Dr. Sabiha Alam Choudhury is currently working as the Head of Department of Psychology and Counselling at School of Humanities and Social Sciences, Assam Don Bosco University, Tapesia, India.

Her research areas are Positive Psychology, Counselling & Psychotherapy, and Marriage and Family Counselling.

Email: sabiha.choudhury[at]dbuniversity.ac.in , sabihachoudhury9[at]gmail.com

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Sex Differences And Happy Relationships: The Week’s Best Psychology Links

Keyboard for ideaOur weekly round-up of the best psychology coverage from elsewhere on the web

Researchers have reported on the unusual case study of a man, known as RFS, who could read letters but not numbers. When RFS saw numbers, they appeared as a jumbled up mess, writes Sam Kean at Science. Yet he could see the shape of an “8” once it was turned on its side, suggesting that the problem wasn’t a visual deficit, but something specific to number processing.


A study has found sex differences in the volume of grey matter in certain areas of the brain — differences which may be related to the expression of genes on sex chromosomes. But the work brings up age-old questions about sex difference research, explains Grace Huckins at Wired. Do these kinds of differences have any actual real-world consequences?  And how do you prevent results from being misinterpreted or used to justify sexism?


A new theory suggests that we dream so that our visual cortex continues to receive input and doesn’t suffer from a lack of stimulation. However, Neuroskeptic isn’t convinced over at Discover Magazine.


A massive study on more than 11,000 couples has found that the key to a happy relationship may be the characteristics of the relationship itself, rather than of each individual partner. “Relationship-based variables” — things like conflict, feelings of appreciation and sexual satisfaction — accounted for a larger chunk of participants’ relationship satisfaction than their own personalities or traits, writes Emma Betuel at Inverse.


Communication strategies during the coronavirus crisis haven’t always considered people’s cognitive biases. There are lessons to be learned from these failures that could help to improve messaging on climate change, argue Geoff Beattie and Laura McGuire at The Conversation.


The crisis has been hard for all of us, but health workers have been placed in a particularly stressful situation. And preliminary evidence suggests that these workers may be at risk of developing mental health problems like PTSD and anxiety, writes Sabrina Weiss at Wired.


Could lockdown also produce a lasting change to our personalities? It’s not implausible, writes Christian Jarrett at BBC Future: we know that personality traits are not set in stone, but can change throughout our lives. However, it’s too early to say exactly how our personalities might have changed — and any effects will likely be different for everyone.

Compiled by Matthew Warren (@MattbWarren), Editor of BPS Research Digest



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How To Get The Most Out Of Virtual Learning

By Emily Reynolds 

When the coronavirus hit, many of us had to quickly adapt to remote working — and even post-pandemic, many of us are likely to continue at least some of these tasks online.

Demands for more flexible working practices continue to grow, and for good reason — it can make life easier for employees with parenting or caring responsibilities, health problems or disabilities, and some argue it can also increase productivity. Online webinars and conferences also allow continued professional development without workers ever having to leave their home office.

Things are no different in the world of education: many undergraduate courses now provide lecture recordings for students to watch in their own time, and online masters programmes are offered by some of the UK’s top universities. Freshers’ Week this year is also likely to be very different, with many students experiencing a wholly virtual first year of university.

But learning online is not always easy. How do you concentrate when staring at a screen for hours at a time? How do you manage your workload? And what is the best strategy for note-taking? Here’s our digest of the findings that could help to make online learning stick.

Learn how to make notes effectively

Writing down what’s said during lectures may seem fairly straightforward. But there is evidence that some strategies are better than others — and knowing what those are could help you take notes more efficiently.

In 2019, a team from Kent State University looked at how often students were following best practice on note-taking. Writing with pen and paper is encouraged, for example, because laptops can distract both the note-taker and those sitting near them, and notebook notes tend to be more varied, not simply copied from the lecturer verbatim. Both organising information and using it to test your knowledge, rather than just passively writing and rereading notes, is also likely to boost your memory.

The researchers found that students weren’t always using these techniques — and when it came to those taking online courses, only half of participants were even taking notes. This is concerning, the team notes, because to really learn properly, you can’t just rewatch recordings. So brush up on the research if you want to avoid these students’ mistakes.

Ask yourself a “prequestion”

Working out what you want to get out of a lecture before it happens might help, as research from Journal of Applied Research in Memory and Cognition suggests. Students were shown an informational video before answering questions about what they’d seen. Those who had been given two “prequestions” related to the information before watching outperformed those who had not.

Researchers believed that this technique was especially effective for learning from videos: it’s not easy to skip through video content to find answers to those prequestions, so viewers likely end up paying more attention.

Thinking about what you want to get out of a video lecture or webinar before you watch it might therefore help you retain more information.

