Numerals as triggers of System 1 and System 2 in the ‘bat and ball’ problem

The formation and revision of intuitions

This paper presents 59 new studies (N = 72,310) which focus primarily on the "bat and ball problem." It documents our attempts to understand the determinants of the erroneous intuition, our exploration of ways to stimulate reflection, and our discovery that the erroneous intuition often survives whatever further reflection can be induced. Our investigation helps inform conceptions of dual process models, as "system 1" processes often appear to override or corrupt "system 2" processes. Many choose to uphold their intuition, even when directly confronted with simple arithmetic that contradicts it - especially if the intuition is approximately correct.

Cognitive reflection test: The effects of the items sequence on scores and response time

This paper aims to expand the literature on the determinants of the Cognitive Reflection Test scores, exploring the effects that the items sequence has on (1) Cognitive Reflection Test scores, (2) response time, (3) the relationship between Cognitive Reflection Test scores and response time, and (4) Cognitive Reflection scores, response time, and the relationship between both variables on men and women. The current study also explored the sex differences on Cognitive Reflection Test and response time according to items sequence. The results showed that manipulating the items sequence, the performance on the Cognitive Reflection Test improved significantly, but the response time were not significantly affected, although the results suggest that first items of the sequence could be working as training items. A positive relationship between Cognitive Reflection Test scores and response time was also found, except when the scores were maximized. Finally, some differences between men and women on the results were also found. The implications of these findings are discussed.

More Thumbs Than Rules: Is Rationality an Exaptation?

The literatures on bounded and ecological rationality are built on adaptationism-and its associated modular, cognitivist and computational paradigm-that does not address or explain the evolutionary origins of rationality. We argue that the adaptive mechanisms of evolution are not sufficient for explaining human rationality, and we posit that human rationality presents exaptive origins, where exaptations are traits evolved for other functions or no function at all, and later co-opted for new uses. We propose an embodied reconceptualization of rationality-embodied rationality-based on the reuse of the perception-action system, where many neural processes involved in the control of the sensory-motor system, salient in ancestral environments have been later co-opted to create-by tinkering-high-level reasoning processes, employed in civilized niches.

Embodying Bounded Rationality: From Embodied Bounded Rationality to Embodied Rationality

Views of embodied cognition vary in degree of radicalism. The goal of this article is to explore how the range of moderate and radical views of embodied cognition can inform new approaches to rationality. In this exploration, Herbert Simon's bounded rationality is taken for its complete disembodiedness as a reference base against which to measure the increasing embodied content of new approaches to rationality. We use the label “embodied bounded rationality” to explore how moderate embodiment can reform Simon's bounded rationality while, on the opposite side of the embodied spectrum, the label “embodied rationality” is employed to explore how radical embodiment can more deeply transform the idea of what is rational. In between the two poles, the labels “body rationality” and “extended rationality” are introduced to explore how also intermediate embodiment can fruitfully inform the research on rationality.

Cognitive Reflection and General Mental Ability as Predictors of Job Performance

This paper presents a study with four independent samples on the validity of cognitive reflection (CR) for predicting job performance and academic outcomes. The results showed that CR was a valid predictor of academic outcomes (i.e., grades and exam marks) and job performance (i.e., assessment center ratings). The magnitude of the CR validity was similar to the validity of GMA. Moreover, we found that CR and GMA were moderately correlated, and multiple regression analyses showed that CR added a small amount of validity over GMA validity for predicting both types of performance. Finally, we discuss the implications of the findings for the theory and practice of predicting performance and organizational sustainability.