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Martin Hilbert - One of the best experts on this subject based on the ideXlab platform.

  • toward a synthesis of cognitive biases how noisy information processing can bias human decision making
    Psychological Bulletin, 2012
    Co-Authors: Martin Hilbert
    Abstract:

    A single coherent framework is proposed to synthesize longstanding research on eight seemingly unrelated cognitive decision-making biases. During the past six decades, hundreds of empirical studies have resulted in a variety of rules of thumb that specify how humans systematically deviate from what is normatively expected from their decisions. Several complementary generative mechanisms have been proposed to explain those cognitive biases. Here it is suggested that (at least) eight of these empirically detected decision-making biases can be produced by simply assuming noisy deviations in the memory-based information processes that convert objective evidence (observations) into subjective estimates (decisions). An integrative framework is presented to show how similar noise-based mechanisms can lead to conservatism, the Bayesian likelihood bias, illusory correlations, biased self-other placement, subadditivity, exaggerated expectation, the confidence bias, and the hard-easy effect. Analytical tools from information theory are used to explore the nature and limitations that characterize such information processes for binary and multiary decision-making exercises. The ensuing synthesis offers formal mathematical definitions of the biases and their underlying generative mechanism, which permits a consolidated analysis of how they are related. This synthesis contributes to the larger goal of carving a coherent picture out of the myriad of seemingly unrelated biases and their potential psychological generative mechanisms. Limitations and research questions are discussed. TOWARD A SYNTHESIS OF COGNITIVE BIASES... Oct.2011 3

  • Toward a synthesis of cognitive biases: How noisy information processing can bias human decision making
    Psychological Bulletin, 2012
    Co-Authors: Martin Hilbert
    Abstract:

    A single coherent framework is proposed to synthesize long-standing research on 8 seemingly unrelated cognitive decision-making biases. During the past 6 decades, hundreds of empirical studies have resulted in a variety of rules of thumb that specify how humans systematically deviate from what is normatively expected from their decisions. Several complementary generative mechanisms have been proposed to explain those cognitive biases. Here it is suggested that (at least) 8 of these empirically detected decision-making biases can be produced by simply assuming noisy deviations in the memory-based information processes that convert objective evidence (observations) into subjective estimates (decisions). An integrative framework is presented to show how similar noise-based mechanisms can lead to conservatism, the Bayesian likelihood bias, illusory correlations, biased self–other placement, subadditivity, exaggerated expectation, the confidence bias, and the hard–easy effect. Analytical tools from information theory are used to explore the nature and limitations that characterize such information processes for binary and multiary decision-making exercises. The ensuing synthesis offers formal mathematical definitions of the biases and their underlying generative mechanism, which permits a consolidated analysis of how they are related. This synthesis contributes to the larger goal of creating a coherent picture that explains the relations among the myriad of seemingly unrelated biases and their potential psychological generative mechanisms. Limitations and research questions are discussed.

Eric D Heggestad - One of the best experts on this subject based on the ideXlab platform.

  • using web based frame of reference training to decrease biases in personality based job analysis an experimental field study
    Personnel Psychology, 2009
    Co-Authors: Herman Aguinis, Mark D Mazurkiewicz, Eric D Heggestad
    Abstract:

    We identify sources of biases in personality-based job analysis (PBJA) ratings and offer a Web-based frame-of-reference (FOR) training program to mitigate these biases. Given the use of job analysis data for the development of staffing, performance management, and many other human resource management systems, using biased PBJA ratings is likely to lead to a workforce that is increasingly homogenous in terms of personality but not necessarily a workforce with improved levels of performance. We conducted a field experiment (i.e., full random assignment) using 2 independent samples of employees in a city government and found evidence in support of the presence of biases as well as the effectiveness of the proposed solution. Specifically, FOR training was successful at decreasing the average correlation between job incumbents’ self-reported personality and PBJA ratings from .27 to .07 (administrative support assistants) and from .30 to .09 (supervisors). Also, FOR training was successful at decreasing mean PBJA ratings by d = .44 (administrative support assistants) and by d = .68 (supervisors). We offer the entire set of Web-based FOR training materials for use in future research and applications.

