Attention and ageing: Measuring effects of involuntary and voluntary orienting in isolation and in combination

The cueing paradigm provides an established method for eliciting involuntary and voluntary attention shifts. Involuntary orienting is traditionally measured with non‐predictive peripheral cues and voluntary orienting with predictive central arrows. Recent studies with young adults have established that predictive central arrows trigger a combination of involuntary and voluntary orienting, raising the possibility that previous studies – including those with older adults – misinterpreted their findings with central arrow cues as isolating the effects of voluntary attention. The present experiment applied different cueing conditions that measured involuntary orienting, voluntary orienting, and involuntary and voluntary orienting in combination in older adults. The results show that past studies of voluntary orienting in older adults confound involuntary and voluntary orienting. Cueing effects in a condition that for the first time isolated voluntary orienting (predictive number cues) with older adults were significant, and comparable to effects for younger adults, demonstrating that older adults successfully utilize cues to direct their spatial attention strategically. A similar normal pattern of orienting was observed for involuntary orienting. Our study provides a methodology that can be applied effectively to isolate and investigate the effects of age on voluntary and involuntary attention.     

JOB SURVIVAL OF NEW EMPLOYEES1

The job survival of 1,736 newly hired workers across a variety of organizations is examined. Voluntary and involuntary turnover are analyzed separately over the first 29 weeks on the job. Moderate support is found for a theory of job survival which distinguishes between the effects of job attitudes on voluntary withdrawal and job performance on involuntary withdrawal. Organization related factors such as pay and training are better predictors of job survival than are individual variables such as race, sex, age, and education.     

The impact of different directed forgetting instructions on implicit and explicit memory: New evidence from a modified process dissociation procedure

In contrast to previous research on directed forgetting, the present studies adopted a recent modification of the process dissociation procedure (Jacoby, 1991; Richardson-Klavehn & Gardiner, 1995) to accommodate the cross-contamination of memory test performance by implicit and explicit memorial factors. In Experiment 1, 120 subjects were compared in global directed forgetting, item-by-item directed forgetting, and control conditions on estimates of voluntary conscious memory, involuntary conscious memory, and involuntary unconscious memory performance. In Experiment 2, 80 subjects were compared in specific directed forgetting and control conditions on estimates of voluntary conscious memory, involuntary conscious memory, and involuntary unconscious memory performance. Subjects showed significant decrements in voluntary and involuntary conscious memory performance following instructions for directed forgetting in all conditions. None of the directed forgetting conditions showed a decrement in involuntary unconscious memory performance. Results suggest that, regardless of instruction type, directed forgetting prevents the conscious expression of memorial information (both voluntary and involuntary) while leaving unconscious memory intact.     

Gender, personality, and involuntary autobiographical memory

We utilised the recently developed continuous word association task (CWAT) to investigate whether attributes of involuntary autobiographical memory, including gender and cue valence effects, were similar to those found for voluntary autobiographical memory, as well as investigating the role of individual differences in memory production. A total of 80 undergraduate volunteers reported involuntary memories that came to mind during the word association task and completed measures of trait dissociation and psychosis-proneness. Involuntary memories showed similar cue valence effects to those typically found with voluntary memories but the usual gender effect was only apparent once participants learned the task involved autobiographical memory. The total number of involuntary autobiographical memories produced in response to negative cue words was related to greater trait dissociation and psychosis-proneness. The implications for differences between voluntary and involuntary autobiographical memory are discussed.     

