of many peoples." By endorsing this diversity justifi- cation, the Grutter Court acknowledged the interdependent relationship between diversi- ty and leadership. The Court, however, did not describe the specific skills needed to lead in diverse environments and how such skills may be developed at school and afterward in the workplace. -
Promoting an Open Research Culture
Promoting an open research culture Brian Nosek University of Virginia -- Center for Open Science http://briannosek.com/ -- http://cos.io/ The McGurk Effect Ba Ba? Da Da? Ga Ga? McGurk & MacDonald, 1976, Nature Adelson, 1995 Adelson, 1995 Norms Counternorms Communality Secrecy Open sharing Closed Norms Counternorms Communality Secrecy Open sharing Closed Universalism Particularlism Evaluate research on own merit Evaluate research by reputation Norms Counternorms Communality Secrecy Open sharing Closed Universalism Particularlism Evaluate research on own merit Evaluate research by reputation Disinterestedness Self-interestedness Motivated by knowledge and discovery Treat science as a competition Norms Counternorms Communality Secrecy Open sharing Closed Universalism Particularlism Evaluate research on own merit Evaluate research by reputation Disinterestedness Self-interestedness Motivated by knowledge and discovery Treat science as a competition Organized skepticism Organized dogmatism Consider all new evidence, even Invest career promoting one’s own against one’s prior work theories, findings Norms Counternorms Communality Secrecy Open sharing Closed Universalism Particularlism Evaluate research on own merit Evaluate research by reputation Disinterestedness Self-interestedness Motivated by knowledge and discovery Treat science as a competition Organized skepticism Organized dogmatism Consider all new evidence, even Invest career promoting one’s own against one’s prior work theories, findings Quality Quantity Anderson, Martinson, & DeVries, -
Hop://Cos.Io/ Brian Nosek University of Virginia Hop://Briannosek.Com
hp://cos.io/ Brian Nosek University of Virginia h"p://briannosek.com/ General Article Psychological Science XX(X) 1 –8 False-Positive Psychology: Undisclosed © The Author(s) 2011 Reprints and permission: sagepub.com/journalsPermissions.nav Flexibility in Data Collection and Analysis DOI: 10.1177/0956797611417632 Allows Presenting Anything as Significant http://pss.sagepub.com Joseph P. Simmons1, Leif D. Nelson2, and Uri Simonsohn1 1The Wharton School, University of Pennsylvania, and 2Haas School of Business, University of California, Berkeley Abstract In this article, we accomplish two things. First, we show that despite empirical psychologists’ nominal endorsement of a low rate of false-positive findings (≤ .05), flexibility in data collection, analysis, and reporting dramatically increases actual false-positive rates. In many cases, a researcher is more likely to falsely find evidence that an effect exists than to correctly find evidence that it does not. We present computer simulations and a pair of actual experiments that demonstrate how unacceptably easy it is to accumulate (and report) statistically significant evidence for a false hypothesis. Second, we suggest a simple, low-cost, and straightforwardly effective disclosure-based solution to this problem. The solution involves six concrete requirements for authors and four guidelines for reviewers, all of which impose a minimal burden on the publication process. Keywords methodology, motivated reasoning, publication, disclosure Received 3/17/11; Revision accepted 5/23/11 Our job as scientists is to discover truths about the world. We Which control variables should be considered? Should spe- generate hypotheses, collect data, and examine whether or not cific measures be combined or transformed or both? the data are consistent with those hypotheses. -
Amy Cuddy: Your Body Language Shapes Who You Are | TED Talk ?Language=Zh-Tw
Amy Cuddy: Your Body Language Shapes Who You Are | TED Talk https://www.ted.com/talks/amy_cuddy_your_body_language_shapes_who_you_are ?language=zh-tw So I want to start by offering you a free no-tech life hack1, and all it requires of you is this: that you change your posture2 for two minutes. But before I give it away3, I want to ask you to right now do a little audit4 of your body and what you're doing with your body. So how many of you are sort of making yourselves smaller? Maybe you're hunching5, crossing your legs6, maybe wrapping your ankles7. Sometimes we hold onto our arms8 like this. Sometimes we spread out9. (Laughter) I see you. So I want you to pay attention to what you're doing right now. We're going to come back to that in a few minutes, and I'm hoping that if you learn to tweak10 this a little bit, it could significantly change the way your life unfolds. So, we're really fascinated with body language, and we're particularly interested in other people's body language. You know, we're interested in, like, you know — (Laughter) — an awkward interaction, or a smile, or a contemptuous11 glance12, or maybe a very awkward wink13, or maybe even something like a handshake. Narrator: Here they are arriving at Number 10. This lucky policeman gets to shake hands with the President of the United States. Here comes the Prime Minister -- No. Amy Cuddy: So a handshake, or the lack of a handshake, can have us talking for weeks and weeks and weeks. -
