U
Ulrich Mayr
Researcher at University of Oregon
Publications - 131
Citations - 11527
Ulrich Mayr is an academic researcher from University of Oregon. The author has contributed to research in topics: Cognition & Task (project management). The author has an hindex of 48, co-authored 115 publications receiving 10607 citations. Previous affiliations of Ulrich Mayr include University of Potsdam & Max Planck Society.
Papers
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Journal ArticleDOI
Gender Differences: The Effects of Free and Costly Feedback on the Willingness to Compete
TL;DR: This article study the effect of feedback about relative performance on the choice to compete, and the demand for that feedback, using an experiment where participants can choose between piece-rate and tournament compensation for completing simple addition tasks.
Journal ArticleDOI
Weak and Variable Effects of Exogenous Testosterone on Cognitive Reflection Test Performance in Three Experiments: Commentary on Nave, Nadler, Zava, and Camerer (2017).
Erik L. Knight,Erik L. Knight,Blakeley B. McShane,Hana H. Kutlikova,Pablo J. Morales,Colton B. Christian,William T. Harbaugh,Ulrich Mayr,Triana L. Ortiz,Kimberly J. Gilbert,Christine Ma-Kellams,Igor Riečanský,Igor Riečanský,Neil V. Watson,Christoph Eisenegger,Claus Lamm,Pranjal H. Mehta,Pranjal H. Mehta,Justin M. Carré +18 more
TL;DR: It is hypothesized that testosterone biases decision-making away from reflective and deliberate responses and toward rapid and intuitive ones, thereby elucidating one potential mechanism by which testosterone might cause behaviors and behavioral disorders.
Book ChapterDOI
Testing Age Invariance in Language Processes
TL;DR: The methodological proposals in this chapter can help focus theoretical controversies about the role of age in the processing of language and are optimistic that experimental control of unspecific task difficulty is like removing a veil under which effects linked to theoretical notions of processing complexity will appear in a clear view.
Posted Content
The Menstrual Cycle and Performance Feedback Alter Gender Differences in Competitive Choices
TL;DR: The authors showed that feedback about relative performance moves high ability females towards more competitive compensation schemes, and low ability men towards less competitive schemes such as piece rate and group pay, and removed the average gender difference in compensation choices.