Set your goals early

Prequestions can work on a small scale — and asking yourself questions about wider goals can also help in the grander scheme of things.

One piece of research suggested that students were generally unprepared for the levels of self-directed learning that online courses necessitate — there is far less direction and routine, after all, than in a traditional learning setting.

The team suggests that students consider a number of factors before they start online courses. First, think about what your learning needs are and what resources are available to help you with them. Then, consider what specific strategies you think might be helpful for you personally.

Finally, try to set yourself learning outcomes and evaluate how successfully you achieved them at the end of the course — this may help you hone your study technique for future classes, courses or modules.

Work on your concentration

Looking at a screen all day can be tiring — after several hours of Zoom, it can be hard to keep focused. So working out how best to boost your concentration might help you out, and there’s lots of different research that might inspire you. One study claimed that treadmill desks helped memory and concentration; another suggests that doodling can do the same.

If you’re reaching for your fidget spinner, however, you might be disappointed: one 2019 study suggested that they can impede learning.

Get socialising

Unlike traditional methods, online learning can be solitary: you’re at home on your own, with minimal time to socialise with your coursemates. But as well as boosting your social life, encouraging discussions between peers can help learning stay on track too.

One study suggested that discussing course material with other students in online forums may improve outcomes: the students who were most active in the learning forums were more likely to achieve a higher final grade. Some of this will obviously be to do with motivation and effort — students who put in a lot of effort studying and working on papers are also more likely to put effort into engaging with classmates. But active learning can’t hurt, either.

Start later if you need to

For the night owls out there, online learning is somewhat perfect: there’s no need to do much more than roll out of bed and switch on a computer to make that pesky 9am lecture, and if you miss it you can always watch later.

And according to one 2017 study, later start times may benefit many undergraduates:  students who started and finished later, working between 11am and 9.30pm, had the best learning outcomes. The team suggested that asynchronous online classes might help provide for people with all kinds of sleep schedules — so whenever you get out of bed, online learning may work for you.

Manage boundaries

Smartphones have made work easier in lots of ways, but they can also come with an added helping of stress, pinging with notifications even outside of working hours. This is such a problem that the French government has taken action, giving workers the “right to disconnect” from out of hours correspondence from colleagues or bosses — and it can be even more difficult when your home is also where you work or learn.

A study from the University of Illinois published this year also highlighted the stress of this always-on approach. Looking at a group of teachers, the team found that those with better boundary tactics — keeping work email alerts turned off on smartphones, for example — experienced less work intrusion. Setting such boundaries may help you concentrate when you’re online for work or university.

Get enough sleep

Getting enough sleep has many cognitive benefits. Periods of sleep between studying can help you learn faster and retain those memories for longer, for instance — so you might want to stock up on herbal teas before term starts.

Even thinking you’ve got a good night’s sleep may act as an effective placebo, regardless of how much sleep you’ve actually had or how high quality it was. And if you can’t sleep? Don’t stress. Some research suggests insomnia doesn’t have to ruin your life, and how we think about sleep is nearly as important as how much we get.

Find your own strategies

Following advice is all well and good — but you might be better off finding your own strategies when it comes to productive work. A recent study published in Proceedings of the National Academy of Sciences looked at behavioural interventions in online learning, finding that general strategies were not that helpful for students.

Instead, the team suggests, students and teachers alike should understand their specific needs and the context in which they’re working; if a student has ongoing issues with their internet connection, they’re not going to need advice about self-regulation, while those who find it hard to wake up in the morning might. Working on personalised strategies, therefore, might benefit you the most in the long run.

Emily Reynolds is a staff writer at BPS Research Digest



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What our students say about SACAP – Deon Barnard

Our dependence on brick and mortar teaching is in flux. The rampage of Covid-19 has challenged tuition systems across the world and accelerated the global growth of online learning. As we zoom towards virtual education platforms it’s safe to say online learning courses are here to stay!

Ambushed by the coronavirus chaos, many academic institutions have been forced to shift to an online mode of teaching almost overnight. Unfortunately this mad scramble for technological solutions has been pockmarked by inefficiency and inexperience. Fortunately, SACAP is well ahead of the curve.

You see SACAP already has a well-established Online Campus. And not only does it offer a range of accredited courses, its dedicated online educators are well versed in digital learning because they’ve been doing it for years.

Deon Barnard, 48, is a communications specialist, motivational speaker, change manager and professional trainer. He’s had first-hand experience of SACAP’s online efficiency because he’s midway through his Bachelor of Applied Social Science (BAppSocSci), which he’s pursuing through the Online Campus. We asked him to give us the lowdown on his experience so far.

