The emotion of surprise entails a complex of immediate responses, such as cognitive interruption, attention allocation to, and more systematic processing of the surprising stimulus. All these processes serve the ultimate function to increase processing depth and thus cognitively master the surprising stimulus. The present account introduces phasic negative affect as the underlying mechanism responsible for this switch in operating mode. Surprising stimuli are schema-discrepant and thus entail cognitive disfluency, which elicits immediate negative affect. This affect in turn works like (...) a phasic cognitive tuning switching the current processing mode from more automatic and heuristic to more systematic and reflective processing. Directly testing the initial elicitation of negative affect by surprising events, the present experiment presented high and low surprising neutral trivia statements to N = 28 participants while assessing their spontaneous facial expressions via facial electromyography. High compared to low surprising trivia elicited higher corrugator activity, indicative of negative affect and mental effort, while leaving zygomaticus (positive affect) and frontalis (cultural surprise expression) activity unaffected. Future research shall investigate the mediating role of negative affect in eliciting surprise-related outcomes. (shrink)

Grammatical asymmetries in possessive constructions are overtly coded in about 18% of the world’s languages according to the World Atlas of Language Structures What primarily motivates these grammatical asymmetries is controversial and has been at the crux of the “iconicity vs. frequency” debate This paper contributes to this debate by focusing on the grammatical asymmetries of Paamese possessive constructions, and looking for the primary motivating factor in their multidimensional experiential context. After a careful account of four experiential dimensions of distance, (...) the degrees of experiential distance are shown to systematically correspond to the degrees of formal distance of the possessive constructions used to refer to these experiences. Relevant anthropological and linguistic data concerning Paamese is used to explore whether this correspondence between language and experience is primarily motivated by iconicity or economy. I argue that diagrammatic iconicity is the primary motivating factor for the grammatical asymmetries in Paamese possessive constructions, and that economy can account for some, but not all cases. I also show that economy and iconicity can collaborate in motivating some cases, and thus do not necessarily need to be opposed. (shrink)

This article joins with others in the same issue to celebrate the career of Robert B. Zajonc who was a broad, as well as a deeply talented, psychologist. Beyond his well-known focus in social psychology, the work of Zajonc also involved, at one time or another, forays into nearly every other subfield of psychology. This article focuses specifically on his studies that extended into biopsychology, which deserve special highlighting in order to be recognized alongside his many major achievements in emotion (...) and related social topics. The biopsychological focus is offered here in the hope that all his diverse contributions be savored together when celebrating the complete psychology of Robert Zajonc. (shrink)

With increasing complexity in the evolving structure of work in organizations, employees’ preferences for working from home (WFH) relative to working on-site can lead to systematic differences in perceived career implications. An emerging tension associated with WFH versus work-at-work is whether this locational divide is associated with concerns over career progression, especially among racial minorities. Here, we seek to determine whether Black employees, relative to their White counterparts, have more concerns over career progression relating to WFH compared with their on-site (...) colleagues. From a sample of employees in the May 2021 cross-section of the Survey of Working Arrangements and Attitudes (SWAA), we find that relative to higher (lower) income White employees, higher (lower) income Black WFH employees have significantly higher (lower) concerns over career progression than their on-site counterparts. These findings speak both to the nontrivial choices employees may be forced to make as the structure of work continues to evolve and consequences for racial inequality. (shrink)