The Effects of a 3-Week Heartbeat Perception Training on Interoceptive Abilities.

Recent studies showed promising short-term effects of heartbeat perception training on interoceptive abilities. Research on the effects of heartbeat perception training on interoceptive abilities over time is sparse. Therefore, the aim of this study was to examine the short-term effects and the effects of a 3-week heartbeat perception training over time on interoceptive abilities, namely, cardiac interoceptive accuracy (IAc) and interoceptive sensibility (IS). A total of 40 healthy participants were randomized to the intervention group (n = 20) or the control group (n = 20). The intervention group conducted three cardiac biofeedback sessions (one per week) at the laboratory, whereas the control group watched a documentary instead. Interoceptive abilities were assessed via the heartbeat perception task (IAc) and confidence ratings (IS) at baseline, after each laboratory session, and 1 week after the last session (post-measurement). IAc was significantly increased in the intervention group compared to the control group after the first training session (short-term effect). There were no significant improvements in IS due to the first session, and neither on IAc nor IS over time. Descriptive trends of improved interoceptive abilities over time were found in both groups. Single session of heartbeat perception training seems to be a promising approach to improve IAc. Future research should further investigate the long-term effects of diverse heartbeat perception training varying in frequency and intensity of the training sessions in diverse samples aiming to improve interoceptive abilities.

Can High-Dimensional Questionnaires Resolve the Ipsativity Issue of Forced-Choice Response Formats?

Forced-choice questionnaires can prevent faking and other response biases typically associated with rating scales. However, the derived trait scores are often unreliable and ipsative, making interindividual comparisons in high-stakes situations impossible. Several studies suggest that these problems vanish if the number of measured traits is high. To determine the necessary number of traits under varying sample sizes, factor loadings, and intertrait correlations, simulations were performed for the two most widely used scoring methods, namely the classical (ipsative) approach and Thurstonian item response theory (IRT) models. Results demonstrate that while especially Thurstonian IRT models perform well under ideal conditions, both methods yield insufficient reliabilities in most conditions resembling applied contexts. Moreover, not only the classical estimates but also the Thurstonian IRT estimates for questionnaires with equally keyed items remain (partially) ipsative, even when the number of traits is very high (i.e., 30). This result not only questions earlier assumptions regarding the use of classical scores in high-dimensional questionnaires, but it also raises doubts about many validation studies on Thurstonian IRT models because correlations of (partially) ipsative scores with external criteria cannot be interpreted in a usual way.

Linking Diversity and Mental Health: Task Conflict Mediates Between Perceived Subgroups and Emotional Exhaustion.

Diversity and psychological health issues at the workplace are pressing issues in today's organizations. However, research linking two fields is scant. To bridge this gap, drawing from team faultline research, social categorization theory, and the job-demands resources model, we propose that perceiving one's team as fragmented into subgroups increases strain. We further argue that this relationship is mediated by task conflict and relationship conflict and that it is moderated by psychological empowerment and task interdependence. Multilevel structural equation models on a two-wave sample consisting of 536 participants from 107 work teams across various industries and work contexts partially supported the hypotheses: task conflict did indeed mediate the positive relationships between perceived subgroups and emotional exhaustion while relationship conflict did not; effects on stress symptoms were absent. Moreover, contrary to our expectations, neither empowerment, nor task interdependence moderated the mediation. Results indicate that team diversity can constitute a job demand that can affect psychological health. Focusing on the mediating role of task conflict, we offer a preliminary process model to guide future research at the crossroads of diversity and psychological health at work.

On the Statistical and Practical Limitations of Thurstonian IRT Models.

Forced-choice questionnaires have been proposed to avoid common response biases typically associated with rating scale questionnaires. To overcome ipsativity issues of trait scores obtained from classical scoring approaches of forced-choice items, advanced methods from item response theory (IRT) such as the Thurstonian IRT model have been proposed. For convenient model specification, we introduce the thurstonianIRT R package, which uses Mplus, lavaan, and Stan for model estimation. Based on practical considerations, we establish that items within one block need to be equally keyed to achieve similar social desirability, which is essential for creating forced-choice questionnaires that have the potential to resist faking intentions. According to extensive simulations, measuring up to five traits using blocks of only equally keyed items does not yield sufficiently accurate trait scores and inter-trait correlation estimates, neither for frequentist nor for Bayesian estimation methods. As a result, persons' trait scores remain partially ipsative and, thus, do not allow for valid comparisons between persons. However, we demonstrate that trait scores based on only equally keyed blocks can be improved substantially by measuring a sizable number of traits. More specifically, in our simulations of 30 traits, scores based on only equally keyed blocks were non-ipsative and highly accurate. We conclude that in high-stakes situations where persons are motivated to give fake answers, Thurstonian IRT models should only be applied to tests measuring a sizable number of traits.