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《Quarterly journal of experimental psychology (2006)》2013,66(12):1616-1628
Two experiments tested humans on a memory for duration task based on the method of Wearden and Ferrara (1993), which had previously provided evidence for subjective shortening in memory for stimulus duration. Auditory stimuli were tones (filled) or click-defined intervals (unfilled). Filled visual stimuli were either squares or lines, with the unfilled interval being the time between two line presentations. In Experiment 1, good evidence for subjective shortening was found when filled and unfilled visual stimuli, or filled auditory stimuli, were used, but evidence for subjective shortening with unfilled auditory stimuli was more ambiguous. Experiment 2 used a simplified variant of the Wearden and Ferrara task, and evidence for subjective shortening was obtained from all four stimulus types. 相似文献
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Nanette L. Yragui Caitlin A. Demsky Leslie B. Hammer Sarah Van Dyck Moni B. Neradilek 《Journal of business and psychology》2017,32(2):179-196
Purpose
The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes.Methodology
Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses.Findings
Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions.Implications
Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression.Originality
This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes.7.
Ruth E. Kastner 《国际科学哲学研究》2004,18(1):89-94
The “N‐box experiment” is a much‐discussed thought experiment in quantum mechanics. It is claimed by some authors that a single particle prepared in a superposition of N+1 box locations and which is subject to a final “post‐selection” measurement corresponding to a different superposition can be said to have occupied “with certainty” N boxes during the intervening time. However, others have argued that under closer inspection, this surprising claim fails to hold. Aharonov and Vaidman have continued their advocacy of the claim in question by proposing a variation on the N‐box experiment, in which the boxes are replaced by shutters and the pre‐ and post‐selected particle is entangled with a photon. These authors argue that the resulting “N‐shutter experiment” strengthens their original claim regarding the N‐box experiment. It is argued in this article that the apparently surprising features of this variation are no more robust than those of the N‐box experiment and that it is not accurate to say that the particle is “with certainty” in all N shutters at any given time.
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Shutters, Boxes, but No Paradoxes: Time Symmetry Puzzles in Quantum Theory
Published online:
14 October 2010 Figure 1 Hilbert Space of the Shutter Particle. 相似文献
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Purpose
To examine how social distance and affective trust in supervisor affect the relationships between supervisor humor and the psychological well-being and job performance of subordinates.Design/Methodology/Approach
A survey was conducted among 322 matched supervisor–subordinate dyads in 14 South Korean organizations. Multi-level analyses were performed to test the research hypotheses, including the moderating effects.Findings
Self-enhancing humor of supervisors was positively associated with the psychological well-being and job performance of subordinates. Affiliative humor was positively associated with psychological well-being, whereas aggressive humor was negatively associated with psychological well-being. In addition, supervisor humor was indirectly related to the psychological well-being of subordinates via social distance. Moreover, affective trust in supervisor significantly moderated the relationship between supervisor humor and social distance, such that the relationship between affiliative humor and social distance was stronger when affective trust in supervisor was high rather than low.Implications
These findings are important in developing and refining humor theory on the responses of employees to various types of supervisor humor. Moreover, they provide practical implications for organizations. For example, organizations should note that supervisor humor may not always produce good results, and thus should encourage managers to use constructive humor. Similarly, supervisors should build a high-trust relationship with their subordinates to increase the effectiveness of their constructive humor.Originality/Value
This study is one of the few studies that has examined the mechanism and boundary conditions of the effects of supervisor humor on employee outcomes.10.
Dan R. Johnson William H. Beasley David E. Bard 《Multivariate behavioral research》2013,48(4):654-655
Individuals performing an experimental cognitive task have a choice whether to favor accuracy, speed, or weight them both equally. Models of speed/ accuracy tradeoff have been proposed in the assessment literature (van der Linden, 2007) and experimental literature (Ratcliff &; Rouder, 1998). However, these models do not estimate individual differences in choice of speed/ accuracy tradeoff at between- and within-subjects levels. The top of Figure 1 presents the equations and path diagram for the SATin model. Individual differences in speed/ accuracy tradeoff will be modeled at two levels with, 1) variability in Tradeoff (between-subject level, Level 2) and 2) variability in c (within-subject level, Level 1). An individual's Tradeoff factor score represents the individual's distributional position relative to others regarding whether they favor speed (values < 0), accuracy (values > 0), or neither (value = 0). A negative c indicates that the individual is trading off speed and accuracy for these particular trials, whereas a positive and zero c indicate the individual is not trading off.
相似文献
Abstract: A Multi-Level Model of Individual Differences in Speed/Accuracy Tradeoff (SATin)
Published online:
18 December 2008 FIGURE 1 SATin Model Diagram. 相似文献
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Kent K. Alipour Susan Mohammed Sumita Raghuram 《Journal of business and psychology》2018,33(2):231-247
Purpose
The purpose of this study was to investigate the conditional effects of power values diversity and relationship conflict.Design/Methodology/Approach
We utilized a time-lagged survey design and multilevel modeling to investigate 60 teams working on a project task over the course of 4 months.Findings
When participative safety climate was high, the presence of high power values diversity was particularly helpful for reducing relationship conflict. In turn, decreased relationship conflict tended to increase team performance. Additionally, when workload sharing was low, high relationship conflict was especially harmful to team performance.Implications
Results support the consideration of team participative safety climate to better understand the conditions under which power values diversity is likely to lessen relationship conflict and subsequently increase team performance. Findings also highlight the importance of avoiding low workload sharing, in the presence of prominent relationship conflict, to increase team performance.Originality/Value
By examining relationship conflict as a mediator and participative safety climate as a moderator of power values diversity’s effects, we make a novel contribution to extant literature by helping to elucidate both how and under what conditions differences in power values, among team members, can influence team performance. Relatedly, we answer the call for more research that adopts a contingency approach toward examining the effects of values diversity and relationship conflict. In doing so, we help to identify the conditions under which power values diversity and relationship conflict are likely to differentially influence important team outcomes.12.
