Taste is the final arbiter of which chemicals from the environment will be admitted to the body. The action of swallowing a substance leads to a physiological consequence of which the taste system should be informed. Accordingly, taste neurons in the central nervous system are closely allied with those that receive input from the viscera so as to monitor the impact of a recently ingested substance. There is behavioral, anatomical, electrophysiological, gene expression, and neurochemical evidence that the consequences of ingestion influence subsequent food selection through development of either a conditioned taste aversion (CTA) (if illness ensues) or a conditioned taste preference (CTP) (if nutrition). This ongoing communication between taste and the viscera permits the animal to tailor its taste system to its individual needs over a lifetime.

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Decades of research suggested that positive affective states broaden cognitive processes, whereas negative affective states narrow cognitive processes. More recent research suggests, however, that these conclusions may be premature. These past experiments often compared positive affects low in motivational intensity with negative affects high in motivational intensity. These past experi-ments, therefore, may have confounded affective valence with motivational intensity. Recent evi-dence suggests that motivational intensity rather than affective valence influences cognitive broadening ⁄narrowing. That is, affective states of low motivational intensity (e.g., sadness, postgoal positive affect) broaden cognition, whereas affective states of high motivational intensity (e.g., dis-gust, pregoal positive affect) narrow cognition. We posit that narrowing occurs during affective states of high motivational intensity to aid organisms in acquiring desirable objects or avoiding aversive ones. In contrast, broadening occurs during affective states of low motivational intensity to open organisms to new opportunities.

The authors integrate the employee proactivity, information exchange, and psychological safety perspectives to develop a model of individual creativity. Proactive employees prepare them-selves with resources in anticipation of effecting changes. The authors propose that proactive employees seek informational resources through exchanging with others in the workplace. Information exchange, in turn, fosters the development of trust relationships that provide psy-chological safety for creative endeavors. The authors collected time-lagged data from a sample of 190 matched employee–manager pairs in a specialty retail chain. The results showed that proactive employees engaged in more information exchange and, by so doing, built stronger trust relationships with supervisors and colleagues. These trust relationships, in turn, increased 1

Creativity and innovation in any organization are vital to its successful performance. The authors review the rapidly growing body of research in this area with particular attention to the period 2002 to 2013, inclusive. Conceiving of both creativity and innovation as being integral parts of essentially the same process, we propose a new, integrative definition. We note that research into creativity has typically examined the stage of idea generation, whereas innovation studies have commonly also included the latter phase of idea implementation. The authors dis-cuss several seminal theories of creativity and innovation and then apply a comprehensive lev-els-of-analysis framework to review extant research into individual, team, organizational, and multilevel innovation. Key measurement characteristics of the reviewed studies are then noted. In conclusion, we propose a guiding framework for future research comprising 11 major themes and 60 specific questions for future studies.

The role of instrumental emotion regulation in the emotions-creativity link: How worries render neurotic individuals more creative

Human creativity has been claimed to rely on the neurotransmitter dopamine, but evidence is still sparse. We studied whether individual performance (N=117) in divergent thinking (Alternative Uses Task) and convergent thinking (Remote Association Task) can be predicted by the individual spontaneous eye blink rate (EBR), a clinical marker of dopaminergic functioning. EBR predicted flexibility in divergent thinking and convergent thinking, but in different ways. The relationship with flexibility was independent of intelligence and followed an inverted U-shape function with medium EBR being associated with greatest flexibility. Convergent thinking was positively correlated with intelligence but negatively correlated with EBR, suggesting that higher dopamine levels impair convergent thinking. These findings support the claim that creativity and dopamine are related, but they also call for more conceptual differentiation with respect to the processes involved in creative performance. 3 Creativity is the human capital one often says, especially in times of economic crises. And yet, very little is known about how creativity works (Sternberg, Kaufman & Pretz, 2002),

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Mood contagion is an automatic mechanism that induces a congruent mood state by means of the observation of another person's emotional expression. In this paper, we address the question whether robot mood displayed during an imitation game can (a) be recognized by participants and (b) produce contagion effects. Robot mood was displayed by applying a generic framework for mood expression using body language. By modulating the set of available behavior parameters in this framework for controlling pose and motion dynamics, the gestures performed by the humanoid robot NAO were adjusted to display either a positive or negative mood. In the study performed, we varied both mood as well as task difficulty. Our results show that participants are able to differentiate between positive and negative robot mood. Moreover, self-reported mood matches the mood of the robot in the easy task condition. Additional evidence for mood contagion is provided by the fact that we were able to replicate an expected effect of negative mood on task performance: in the negative mood condition participants performed better on difficult tasks than in the positive mood condition, even though participants ’ self-reported mood did not match that of the robot.

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