  • USING WEB‐BASED FRAME‐OF‐REFERENCE TRAINING TO DECREASE BIASES IN PERSONALITY‐BASED JOB ANALYSIS: AN EXPERIMENTAL FIELD STUDY
    Personnel Psychology, 2009
    Co-Authors: Herman Aguinis, Mark D Mazurkiewicz, Eric D Heggestad
    Abstract:

    We identify sources of biases in personality-based job analysis (PBJA) ratings and offer a Web-based frame-of-reference (FOR) training program to mitigate these biases. Given the use of job analysis data for the development of staffing, performance management, and many other human resource management systems, using biased PBJA ratings is likely to lead to a workforce that is increasingly homogenous in terms of personality but not necessarily a workforce with improved levels of performance. We conducted a field experiment (i.e., full random assignment) using 2 independent samples of employees in a city government and found evidence in support of the presence of biases as well as the effectiveness of the proposed solution. Specifically, FOR training was successful at decreasing the average correlation between job incumbents’ self-reported personality and PBJA ratings from .27 to .07 (administrative support assistants) and from .30 to .09 (supervisors). Also, FOR training was successful at decreasing mean PBJA ratings by d = .44 (administrative support assistants) and by d = .68 (supervisors). We offer the entire set of Web-based FOR training materials for use in future research and applications.

Glyn W. Humphreys - One of the best experts on this subject based on the ideXlab platform.

  • The relations between temporal and social perceptual biases: Evidence from perceptual matching
    Attention Perception & Psychophysics, 2019
    Co-Authors: Hyunji Kim, Moritz Stolte, Glyn W. Humphreys
    Abstract:

    We report a new “ now -bias” effect on simple perceptual matching between shapes and labels and examined the relation between this now -bias effect and the self -bias previously established with this task (Sui, He, & Humphreys, Journal of Experimental Psychology: Human Perception and Performance, 38, 1105–1117, 2012 ). The perceptual biases favoring present-relevant and self-relevant information were correlated with each other, suggesting a common underlying mechanism. Nevertheless, temporal biases in decision making, specifically in temporal discounting, correlated with the perceptual self -bias but not with the perceptual now -bias. We suggest that common attentional biases to present-relevant and self-relevant information mediate perceptual prioritization, whereas temporal discounting is likely involved in a separate reward evaluation mechanism that relates to self -bias processes.

  • An anterior-posterior axis within the ventromedial prefrontal cortex separates self and reward.
    Social cognitive and affective neuroscience, 2017
    Co-Authors: Alla Yankouskaya, Glyn W. Humphreys, Moritz Stolte, Mark G. Stokes, Zahra Zargol Moradi, Jie Sui
    Abstract:

    Although theoretical discourse and experimental studies on the self- and reward-biases have a long tradition, currently we have only a limited understanding of how the biases are represented in the brain and, more importantly, how they relate to each other. We used multi-voxel pattern analysis to test for common representations of self and reward in perceptual matching in healthy human subjects. Voxels across an anterior-posterior axis in ventromedial prefrontal cortex (vmPFC) distinguished (i) self-others and (ii) high-low reward, but cross-generalization between these dimensions decreased from anterior to posterior vmPFC. The vmPFC is characterized by a shift from a common currency for value to independent, distributed representations of self and reward across an anterior-posterior axis. This shift reflected changes in functional connectivity between the posterior part of the vmPFC and the frontal pole when processing self-associated stimuli, and the middle frontal gyrus when processing stimuli associated with high reward. The changes in functional connectivity were correlated with behavioral biases, respectively, to the self and reward. The distinct representations of self and reward in the posterior vmPFC are associated with self- and reward-biases in behavior.