Flexibility first

Deon dons many hats. His diverse interests range from wargaming, fantasy, philosophy and food to theatre, music, camping and quiz nights. He also has a penchant for psychology: “I’ve always been deeply interested in personality and why people do what they do,” he says. “So much of what I’m learning now I have already read about or engaged with during my career. I wish someone had told me about psychology as a vocation when I was at school!”

Deon decided to study psychology online through SACAP because of his incredibly busy work and home life – he and his wife have five kids between them. “When I discovered SACAP would allow me to study completely online I immediately jumped at the chance,” he explains. “My week days are so intense and full, I needed a course I could do on weekends – online was the only way I could make this happen.”

SACAP’s unique approach to psychology also motivated Deon’s decision to enrol for the Bachelor of Applied Social Science. “I was excited about the ‘applied’ aspect of the degree because I’ve spent my life making highly academic concepts practical for people,” he says.

Benefits to bank with online learning

The online learning environment is bittersweet, admits Deon. “I’m highly extroverted and would love to be part of a face-to-face environment,” he says. “I have, however, been surprised by how much fun the online participation is and I find the questions and weekly work interesting and rewarding.”

In Deon’s view, studying psychology online has many benefits. “I think there’s a ‘new normal’ for all of us now and it makes sense to commute less and engage more online,” he says. “It allows for more focussed study and fewer hygiene-factor distractions like travel expenses or noisy classes.”

“Everything we do online is always available,” adds Deon. “Conversations are saveable. Notes and chats easily organised. Everything is in one place – accessible, sendable, and referenceable. It’s a world I love to operate in.”

Another course highlight for Deon has been the content. “I have thoroughly enjoyed the actual reading materials and have purchased all the textbooks as hardcopies even though they are available digitally,” he says.

Going for goals

For Deon the opportunity to study online has been a richly rewarding experience, he says. “I think online learning is interactive and a fantastic way to engage with both the topic and the other students.”

Would he recommend studying psychology online through SACAP? “Absolutely!” Deon exclaims. “Firstly because of the accessibility and user-friendly online mechanics, and secondly I think the curriculum is world class, culturally sensitive and intellectually stimulating.”

Deon’s enthusiasm for life is palpable. “As a kid I tried every sport and activity, and I saw my future the same way,” he says. “I wanted to be a president, a motivational speaker, a scientist, a minister an actor, a singer… And as it turns out I’ve done most of that!”

Happily when he completes his Bachelor of Applied Social Science and goes on to qualify, Deon will be a step closer to achieving his ultimate goal: “I hope to have a private practice doing something like person-centred therapy during the day while running a pub with good food, great entertainment and lots of love at night,” he says.

SACAP’s Online Campus is helping Deon harness his own unique skill set so that he can nurture his passions and fulfil his dreams. What are you doing to reach your future goals?

Online learning is changing the face of education

While the global pandemic may have turned the world upside down it’s reassuring to know that you don’t have to put your career plans on hold. In these incredibly uncertain times studying psychology online is a useful and efficient means of accomplishing your dreams.

Beyond the flexibility of being able to study anywhere at anytime, SACAP’s Online Campus offers a tried and tested virtual learning experience that combines the benefits of a real-world campus with the convenience of remote accessibility.

Do you have a real passion for people but are unsure about the outlook of traditional face-to-face education? SACAP’s online psychology courses are renowned for their cutting-edge content, systematised structure and stellar support. SACAP’s next Online Campus intake is in September, SACAP’s Term 3, and course registrations are open now.

Covid-19 has changed the world, but that doesn’t mean your career plans have to. Your fulfilling online journey to success could start right here with SACAP. What are you waiting for? Let’s go!

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Researchers Assume White Americans Are More Representative Of Humankind Than Other Groups, According To Analysis Of Psychology Paper Titles

By Matthew Warren

It’s well-known that psychology has a problem with generalisability. Studies overwhelmingly involve “WEIRD” participants: those who are western and educated, from industrialised, rich and democratic societies. And while there is increasing recognition that other populations need better representation in research, many psychologists still often draw sweeping conclusions about humanity based on results from a narrow portion of the world’s population.

A new study published in Social Psychological and Personality Science suggests that this problem may have had another, more insidious effect. The authors argue that because of psychology’s traditionally narrow focus, we’ve ended up implicitly assuming that results of studies on WEIRD groups — particularly white Americans — are somehow more universally generalisable than those from other populations.

The study, led by Bobby Cheon at Nanyang Technological University in Singapore, looked at the way in which participant samples were described in the titles of psychology papers. Their logic was simple: article titles are written to get across the most important bits of information about a study, which includes highlighting key features of the sample that might constrain how applicable the results are. For instance, if a study is conducted on children, this will probably be mentioned in the title, so that the reader immediately knows that the results may not apply to adults.