The Reproducibility Crisis in Research and Open Science Solutions Andrée Rathemacher University of Rhode Island, [email protected] Creative Commons License
University of Rhode Island DigitalCommons@URI Technical Services Faculty Presentations Technical Services 2017 "Fake Results": The Reproducibility Crisis in Research and Open Science Solutions Andrée Rathemacher University of Rhode Island, [email protected] Creative Commons License This work is licensed under a Creative Commons Attribution 4.0 License. Follow this and additional works at: http://digitalcommons.uri.edu/lib_ts_presentations Part of the Scholarly Communication Commons, and the Scholarly Publishing Commons Recommended Citation Rathemacher, Andrée, ""Fake Results": The Reproducibility Crisis in Research and Open Science Solutions" (2017). Technical Services Faculty Presentations. Paper 48. http://digitalcommons.uri.edu/lib_ts_presentations/48http://digitalcommons.uri.edu/lib_ts_presentations/48 This Speech is brought to you for free and open access by the Technical Services at DigitalCommons@URI. It has been accepted for inclusion in Technical Services Faculty Presentations by an authorized administrator of DigitalCommons@URI. For more information, please contact [email protected]. “Fake Results” The Reproducibility Crisis in Research and Open Science Solutions “It can be proven that most claimed research findings are false.” — John P. A. Ioannidis, 2005 Those are the words of John Ioannidis (yo-NEE-dees) in a highly-cited article from 2005. Now based at Stanford University, Ioannidis is a meta-scientist who conducts “research on research” with the goal of making improvements. Sources: Ionnidis, John P. A. “Why Most -
Why Warmth and Competence Matter to Social Work
Universal Dimensions of Inequality: Why Warmth and Competence Matter to Social Work Susan T. Fiske DttfPhlDepartment of Psychology Princeton University Onl y 2Kid2 Kinds o fPf Peop le Friend or foe? With us or against? Part of the problem or the solution Warm, friendly, trustworthy, sincere OKMOK, Mayb e 4Kid4 Kinds o fPf Peop le Friend or foe? Warm,,y,y, friendly, trustworthy, sincere Able or unable? Competent, able , skillful, capable Warmth x competence 4 clusters PSYCHOLOGICAL RESEARCHERS. CStdPjdiCase Study: Prejudices Come in distinct types From society & stereotypes in mind Universal across culture HfHappen for idiidlindividuals In distinct regions of brain Predict distinct patterns of discrimination Disti nc t Types Friend or foe? = Warmth Able or unable? = Competence Stereotype Content Model (SCM) Warmth x competence Stereotype Content Model (Cu ddy, Fis ke, & Glic k, Advances, 2008; Fisk e, C u ddy, & Glic k, TiCS, 2007; Fis ke et al., JSI,1999, JPSP, 2002) Lo Competence Hi Competence Hi Warmth Pure favoritism Lo Warmth Pure antipathy Stereotype Content Model (Cu ddy, Fis ke, & Glic k, Advances, 2008; Fisk e, C u ddy, & Glic k, TiCS, 2007; Fis ke et al., JSI,1999, JPSP, 2002) Lo Competence Hi Competence Hi Warmth Ambivalence Pure favoritism Lo Warmth Pure antipathy Ambivalence Stereot ype C ont ent M od el Lo Competence Hi Competence Hi Warmth Lo Warmth poor, welfare, homeless Disgust Stereot ype C ont ent M od el Lo Competence Hi Competence Hi Warmth ingroup, allies, reference groups Pride Lo Warmth poor, -
Rhetorical Analysis Essay
Rhetorical Analysis Masse 1 Emily Masse Professor Jackman English 503.03 27 September 2017 Your Body Language May Shape Who You Are; A Rhetorical Analysis Everyone has been in a situation where they feel on top of the world, powerful, and unstoppable. Our bodies communicate that feeling by opening up, arms extended and chin high. In contrast, everyone has been in a situation where they feel miserable, powerless, and defeated. Our bodies communicate that feeling by shrinking, wrapping arms and legs together and hunching towards the ground. Science has proven time and time again that our body reflects our emotional status, but what if it can work both ways? Can the way we position our body influence our mind in how powerful we feel? In a 2012 TED Talk by Amy Cuddy, Your Body Language May Shape Who You Are, Cuddy uses strategies such as logos, ethos, pathos, media/design, and purpose to effectively argue that body language and mindset can shape who you are and your outcomes in life. Amy Cuddy is a social psychologist, lecturer, and New York Times bestselling author who studied at Princeton University. She is a professor at Harvard Business School and has focused her research on the power of nonverbal behavior and the ways in which people affect their own thoughts, feelings, and behaviors. Cuddy’s breakthrough achievement in the social sciences was discovering how the concept of “fake it ’till you make it” actually has profound effects on our lives. Several of her experiments involving nonverbal behavior were mentioned in Rhetorical Analysis Masse 2 this TED Talk, where participants utilized powerful body stances and weak body stances in a series of tests to determine how physical assertions affect our mentality. -
