Responses to COVID-19 Threats: an Evolutionary Psychological Analysis.

Responses to COVID-19 public health interventions have been lukewarm. For example, only 64% of the US population has received at least two vaccinations. Because most public health interventions require people to behave in ways that are evolutionarily novel, evolutionary psychological theory and research on mismatch theory, the behavioral immune system, and individual differences can help us gain a better understanding of how people respond to public health information. Primary sources of threat information during the pandemic (particularly in early phases) were geographic differences in morbidity and mortality statistics. We argue that people are unlikely to respond to this type of evolutionarily novel information, particularly under conditions of high uncertainty. However, because individual differences affect threat perceptions, some individual differences will be associated with threat responses. We conducted two studies (during Phase 1 and 2 years later), using data from primarily public sources. We found that state-level COVID-19 morbidity and mortality rates had no relationship with mental health symptoms (an early indicator of how people were responding to the pandemic), suggesting that people-in general-were not attending to this type of information. This result is consistent with the evolutionary psychological explanation that statistical information is likely to have a weak effect on the behavioral immune system. We also found that individual differences (neuroticism, IQ, age, and political ideology) affected how people responded to COVID-19 threats, supporting a niche-picking explanation. We conclude with suggestions for future research and suggestions for improving interventions and promoting greater compliance.

Methodological and statistical advances in the consideration of cultural diversity in assessment: A critical review of group classification and measurement invariance testing.

One of the most important considerations in psychological and educational assessment is the extent to which a test is free of bias and fair for groups with diverse backgrounds. Establishing measurement invariance (MI) of a test or items is a prerequisite for meaningful comparisons across groups as it ensures that test items do not function differently across groups. Demonstration of MI is particularly important in assessment settings where test scores are used in decision making. In this review, we begin with an overview of test bias and fairness, followed by a discussion of issues involving group classification, focusing on categorizations of race/ethnicity and sex/gender. We then describe procedures used to establish MI, detailing steps in the implementation of multigroup confirmatory factor analysis, and discussing recent developments in alternative procedures for establishing MI, such as the alignment method and moderated nonlinear factor analysis, which accommodate reconceptualization of group categorizations. Lastly, we discuss a variety of important statistical and conceptual issues to be considered in conducting multigroup confirmatory factor analysis and related methods and conclude with some recommendations for applications of these procedures. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Exposure to nature counteracts aggression after depletion.

Acts of self-control are more likely to fail after previous exertion of self-control, known as the ego depletion effect. Research has shown that depleted participants behave more aggressively than non-depleted participants, especially after being provoked. Although exposure to nature (e.g., a walk in the park) has been predicted to replenish resources common to executive functioning and self-control, the extent to which exposure to nature may counteract the depletion effect on aggression has yet to be determined. The present study investigated the effects of exposure to nature on aggression following depletion. Aggression was measured by the intensity of noise blasts participants delivered to an ostensible opponent in a competition reaction-time task. As predicted, an interaction occurred between depletion and environmental manipulations for provoked aggression. Specifically, depleted participants behaved more aggressively in response to provocation than non-depleted participants in the urban condition. However, provoked aggression did not differ between depleted and non-depleted participants in the natural condition. Moreover, within the depletion condition, participants in the natural condition had lower levels of provoked aggression than participants in the urban condition. This study suggests that a brief period of nature exposure may restore self-control and help depleted people regain control over aggressive urges.

Why We Need More Nature at Work: Effects of Natural Elements and Sunlight on Employee Mental Health and Work Attitudes.

This study investigated the effects of natural elements and direct and indirect sunlight exposure on employee mental health and work attitudes. We recruited participants via an online panel from the United States and India, and analyzed data from 444 employees. Natural elements and sunlight exposure related positively to job satisfaction and organizational commitment, and negatively to depressed mood and anxiety. Direct sunlight was a dominant predictor of anxiety; indirect sunlight was a dominant predictor of depressed mood, job satisfaction, and organizational commitment. Natural elements buffered the relationship between role stressors and job satisfaction, depressed mood, and anxiety. We also found that depressed mood partially mediated the relationship between natural elements and job satisfaction. We discuss scientific and policy implications of these findings.

Differential item functioning by sex and race in the Hogan Personality Inventory.

The authors examined measurement bias in the Hogan Personality Inventory by investigating differential item functioning (DIF) across sex and two racial groups (Caucasian and Black). The sample consisted of 1,579 Caucasians (1,023 men, 556 women) and 523 Blacks (321 men, 202 women) who were applying for entry-level, unskilled jobs in factories. Although the group mean differences were trivial, more than a third of the items showed DIF by sex (38.4%) and by race (37.3%). A content analysis of potentially biased items indicated that the themes of items displaying DIF were slightly more cohesive for sex than for race. The authors discuss possible explanations for differing clustering tendencies of items displaying DIF and some practical and theoretical implications of DIF in the development and interpretation of personality inventories.