Similarly, some study titles include information about participants’ ethnicity or country of origin. Again, the implication is that the results might not apply to people outside of that group. So if I’m a US-based researcher looking at how access to parks influences our mental health, I might call my study either “The role of green space in the mental wellbeing of adults”, or “The role of green space in the mental wellbeing of American adults”. The latter suggests that the results might not apply in, say, the United Kingdom or India.

The team looked at the titles of 2,088 articles published in 49 prominent psychology journals between 2004 and 2017, all of which were picked out because the title specifically mentioned the ethnicity, nationality, culture or race of participants. Just 14.7% of these titles mentioned that participants were of American origin, and 34.8% mentioned a sample from a WEIRD region outside of the US (e.g. “Exercise improves healthy diet: Evidence from an Australian sample”). These figures were both significantly lower than the 50.5% that mentioned a sample from a non-WEIRD region (e.g. “Bidirectional engagement among Indian students and teachers”).

The fact that research on non-WEIRD groups so often mentions participants’ origins in the title implies a belief that these studies might not generalise but rather only apply to that specific culture. By comparison, the fewer instances of titles mentioning participants’ origin for research conducted on WEIRD groups, and on Americans in particular, suggests these groups are considered more representative of humanity as a whole.

It’s important to note that the vast majority of psychology research is conducted on WEIRD participants and North American samples in particular; according to some analyses, participants from Asia, Africa and Latin America are included in just a small percentage of papers in leading psychology journals. So it’s not the case that the small number of titles specifying American samples is due to there being fewer papers on Americans in general.

Of course, there may often be the best of intentions behind calling out under-represented groups in the title of papers, particularly when we are used to psychologists studying white, Western participants by default. But as the authors point out, “the bias in the tendency to qualify sample characteristics in titles may reflect and/or reinforce a subtle form of infrahumanization … in which the nature, experiences, and behaviors of some populations are assumed to be a better reflection of humanity than others.” And, unfortunately, the team found that this bias has actually got worse in recent years.

In a second analysis, the researchers looked at the titles of a further 945 articles from around the world which specified that the research had been conducted on a minority group from that country. The vast majority of these (85.4%) were from the United States (e.g. “Developmental trajectories of African American youths”). In contrast, the team only found 32 titles which specified that a sample consisted of white Americans. This suggests that within the United States, results from white Americans are considered more generalisable than those from minority groups.

So what’s the solution? The researchers say there should be standardised practices for reporting the population being studied. Editors also have a responsibility, they add:  journals should avoid framing research conducted outside of the United States as “cultural”.

I’d add that outlets reporting on psychology research — including Research Digest! — also need to be more aware of the way they frame research.  It’s important to acknowledge the limitations of research, and that often involves explaining who the participants in a study were. But it becomes a problem if you consistently highlight the limitations of generalising from studies on participants from China or Brazil, for instance, while describing American or UK-based research in generic terms.

How USA-Centric Is Psychology? An Archival Study of Implicit Assumptions of Generalizability of Findings to Human Nature Based on Origins of Study Samples

Matthew Warren (@MattBWarren) is Editor of BPS Research Digest



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The psychology of work: What do Industrial-Organisational Psychologists do at work?

It would seem that it has taken something as societally significant as the COVID-19 pandemic for people across the world to appreciate the need and role of psychology. This seems to have been revealed by the mental health and wellbeing impact of the pandemic on people’s lives and the livelihood of communities. 

Indeed, the science and art of psychology is broad in its application to all areas of life and work in societies. Broadly speaking, people tend to have a better idea of what clinical, educational and counselling psychology entail. These are more commonly known subfields of psychology and are often aspired to by many students seeking to embark on a career in psychology without realising the breadth of applied psychology. There are other ways in which psychology can be practiced such as research psychology which provides a professional training opportunity to become a psychologist in South Africa. There are options to train and work as a psychometrist or registered counsellor also under the Health Professions Council of South  Africa (HPCSA), with forensic psychology and neuropsychology being emergent category that the HPCSA will give guidelines on professional training and registration as the categories are formalised in South Africa.

In this article, the focus will be on another subfield of psychology which is that of industrial-organisational psychology, sometimes referred to as just industrial psychology or organisational psychology and even, management psychology in some countries. 

“HRM can be viewed as a people management field with a variety of roles and a field that requires formal training as competency development is key in the HRM field.”

Ashley Motene, Industrial Psychologist

The relevance of applied psychology in the workplace should not be surprising,  considering the complexities linked to our experience of work-related needs and expectations. In addition, the extent to which we give of ourselves, our time and energy to working in our societies creates an interdependent context that requires guided facilitation. It is a continuous exchange of skills across workplaces, applying work-related experiences, crafting careers and people working together in response to socio-economic human needs.

