As well as their cost-saving appeal, the rationale for large open-plan offices is that they are expected to act as a crucible for human chemistry, increasing face-to-face encounters between colleagues to the benefit of creativity and collaboration. Unfortunately it’s well-established that most workers don’t like them, such is the fundamental human need for privacy and control over one’s environment. Now a pair of quasi-experimental field studies published in Philosophical Transactions of the Royal Society B suggest that the supposed collaborative advantage of open-plan offices also doesn’t pass muster.
By Alex Fradera
Working an emotionally-demanding job can leave you frazzled by alienation, exhaustion, and confusion about whether you are doing any good. Clinical psychologists and psychotherapists live their day-to-day at the interface of their clients’ most difficult emotions and recollections, so it is no surprise that burnout is a leading cause of problems for those in the profession. To better understand the risk factors that contribute to therapist burnout, a new review article in the Journal of Clinical Psychology has examined findings from 30 years of research.
The idea that some of us experience “imposter syndrome” was first mooted in the 1970s by two US clinical psychologists who noticed the preponderance of high-achieving women who felt they had somehow cheated or fluked their way to success and feared being found out. Research on the syndrome has since exploded and it’s become clear that many men also experience similar fraudulent feelings. In fact, in their new exploratory paper in Personality and Individual Differences, a team of US and German researchers claim that, under pressure, imposter syndrome may hit men harder than women, triggering more anxiety and worse performance – a difference they speculate may be due to traditional gender norms that place a greater expectation on men to be competent.
By Emma Young
The way parents and teachers praise children is known to influence not only their future performance, but how they feel about the malleability of intelligence. If a child has done well, focusing positive comments on their efforts, actions and strategies (saying, for example, “good job” or “you must have tried really hard”) is preferable to saying “you’re so smart”, in part because process-centred praise is thought to encourage kids to interpret setbacks as opportunities to grow, rather than as threats to their self-concept. In contrast, a kid who’s led to believe she succeeds because she’s “intelligent” may not attempt a difficult challenge, in case she fails.
Now – and somewhat remarkably, given all the praise and growth mindset research conducted on children – a new study, led by Rachael Reavis at Earlham College, Indiana, US, published the Journal of Genetic Psychology, claims to be the first to test the effects of different types of praise on how adults feel after failure.
By Alex Fradera
Do chiselled features garner better pay? Researchers have previously found that income is associated with attractiveness, leading to the idea of both a beauty premium and an ugliness penalty. A common explanation is discrimination: employers seek out beautiful people and reject or ignore those harder on the eye. But in the Journal of Business Psychology, Satoshi Kanazawa and Mary Still have published research aiming to upset this. The biggest takeaway is that being perceived as very unattractive may not incur an income penalty at all.
By Alex Fradera
The representation of women in STEM fields (science, technology, engineering and maths) is increasing, albeit more slowly than many observers would like. But a focus on this issue has begun throwing up head-scratching anomalies, such as Finland, which has one of the larger gender gaps in STEM occupations, despite being one of the more gender equal societies, and boasting a higher science literacy rate in its girls than boys. Now a study in Psychological Science has used an international dataset of almost half a million participants that confirms what they call the “STEM gender-equality paradox”: more gender-equal societies have fewer women taking STEM degrees. And the research goes much further, exploring the causes that are driving these counterintuitive findings.
You may have seen the recent viral TV interview in which the Canadian psychologist Jordan Peterson claimed that an important part of the reason there are fewer women than men in leadership positions is to do with personality differences between the sexes. Specifically, he said that women on average score lower than men on traits, such as assertiveness, that are known to be associated with reaching senior roles, and higher on others that work against promotion, especially agreeableness and emotional sensitivity.
While these observations are largely backed by evidence, what’s far less clear – because the question simply hasn’t been studied much before – is whether women who reach senior management tend to share the traits of men in these positions, or if instead female bosses have a contrasting personality profile, indicative of an alternative, “feminine” route to the top.
These are pertinent questions for any one who would like more gender diversity in leadership roles because the findings could point to clues for how to ease the promotion path for women. For a new paper in Journal of Vocational Behaviour, a team led by Bart Wille at the University of Antwerp has investigated.
By Alex Fradera
Although criminal investigation has been transformed through technological developments in DNA, phone tracking, and online data, the way a detective works through a crime has remained much the same. The first suspect is often the true perpetrator, but not always, and snowballing biases continue to lead to miscarriages of justice. Proficient detectives need the ability to generate and evaluate different explanations and keep an open mind. New research in the Journal of Police and Criminal Psychology investigates whether it’s possible to use established tests of reasoning ability to identify who has the skills necessary for thinking this way.
Do you see stress as helpful or harmful? If you recognise that it can have upsides – by sharpening your focus and boosting your motivation, and that stressful challenges can offer learning and achievement opportunities – then you have a positive stress mindset (conversely, if you see stress as unpleasant, debilitating and threatening, then you have a negative stress mindset).
A new diary study in the European Journal of Work and Organizational Psychology has explored the implications of stress mindset for the workplace – surprisingly, one of the first investigations to do so. The researchers, led by Anne Casper at the University of Mannheim, found that anticipating a large workload on a given day was associated with employees upping their performance that day, taking more proactive steps to meet the challenge, and ending the day feeling more energised, but only if they had a positive stress mindset.
By Emma Young
If you’re a psychopath who’s good with numbers, you could make the perfect hedge fund manager. Your lack of empathy will allow you to capitalise blithely on the financial losses of others, while your ability to stomach high-risk, but potentially high-return, options will send your fund value soaring…. Well, that’s the story that’s been painted by popular media, folk wisdom and Wall Street insiders alike. The problem, according to a new paper in Personality and Social Psychology Bulletin, is that hedge fund managers with psychopathic tendencies actually make less money for their clients.