Truth and Lies of What People Are Really Thinking
Dedication For Lex and Stella Epigraph Everything we see is a perspective, not the truth —Falsely attributed to Marcus Aurelius (author unknown) Contents Cover Title Page Dedication Epigraph Introduction Part One Genuine Deceptions 1 Body Language Lies 2 Powerful Thinking 3 Mind Your Judgments 4 Scan for Truth Part Two Dating 5 They’re Totally Checking Me Out! 6 Playing Hard-to-Get 7 Just Feeling Sorry for Me 8 I’m Being Ghosted 9 What a Complete Psycho! 10 They Are Running the Show 11 I’m Going to Pay for That! 12 They Are So Mad at Me 13 A Lying Cheat? 14 Definitely into My Friend 15 A Match Made in Heaven? 16 They Are So Breaking Up! Part Three Friends and Family 17 Thick as Thieves 18 My New Bff? 19 Fomo 20 Control Freak 21 Too Close for Comfort 22 They’ll Never Fit in with My Family 23 House on Fire! 24 I Am Boring the Pants off Them 25 Lying Through Their Teeth 26 Persona Non Grata 27 Invisible Me Part Four Working Life 28 I Aced That Interview—So, Where’s the Job Offer? 29 They Hate My Work 30 Big Dog 31 Never Going to See Eye to Eye 32 Cold Fish 33 They’re Gonna Blow! 34 This Meeting Is a Waste of Time 35 Looks Like a Winning Team 36 So, You Think You’re the Boss 37 Hand in the Cookie Jar Summary Bonus Bluff Learn more Acknowledgments Notes About the Authors Praise for Truth & Lies Also by Mark Bowden Copyright About the Publisher Introduction WE CAN ALL RECALL EXAMPLES when our sense of what another person was thinking turned out to be the truth. -
2020 Impact Report
Center for Open Science IMPACT REPORT 2020 Maximizing the impact of science together. COS Mission Our mission is to increase the openness, integrity, and reproducibility of research. But we don’t do this alone. COS partners with stakeholders across the research community to advance the infrastructure, methods, norms, incentives, and policies shaping the future of research to achieve the greatest impact on improving credibility and accelerating discovery. Letter from the Executive Director “Show me” not “trust me”: Science doesn’t ask for Science is trustworthy because it does not trust itself. Transparency is a replacement for trust. Transparency fosters self-correction when there are errors trust, it earns trust with transparency. and increases confidence when there are not. The credibility of science has center stage in 2020. A raging pandemic. Partisan Transparency is critical for maintaining science’s credibility and earning public interests. Economic and health consequences. Misinformation everywhere. An trust. The events of 2020 make clear the urgency and potential consequences of amplified desire for certainty on what will happen and how to address it. losing that credibility and trust. In this climate, all public health and economic research will be politicized. All The Center for Open Science is profoundly grateful for all of the collaborators, findings are understood through a political lens. When the findings are against partners, and supporters who have helped advance its mission to increase partisan interests, the scientists are accused of reporting the outcomes they want openness, integrity, and reproducibility of research. Despite the practical, and avoiding the ones they don’t. When the findings are aligned with partisan economic, and health challenges, 2020 was a remarkable year for open science. -
Inclusive Leadership, Prejudice and the Brain
Inclusive Leadership, Prejudice, and the Brain: Harnessing the Universal in Social Cognition Susan T. Fiske Department of Psychology Princeton University Only 2 Kinds of People Friend or foe? With us or against? Part of the problem or the solution Warm, friendly, trustworthy, sincere OK, Maybe 4 Kinds of People Friend or foe? Warm, friendly, trustworthy, sincere Able or unable? Competent, able, skillful, capable Warmth x competence Æ 4 clusters PSYCHOLOGICAL RESEARCHERS. SCM Prejudices Come in distinct types From society & stereotypes in mind Universal across culture Happen for individuals In distinct regions of brain Predict distinct patterns of discrimination Distinct Types Friend or foe? = Warmth Able or unable? = Competence Stereotype Content Model (SCM) Warmth x competence Stereotype Content Model (Cuddy, Fiske, & Glick, Advances, 2008; Fiske, Cuddy, & Glick, TiCS, 2007; Fiske et al., JSI,1999, JPSP, 2002) Lo Competence Hi Competence Hi Warmth Pure favoritism Lo Warmth Pure antipathy Stereotype Content Model (Cuddy, Fiske, & Glick, Advances, 2008; Fiske, Cuddy, & Glick, TiCS, 2007; Fiske et al., JSI,1999, JPSP, 2002) Lo Competence Hi Competence Hi Warmth Ambivalence Pure favoritism Lo Warmth Pure antipathy Ambivalence Stereotype Content Model Lo Competence Hi Competence Hi Warmth Lo Warmth poor, welfare, homeless Disgust Stereotype Content Model Lo Competence Hi Competence Hi Warmth ingroup, allies, reference groups Pride Lo Warmth poor, welfare, homeless Disgust Stereotype Content Model Lo Competence Hi Competence