The interlink between HRM and Industrial-Organisational Psychology

Industrial-organisational psychology is often misguidedly confused with or alienated from human resource management (HRM). The two disciplines are aligned and practiced closely in workplaces but apply different insights to the same work contexts. In many instances, there are industrial-organisational psychologists who work in HRM roles. There are many individuals who have studied industrial psychology but chosen to work in the HRM field or other fields for that matter. On the other hand, some people have a related undergraduate career but do not want to pursue a career as an industrial psychologist. Work opportunities in both disciplines can be within an organisation (i.e. job position) or through consulting services offered to organisations across all industries.

Human Resource Management can be viewed as a people management field with a variety of roles and a field that requires formal training as competency development is key in the HRM field. HR practitioners can be seen as process drivers who facilitate people-related practices that are aligned to HRM and business strategies. HRM work is guided by models and approaches which allow for the stakeholder promise to be fulfilled by and to workers, teams, leaders, business units, shareholders, the organisation, the government and the community in which organisations operate. Essentially, employees are a key stakeholder. 

As guided by the practices and process driving of HRM teams, industrial-organisational psychologists explore the behavioural aspects of work and the deeper underlying psychological dynamics. We are able to identify evidence-based misalignments that hinder people engagement, performance, development or flow at work. Industrial-organisational psychologists bring psychological insights of work to co-create people-focussed solutions that lead to individuals, teams and organisations working well together to each achieve their potential. Whether researching, diagnosing, designing, implementing, facilitating development or measuring growth, the application of psychology at work requires competent and ethical professional practice as expected by the HPCSA’s ethical code of conduct, scope of practice for industrial psychologists, Bill of Rights, Mental Health Act, Employment Equity Act, Labour Relations Act and all other related acts. 

What kind of work can you do as an Industrial-Organisational psychologist?

Since industrial-organisational psychology focuses on understanding people in their work context and responding supportively to their needs as they work collectively, these are the areas of work that industrial-organisational psychologists professionally train to do:

  • Career psychology: provision of individual or group career counselling; personal or leadership development; mentoring; coaching guided by career assessments (psychometric and qualitative) and workshops.
  • Wellness and Wellbeing: mental health advocacy;  support of organisational wellness and worker wellbeing as it relates to diversity, inclusion, equality support at work [linked to discrimination (e.g. gender, disability, racial), workplace bullying or violence]; stress- and burnout-related support; work-life integration assistance; psychoeducation focussed on work-related psychosocial health (e.g. adapting working conditions best support workers with living with a disability; HIV/Aids, occupational injuries or illnesses and promoting safety behaviour). Working in collaboration with other psychology professionals to address work-related psychopathology that requires referral (e.g. performance anxiety or depression). 
  • Organisational psychology: designing contextualised learning programmes; organisation structures and ergonomics; understanding and enhancing group or team functioning (high-performance preparation, strategy development, conflict resolution or team development); organisational change, development and effectiveness (OD); improving employee engagement, organisational climate and culture using relevant metrics like surveys, research and support platforms.  
  • HR Psychology: supporting job analysis, recruitment and selection with psychological insights, diagnosis and intervention with processes that lend themselves to assessment of potential, good fit; performance management and people development at all organisational levels, across business areas and differing employee experiences of work.  
  • Psychometric Testing and Psychological assessment: conducting competency-based job profiling, assessment process design, assessment administration of psychometric assessments within the scope of practice; competency-based assessment/interviewing/training; interpretation of assessment results; integrated report writing; and verbal provision of psychometric assessment results for selection, personal, career or leadership development reasons. 

How do you become an industrial-organisational psychologist?

Whilst there aren’t specific high school subjects that you must have done to study industrial psychology, the minimum entrance requirements of the institution you want to study with will be used as a requirement to study a bachelor degree or qualification that will lead to graduating with an NQF level 7 (equivalent of a 3 year degree). 

In order to become an industrial psychologist in a South African context, you need to obtain a Master’s degree specialising in Industrial or organisational psychology. It is thus advisable to include industrial psychology as a major in your undergraduate studies. After completing the coursework and research dissertation at a Masters level (NQF level 9), you will need to complete a 12-month supervised internship in an organisational setting working as an intern industrial psychologist. Once you have competently completed your internship, you will be required to write the HPCSA board exam which has a 70% pass mark and officially register with the HPCSA as an Industrial Psychologist if you want to practice in South Africa. 