The Relationship Between Dysfunctional Interpersonal Tendencies, Derailment Potential Behavior, and Turnover

Managerial derailment, which includes failure in the form organizational exit, poses costly consequences for organizations. We investigated the relationship between dysfunctional interpersonal tendencies, derailment potential behaviors, and actual managerial derailment in the form of voluntary and involuntary turnover. Data were from an archival database of high-level managers working for a global retail organization, including self-report interpersonal tendencies, 360-degree feedback data, and personnel history (N?=?1,796). Managers who exhibit the dysfunctional interpersonal tendencies associated with ??moving against people?? were more likely to enact derailment potential behaviors. As a result, these managers were more likely to be fired or quit. This study advances our understanding of the managerial derailment process by providing evidence of the positive relationship between derailment potential behaviors and both voluntary and involuntary turnover as well as the potential for ??moving against?? people to result in derailment. Our results may help to inform the selection, promotion, and training strategies employed by practitioners and potentially reduce the costs associated with losing high-potential executives. This is one of the first studies to provide evidence of the relationship between derailment potential behaviors and turnover, and in a rarely obtained sample of high-level managers. Additionally, derailment potential ratings were collected before managers?? exit from the organization, thus helping to overcome retrospective bias evident in prior studies; managers who ultimately derail were perceived as having exhibited behaviors consistent with the potential to derail before organizational exit.     

Cross-modality priming in stem completion reflects conscious memory,but not voluntary memory

A comparison of incidental and intentional stem-completion tests confirmed that cross-modality priming occurs when performance conforms completely to the retrieval intentionality criterion, indicating involuntary—not voluntary—retrieval in the incidental test. However, an on-line measure of awareness in the incidental test, and a process-dissociation analysis of the intentional test, indicated only within-modality, but not cross-modality, transfer of involuntary retrieval that is unaccompanied by memorial awareness. These results imply that conscious memory should not be equated with voluntary retrieval, and unconscious memory should not be equated with involuntary retrieval, because involuntary retrieval can be accompanied by memorial awareness.     

Measuring effects of voluntary attention: A comparison among predictive arrow,colour, and number cues

The Posner cueing paradigm is one of the most widely used paradigms in attention research. Importantly, when employing it, it is critical to understand which type of orienting a cue triggers. It has been suggested that large effects elicited by predictive arrow cues reflect an interaction of involuntary and voluntary orienting. This conclusion is based on comparisons of cueing effects of predictive arrows, nonpredictive arrows (involuntary orienting), and predictive numbers (voluntary orienting). Experiment 1 investigated whether this conclusion is restricted to comparisons with number cues and showed similar results to those of previous studies, but now for comparisons to predictive colour cues, indicating that the earlier conclusion can be generalized. Experiment 2 assessed whether the size of a cueing effect is related to the ease of deriving direction information from a cue, based on the rationale that effects for arrows may be larger, because it may be easier to process direction information given by symbols such as arrows than that given by other cues. Indeed, direction information is derived faster and more accurately from arrows than from colour and number cues in a direction judgement task, and cueing effects are larger for arrows than for the other cues. Importantly though, performance in the two tasks is not correlated. Hence, the large cueing effects of arrows are not a result of the ease of information processing, but of the types of orienting that the arrows elicit.     

ANTECEDENTS OF INVOLUNTARY TURNOVER DUE TO A REDUCTION IN FORCE

This study examined antecedents to involuntary turnover due to a reduction in force. The authors used structural equation modeling and logit regression analysis with a sample of 194 salespeople to test an exploratory process model of involuntary turnover. Results showed that general mental ability and conscientiousness were indirectly correlated with involuntary turnover through job performance, whereas the relationship of tenure, gender, job involvement, sales volume, and supervisory ratings of job performance to turnover was direct. The results demonstrate that involuntary turnover decisions are significantly related to performance; however, other variables also influenced these decisions. Implications and future research needs are discussed.     

Involuntary memory and the development of retrieval skills in young children

An incidental memory paradigm was used to study involuntary encoding processes and voluntary retrieval strategies in children's memory. Preschool (mean age: 4 years, 4 months) and kindergarten (mean age: 5 years, 10 months) children sorted pictures according to their color or category membership, and then received either a recall test (Experiment 1) or a recognition test (Experiment 2). Better retention of category- than color-sorted items was observed for kindergarten children in free recall, preschool and kindergarten children in cued recall, and neither group in recognition. These results were interpreted in terms of the retrieval strategies used by children in each of the memory tasks. The importance of distinguishing between voluntary and involuntary memory processes, and between acquisition and retrieval, in studies of depth-of-processing was emphasized. Developmental differences in performance appear to derive primarily from the role of voluntary search strategies in retrieval, rather than from age differences in involuntary encoding processes.     