  • Super-size me: self biases increase to larger stimuli
    Psychonomic bulletin & review, 2014
    Co-Authors: Jie Sui, Glyn W. Humphreys
    Abstract:

    Prior work has shown that simple perceptual match responses to pairings of shapes and labels are more efficient if the pairing is associated with the participant (e.g., circle–you) than if it is associated with another familiar person (e.g., square–friend). There is a similar advantage for matching associations with high-value rewards (circle–£9) versus low-value rewards (square–£1) (Sui, He, & Humphreys Journal of Experimental Psychology: Human Perception and Performance, 38, 1105–1117, 2012). Here we evaluated the relations between the self- and reward-bias effects by introducing occasional trials in which the size of a shape was varied unexpectedly (large or small vs. a standard medium). Participants favored stimuli that were larger than the standard when stimuli were associated with the self, and this enhancement of self bias was predicted by the degree of self bias that participants showed to standard (medium) sized stimuli. Although we observed a correlation between the magnitudes of the self and reward biases over participants, reward-bias effects were not increased to large stimuli. The data suggest both overlapping and independent components of the self and reward biases, and that self biases are uniquely enhanced when stimuli increase in size, consistent with previously reported motivational biases favoring large stimuli.

Lee Jussim - One of the best experts on this subject based on the ideXlab platform.

  • Précis of Social Perception and Social Reality: Why accuracy dominates bias and self-fulfilling prophecy.
    The Behavioral and brain sciences, 2015
    Co-Authors: Lee Jussim
    Abstract:

    Social Perception and Social Reality (Jussim 2012) reviews the evidence in social psychology and related fields and reaches three conclusions: (1) Although errors, biases, and self-fulfilling prophecies in person perception are real, reliable, and occasionally quite powerful, on average, they tend to be weak, fragile, and fleeting. (2) Perceptions of individuals and groups tend to be at least moderately, and often highly accurate. (3) Conclusions based on the research on error, bias, and self-fulfilling prophecies routinely greatly overstate their power and pervasiveness, and consistently ignore evidence of accuracy, agreement, and rationality in social perception. The weight of the evidence - including some of the most classic research widely interpreted as testifying to the power of biased and self-fulfilling processes - is that interpersonal expectations relate to social reality primarily because they reflect rather than cause social reality. This is the case not only for teacher expectations, but also for social stereotypes, both as perceptions of groups, and as the bases of expectations regarding individuals. The time is long overdue to replace cherry-picked and unjustified stories emphasizing error, bias, the power of self-fulfilling prophecies, and the inaccuracy of stereotypes, with conclusions that more closely correspond to the full range of empirical findings, which includes multiple failed replications of classic expectancy studies, meta-analyses consistently demonstrating small or at best moderate expectancy effects, and high accuracy in social perception.

  • social perception and social reality why accuracy dominates bias and self fulfilling prophecy
    2012
    Co-Authors: Lee Jussim
    Abstract:

    Social Perception and Social Reality (Jussim 2012) reviews the evidence in social psychology and related fields and reaches three conclusions: (1) Although errors, biases, and self-fulfilling prophecies in person perception are real, reliable, and occasionally quite powerful, on average, they tend to be weak, fragile, and fleeting. (2) Perceptions of individuals and groups tend to be at least moderately, and often highly accurate. (3) Conclusions based on the research on error, bias, and self-fulfilling prophecies routinely greatly overstate their power and pervasiveness, and consistently ignore evidence of accuracy, agreement, and rationality in social perception. The weight of the evidence - including some of the most classic research widely interpreted as testifying to the power of biased and self-fulfilling processes - is that interpersonal expectations relate to social reality primarily because they reflect rather than cause social reality. This is the case not only for teacher expectations, but also for social stereotypes, both as perceptions of groups, and as the bases of expectations regarding individuals. The time is long overdue to replace cherry-picked and unjustified stories emphasizing error, bias, the power of self-fulfilling prophecies, and the inaccuracy of stereotypes, with conclusions that more closely correspond to the full range of empirical findings, which includes multiple failed replications of classic expectancy studies, meta-analyses consistently demonstrating small or at best moderate expectancy effects, and high accuracy in social perception.

Lauren B. Alloy - One of the best experts on this subject based on the ideXlab platform.