The broader community of practice

There are various bodies providing professional support, networking and continuous development opportunities with other industrial-organisational psychologists. Internationally, one such body is the SIOP. In South Africa, the Society for Industrial and Organisational Psychology in South Africa (SIOPSA) provides professional support to industrial-organisational psychologists in ways that contribute to the growth of the subfield in their communities. SIOPSA has been facilitating student career webinars during this pandemic which allows you to hear from industrial psychologists sharing their career journeys. So whether working as entrepreneurs offering services, in business settings, psycholegal contexts, in government institutions or departments, in academia or educational institutions, in social research contexts or community-based organisations, psychology is at work.

Whilst it is not possible to become an industrial psychologist in South Africa if you have only studied HRM or a psychology degree only, there are options to work in related contexts. Furthermore industrial psychology is classified and sometimes applied differently depending on the country you choose to work in. HRM and Coaching are sound alternatives if you do not want to become an industrial-organizational psychologist. You can learn more about the future of working in HRM is likely to entail in an article that I wrote about How 4IR is changing the teaching and practice of HR

SACAP offers a variety of management and leadership programmes in:

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Can You Use CBD For Depression?

CBD for depression

Depression is a very common mental health issue that is characterized by intense feelings of melancholy, low motivation, gloomy mood, and irritability. When people experience an episode of depression, their ability to think, work, and function is completely disrupted. Each year, approximately 16 million men and women in the United States experience at least one depressive episode. Although pharmaceutical antidepressants are available as a form of treatment, the side effects associated with these medications have motivated some people to seek healthier alternative treatments such as CBD.

What is CBD?

Cannabidiol (or CBD) is a healthy, all-natural substance that is present in Cannabis sativa plants such as hemp and marijuana. However, CBD does not make people high, intoxicated, or lightheaded. Regarding the use of CBD and CBD oil by humans, the World Health Organization (WHO) states “…CBD exhibits no effects indicative of any abuse or dependence potential…. To date, there is no evidence of public health related problems associated with the use of pure CBD.”

What Does the Research Say About Using CBD for Depression?

Many medical and mental health researchers today are looking into the advantages of using CBD to treat mood issues such as depression. In a 2012 study of blood pressure among depressed women, the link between endocannabinoids and depression was highlighted. The researchers stated “this preliminary study raises the possibility that endocannabinoids play a role in blood pressure regulation in depressives with higher blood pressure, and suggests an interrelationship among endocannabinoids, depression and cardiovascular risk factors in women.” In 2018, a literature review of numerous studies on the therapeutic potential of CBD claimed that “CBD was shown to have anxiolytic, antipsychotic and neuroprotective properties.”

Where to Buy CBD Oil

CBD oil is available online for people who wish to try its health benefits. If you wish to make a purchase from a reputable market leader, you can buy CBD oil from cibdol.com. With CBD becoming more popular as a health boosting substance, an increasing number of CBD companies have appeared online. However, not all of these companies provide the highest quality of CBD oil.

How to Identify High Quality CBD Oil

A number of factors need to be considered when determining the quality of CBD oil. One of the most important factors is the quality of the hemp that is used for CBD oil extraction. The quality of the hemp will vary depending on the specific plant type and how it is grown. Standards are provided by the International Organization for Standardization to ensure quality. 

Another point to consider is how transparent the CBD producer is about the oil production process. If you are unsure about the quality of the CBD oil you wish to purchase, you can ask questions about how and where it is produced. When you buy CBD oil from https://www.cibdol.com/cbd-oil, for example, we are happy to provide information on how and where our hemp is grown and provide proof that the appropriate quality standards are in place.

The safest and healthiest way to extract CBD oil from hemp is by using CO2 extraction. This is the process used by cibdol.com. Other companies may use alternative extraction methods with chemicals. This may lead to impure CBD oil that is contaminated with fats, waxes, chlorophyll or trace amounts of chemical solvent. While these methods are faster and cheaper to use for oil producers, they are not as safe as CO2 extraction.

Cibdol.com puts much emphasis on continuous testing to ensure they produce high quality CBD oil. In addition to meeting ISO standards, they also work with third party companies to test their CBD oil as well as other parts of the production process. These companies may test the soil in which the hemp is grown, the hemp itself, as well as the manufacturing equipment. All this is done to ensure the highest quality product for consumers.

Cibdol.com chose to partner with Fundación CANNA, an organization that aims to create standards in the market for CBD. In addition to raising the standards in testing, they want to make sure that consumers are properly educated about CBD oil and other CBD products.

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Having Realistic Expectations Could Make You Happier Than Being Over-Optimistic

By Emily Reynolds

There are fairly good arguments for optimism and pessimism both. Optimists, who see the best in everything, are likely to have a sunnier disposition; pessimists, on the other hand, would argue that their negative expectations never leave them disappointed when the worst actually happens.

But in the end, it might be realists who win out. According to a study published in Personality and Social Psychology Bulletin, being realistic about your life outcomes is likely to make you happier than overestimating them.