The Importance of Career Insecurity for Turnover Intentions in the Dutch Military

The effects of two dimensions of job insecurity (job loss insecurity and career insecurity) on turnover intentions were tested in a sample from the Dutch armed forces (N = 3,580) after a major downsizing operation was announced. Results suggested that especially perceptions of career insecurity increased turnover intentions. Next to this direct effect, career insecurity was also associated with lowered affective organizational commitment which in turn increased turnover intentions as well. Our results imply that, at least during downsizing operations, a multidimensional conceptualization of job insecurity helps to predict important organizational outcomes in the military. Both perceptions of the risk of losing one’s job and perceptions of possible future career opportunities are important for employee retention.     

Assessment of retrieval strategy in incidental, intentional, and inclusion tests with word-fragment cues

The purpose of this study was to assess retrieval strategy in incidental, intentional, and inclusion tests with word-fragment cues following a levels-of-processing manipulation at study. The results of Exp. 1 showed small levels-of-processing effects in incidental tests, and most subjects reported involuntary rather than voluntary retrieval of study-list words. In an intentional test, although levels of processing had a much greater effect, quite a few subjects also reported involuntary rather than voluntary retrieval of study-list words, and these subjects showed a smaller effect of levels of processing than subjects reporting voluntary retrieval. These results suggest that subjects given instructions for both voluntary and involuntary retrieval of study-list words in an inclusion test might not in fact attempt voluntary retrieval at all, but simply adopt an involuntary retrieval strategy. The results of Exp. 2 provided evidence to support this suggestion. The general implication is that where test contamination refers to subjects' failure to use retrieval strategies in accordance with test instructions, inclusion tests can be contaminated, as well as incidental or intentional tests, and that it is always necessary to obtain converging evidence about the actual strategies subjects use.     

Voluntary and involuntary attention have different consequences: the effect of perceptual difficulty

We propose that voluntary and involuntary attention affect different mechanisms and have different consequences for performance measured in reaction time. Voluntary attention enhances the perceptual representation whereas involuntary attention affects the tendency to respond to stimuli in one location or another. In a spatial-cueing paradigm, we manipulated perceptual difficulty and compared voluntary and involuntary attention. For the voluntary-attention condition, the spatial cue was predictive of the target location, whereas in the involuntary-attention condition it was not. Increasing perceptual difficulty increased the attention effect with voluntary attention, but decreased it with involuntary attention. Thus voluntary and involuntary attention have different consequences when perceptual difficulty is manipulated and hence are probably caused by different mechanisms.     

Voluntary and involuntary attention have different consequences: The effect of perceptual difficulty

We propose that voluntary and involuntary attention affect different mechanisms and have different consequences for performance measured in reaction time. Voluntary attention enhances the perceptual representation whereas involuntary attention affects the tendency to respond to stimuli in one location or another. In a spatial-cueing paradigm, we manipulated perceptual difficulty and compared voluntary and involuntary attention. For the voluntary-attention condition, the spatial cue was predictive of the target location, whereas in the involuntary-attention condition it was not. Increasing perceptual difficulty increased the attention effect with voluntary attention, but decreased it with involuntary attention. Thus voluntary and involuntary attention have different consequences when perceptual difficulty is manipulated and hence are probably caused by different mechanisms.     