In applications of SEM, investigators obtain and interpret parameter estimates that are computed so as to produce optimal model fit in the sense that the obtained model fit would deteriorate to some degree if any of those estimates were changed. This property raises a question: to what extent would model fit deteriorate if parameter estimates were changed? And which parameters have the greatest influence on model fit? This is the idea of parameter influence. The present paper will cover two approaches to quantifying parameter influence. Both are based on the principle of likelihood displacement (LD), which quantifies influence as the discrepancy between the likelihood under the original model and the likelihood under the model in which a minor perturbation is imposed (Cook, 1986). One existing approach for quantifying parameter influence is a vector approach (Lee &; Wang, 1996) that determines a vector in the parameter space such that altering parameter values simultaneously in this direction will cause maximum change in LD. We propose a new approach, called influence mapping for single parameters, that determines the change in model fit under perturbation of a single parameter holding other parameter estimates constant. An influential parameter is defined as one that produces large change in model fit under minor perturbation. Figure 1 illustrates results from this procedure for three different parameters in an empirical application. Flatter curves represent less influential parameters. Practical implications of the results are discussed. The relationship with statistical power in structural equation models is also discussed.
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相似文献
Abstract: Parameter Influence In Structural Equation Models
Published online:
19 December 2008 FIGURE 1 Influence mapping for single parameters. 相似文献
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Mari Huhtala Asko Tolvanen Saija Mauno Taru Feldt 《Journal of business and psychology》2015,30(2):399-414
Purpose
Ethical culture is a specific form of organizational culture (including values and systems that can promote ethical behavior), and as such a socially constructed phenomenon. However, no previous studies have investigated the degree to which employees’ perceptions of their organization’s ethical culture are shared within work units (departments), which was the first aim of this study. In addition, we studied the associations between ethical culture and occupational well-being (i.e., burnout and work engagement) at both the individual and work-unit levels.Design/Methodology/Approach
The questionnaire data were gathered from 2,146 respondents with various occupations in 245 different work units in one public sector organization. Ethical organizational culture was measured with the corporate ethical virtues scale, including eight sub-dimensions.Findings
Multilevel structural equation modeling showed that 12–27 % of the total variance regarding the dimensions of ethical culture was explained by departmental homogeneity (shared experiences). At both the within and between levels, higher perceptions of ethical culture associated with lower burnout and higher work engagement.Implications
The results suggest that organizations should support ethical practices at the work-unit level, to enhance work engagement, and should also pay special attention to work units with a low ethical culture because these work environments can expose employees to burnout.Originality/Value
This is one of the first studies to find evidence of an association between shared experiences of ethical culture and collective feelings of both burnout and work engagement.14.
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Sounds that are equivalent in all aspects except for their temporal envelope are perceived differently. Sounds with rising temporal envelopes are perceived as louder, longer, and show a greater change in loudness throughout their duration than sounds with falling temporal envelopes. Stecker and Hafter (2000) proposed that participants ignore the decay portion of sounds with falling temporal envelopes to account for observed loudness differences, but there is no empirical evidence support this hypothesis. To test this idea, two duration-matching experiments were performed. One experiment used broadband noise and the other natural stimuli. Different groups of participants were given different instruction sets asking them to (1) simply match the duration or (2) include all aspects of the sounds. Both experiments produced the same result. The first instruction set, which represented participants' natural biases, yielded shorter subjective durations for sounds with falling temporal envelopes than for sounds with rising temporal envelopes. By contrast, asking participants to include all aspects of the sounds significantly reduced the size of the asymmetry in subjective duration, a result that supports Stecker and Hafter's hypothesis. This segregation of the stimulus at the perceptual level is consistent with observed asymmetries in loudness change and overall loudness for sounds with rising and falling temporal envelopes, but it does not account for the entire effect. The remaining portion of the effect, after considering biases due to instructions, is not likely a result of adaptation but could be associated with persistence. The amount of persistence was inferred from behavioral masking data obtained for these sounds. 相似文献
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《The journal of positive psychology》2013,8(1):17-26
How are character strengths related to recovery? A retrospective web-based study of 2087 adults found small but reliable associations between a history of physical illness and the character strengths of appreciation of beauty, bravery, curiosity, fairness, forgiveness, gratitude, humor, kindness, love of learning, and spirituality. A history of psychological disorder and the character strengths of appreciation of beauty, creativity, curiosity, gratitude, and love of learning were also associated. A history of problems was linked to decreased life satisfaction, but only among those who had not recovered. In the case of physical illness, less of a toll on life satisfaction was found among those with the character strengths of bravery, kindness, and humor, and in the case of psychological disorder, less of a toll on life satisfaction was found among those with the character strengths of appreciation of beauty and love of learning. We suggest that recovery from illness and disorder may benefit character.
'Tis an ill wind that blows no good. English proverb
Acknowledgements
All authors are affiliated with the Positive Psychology Center at the University of Pennsylvania. This paper was prepared while we were in residence there and supported by a grant from the John Templeton Foundation. We also acknowledge the encouragement and support of the Manuel D. and Rhoda Mayerson Foundation in creating the Values in Action Institute, a nonprofit organization dedicated to the development of a scientific knowledge base of human strengths. 相似文献17.
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Michel Tremblay 《Journal of business and psychology》2017,32(4):363-378