David de Meza from the London School of Economics and Chris Dawson from the University of Bath examined data from 1,601 individuals who took part in the British Household Panel Survey between 1991 and 2009. This longitudinal survey covers a range of topics including health, finances, household composition and more.

The team looked first at unrealistic optimism. Unlike optimism, this isn’t simply a belief that something good might happen, but an “excessive belief in the probability of good realisations” that is so strong you are likely to make mistakes in your predictions. To measure levels of unrealistic optimism, two questions were pulled out of the survey: “how do you think you will be financially a year from now?” and “would you say that you are better off, worse off or the same financially than you were a year ago?”. Comparing these expectations year on year with participants’ actual financial situation was the basis for measuring optimism.

The researchers looked at how this unrealistic optimism was related to participants’  psychological wellbeing and life satisfaction. (They also took into account demographic information which has been linked to wellbeing, including marital status, children, monthly income, education attainment, location and consumption of tobacco.)

As expected, those with realistic beliefs had higher psychological wellbeing than those with both low and high expectations. The most pessimistic participants had a 37.2% higher level of psychological distress than realists, with optimists not faring much better: they had an 11.8% higher level of distress. Life satisfaction also suffered for both parties: for those holding the most pessimistic expectations there was a 21.8% reduction and for the most optimistic a 13.5% reduction in general wellbeing compared to realists.

Why this was the case, however, is unclear. It could be that optimists end up perpetually disappointed as their expectations fail to materialise, and although pessimists may avoid that disappointment, they may be more likely to experience dread or anxiety before anything even happens. The team also points out that any plan made based on an inaccurate belief is likely to deliver a worse outcome than one based on rationality. Both over- and under-estimating financial outcomes, for example, is unlikely to yield good results: optimists may fail to adequately save, whilst pessimists could avoid profitable opportunities.

Whether unrealistic optimism would also have the same effect in a non-financial domain is yet to be seen. Finances are particularly susceptible to unrealistic optimism, which research has shown tends to be greatest in areas perceived to be under an individual’s control. It would be interesting to know whether similar results are found for an outcome that is completely out of someone’s control — their genetic susceptibility to a particular medical condition, for example.

None of this is to say that optimism in general is a bad thing, and some research has suggested it has benefits of its own. But being overly or unrealistically optimistic may not provide those same effects.

For those who consider themselves more realistic than optimistic, however, the study’s results could come as a relief. Culturally, positive thinking is fairly influential, with self-help gurus and wellness influencers often promoting it as a way to achieve life goals; it’s also been the basis of many bestselling books. But, as this study shows, rejecting positive thinking doesn’t have to make you miserable.

Neither an Optimist Nor a Pessimist Be: Mistaken Expectations Lower Well-Being

Emily Reynolds is a staff writer at BPS Research Digest



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Vets Show “Weight Bias” Against Obese Dogs And Their Owners

By guest blogger Ananya Ak

The concept of weight bias or “fatphobia”, the social stigma around obesity, has been around for quite a while. Studies have shown that such stigma is present even among medical professionals, which negatively impacts quality of care for patients with obesity. Over the years, there have been several instances of doctors attributing medical symptoms to obesity when the symptoms were actually caused by something more serious, like a tumour.

But what about social stigma towards obese pets? Over 50% of cats and dogs in the USA are obese and, like humans, pets with obesity have a higher risk of metabolic, respiratory and other diseases. A new paper in the International Journal of Obesity examines whether the same weight bias that affects the delivery of healthcare in humans is prevalent among pet doctors as well.

The investigation, conducted by a team led by Rebecca Pearl at the University of Pennsylvania, involved two online studies exploring the attitudes of the participants towards obese and lean dogs, and the treatment recommendations they gave the dogs for hypothetical symptoms. One of the studies was conducted on 205 veterinarians and the other on 103 veterinary students, with the methodology remaining identical for both the studies.

The studies were done in two parts. In the first part, the participants were each randomly shown one of four images featuring either a lean dog and lean owners, an obese dog and lean owners, a lean dog and obese owners, or an obese dog and obese owners. The dogs and owners in each of the vignettes were identical except for their weight status. The participants were then asked questions to determine their emotional response towards the dogs and owners, and perceived causes of the dogs’ weight (e.g. biology/genetics, environmental factors, the owners’ feelings of responsibility, and their behaviours). They were also asked whether they had ever recommended weight loss treatment to the overweight owners.

In both the studies, the participants reported stronger feelings of blame, contempt, disgust and frustration towards the overweight dogs and their owners (irrespective of the owners’ weight) compared to the lean dogs and their owners. They also felt that the owners of the obese dogs were less likely to comply with weight-related treatment recommendations.

Moreover, the participants also seemed biased against the heavier owners. They saw the obese owners as more responsible for their dog’s weight if it was obese than if it was lean. Similarly, the lean owners got the “credit” if their dog was lean, but weren’t seen as so responsible if their dog was obese. So, the veterinarians appeared to make the stereotypical assumption that the overweight owners had poorer health behaviours than the lean owners and were transferring their own bad behaviours to their dogs, making them obese as well. Across both studies, 7-10% of participants also reported that they had previously recommended that pet owners seek weight loss treatment. This might seem like a small number, but, as the authors say, “It is surprising that any participants reported counseling owners about weight, considering that veterinarians are not trained to give health advice to humans.”

In the second part of the study, the participants were told that the dog they had seen was presenting at their clinic with respiratory problems. They were first asked to recommend diagnostic procedures. Then, after being told that the dog was diagnosed with a collapsed trachea, they were asked how they would treat it. The participants gave similar diagnostic recommendations for the dogs irrespective of their weight. But when asked for treatment recommendations, the participants were more likely to recommend weight treatment for the obese dog than the lean dog. This is an acceptable treatment, of course, since weight is one of the causes of poor respiratory health. But focusing on weight may lead veterinarians to miss other potential causes of illness.

This investigation had its limitations, including that all participants were either students or alumni of the same veterinary school. The sample size was thus quite limited. The focus was also solely on dogs vs. other pets like cats. A larger study with a wider selection of participants and more variety in pets is required to be able to truly generalise the results.

But even with the limitations, this study provides empirical evidence of weight bias among veterinarians. This is significant considering that unlike humans, pets cannot voice their concerns and a wrong diagnosis or treatment recommendation could prove dangerous to our beloved animal friends. Thus, just as interventions are put in place to reduce bias among doctors, steps may need to be taken to ensure that veterinarians remain mindful of their biases while diagnosing and treating pets.

Who’s a good boy? Effects of dog and owner body weight on veterinarian perceptions and treatment recommendations

Post written for BPS Research Digest by Ananya Ak. Ananya is a long-time reader of the Research Digest, studying to be a clinical psychologist. As a freelance copywriter, she’s also interested in the psychology of bias, persuasion and communication. You can find her on LinkedIn and read about her personal life and the books she reads on her blog.

At Research Digest we’re proud to showcase the expertise and writing talent of our community. Click here for more about our guest posts.



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Magic Tricks And Brain Art: The Week’s Best Psychology Links

Keyboard for ideaOur weekly round-up of the best psychology coverage from elsewhere on the web

Recent work has cast doubt on many previously reported priming effects — but the kind of priming used by magicians may in fact work, writes Jennifer Ouellette at Ars Technica. Researchers used the gestures and verbal cues employed by illusionist Derren Brown to try and encourage participants to think of a 3 of diamonds when given the choice of any card from a deck. And it worked: participants picked that card 18% of the time, much higher than would be expected by chance.


Psychologist Stuart Ritchie has a new book out, Science Fictions, which explores the flaws, biases and outright fraud that undermines psychology and science more generally. He talks about the book with Shamini Bundell for this week’s Nature podcast.


The Netherlands Institute for Neuroscience has announced the winners of their “Art of Neuroscience” competition. The images are pretty cool, ranging from straightforward microscopy photos to the rather more abstract. Check them out at Scientific American.


Yet another study has concluded that playing violent video games doesn’t lead to aggression, reports Alex Hern at The Guardian. Researchers conducted a meta-analysis of longitudinal studies investigating the link between playing violent games and later aggression or violence. Although the team found an overall significant effect, this effect was so small to be meaningless from a practical perspective


It’s a common idea that pregnant women are biologically and evolutionarily hardwired to “nest” — tidy, decorate and so on — in the weeks and months before their child is born. But there’s no scientific evidence that that’s the case, writes Arianne Shahvisi at Psyche.  In fact, to claim that it has a biological basis obscures the much more likely explanation that “nesting” is the result of cultural stereotypes about the role of women in the home.


Having a “strategic mindset” could help you to achieve your goals, reports David Robson at BBC Worklife.  Researchers found that the kind of people who adapt and refine their approach when faced with obstacles are ultimately more likely to reach a goal, such as learning a new language or losing weight.


Most of us have been on the receiving end of a rude email from a co-worker — and can relate to the way it really gets under your skin. Impolite emails can lead workers to experience more negative emotions and even experience more stress when back at home. And now a study has shown that even “passive” rudeness — ignoring a co-worker’s request, for instance — can create stress. We should all think about improving our “netiquette”, write the researchers, Zhenyu Yuan and YoungAh Park, at Scientific American.

Compiled by Matthew Warren (@MattbWarren), Editor of BPS Research Digest



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