Voluntary and involuntary attention vary as a function of impulsivity

In the present study we examined, first, whether voluntary and involuntary attention manifest differently in people who differ in impulsivity (measured with the Barratt Impulsivity Scale). For Experiment 1, we used the spatial cueing task with informative and noninformative spatial cues to probe voluntary and involuntary attention, respectively. We found that participants with high impulsivity scores exhibited larger involuntary attention effects, whereas participants with low impulsivity scores exhibited larger voluntary attention effects. For Experiment 2, we used the correlated-flanker task to determine whether the differences between groups in Experiment 1 were due to high-impulsive participants being less sensitive to the display contingencies or to high-impulsive participants having a greater spread of spatial attention. Surprisingly, high-impulsive participants showed a greater sensitivity to contingencies in the environment (correlated-flanker effect). Our results illustrate one situation in which involuntary attention associated with high impulsivity can play a useful role.     

Downsizing,changes in work,and self-rated health of employees: A 7-year 3-wave panel study

Abstract

The question of whether changes in work and interpersonal relationships mediate the adverse effects of downsizing on health of employees was explored. Longitudinal data from a 7-year study of 550 municipal workers in a variety of jobs was collected before, immediately after, and 4 years after downsizing. The degree of downsizing for each job category was assessed using organizational records of contracted days worked. Downsizing predicted adverse changes in work characteristics and a long-lasting decline in self-rated health. Decreased job control, high job insecurity and increased physical demands, in combination, appeared to be the linking mechanism between downsizing and general health. Interestingly, social conflict did not play a role in the mediation process.     

Orienting to counterpredictive gaze and arrow cues

In separate experiments, counterpredictive arrow, eye gaze, or abrupt-onset cues were used to test the hypothesis that individual differences in voluntary control influence involuntary orienting. In contrast with previous findings (Friesen, Ristic, & Kingstone, 2004), involuntary orienting effects were found for arrow cues.Furthermore, for both eye gaze and arrow cues, individual differences in voluntarycontrol were associatedwith involuntary orienting: Involuntary orienting effects were larger for participants who were more effective at using the cue to reorient attention, and also for participants who reported greater ability to control attention. Orienting to abrupt-onset cues was not correlated to individual differences in self-reported attentional control. The findings show that eye gaze and arrow cues instigate similar involuntary and voluntary effects and that involuntary orienting to symbolic cues is linked to individual differences in voluntary control.     

Do future thoughts reflect personal goals? Current concerns and mental time travel into the past and future

Our overriding hypothesis was that future thinking would be linked with goals to a greater extent than memories; conceptualizing goals as current concerns (i.e., uncompleted personal goals). We also hypothesized that current-concern-related events would differ from non-current-concern-related events on a set of phenomenological characteristics. We report novel data from a study examining involuntary and voluntary mental time travel using an adapted laboratory paradigm. Specifically, after autobiographical memories or future thoughts were elicited (between participants) in an involuntary and voluntary retrieval mode (within participants), participants self-generated five current concerns and decided whether each event was relevant or not to their current concerns. Consistent with our hypothesis, compared with memories, a larger percentage of involuntary and voluntary future thoughts reflected current concerns. Furthermore, events related to current concerns differed from non-concern-related events on a range of cognitive, representational, and affective phenomenological measures. These effects were consistent across temporal direction. In general, our results agree with the proposition that involuntary and voluntary future thinking is important for goal-directed cognition and behaviour.     

Enhanced orienting effects: Evidence for an interaction principle

Predictive arrow cues, as used in the classic “Posner paradigm”, that were long thought to engage and isolate voluntary attention, may in fact trigger a strong interaction between voluntary and involuntary attention (Ristic & Kingstone, 2006). This interaction produces an orienting effect that exceeds both the effects of involuntary and voluntary attention alone, and the additive combination of involuntary and voluntary orienting. The present study shows that nonpredictive peripheral cues—understood to engage and isolate involuntary attention—if made predictive, result in enhanced orienting effects similar to predictive arrows. The important contribution of these data is that they suggest an “interaction principle”: If attention cues can elicit reliable involuntary orienting, then when they are made spatially predictive, the resulting attention effect will be greater than the sum of involuntary and voluntary orienting alone.     

Career adaptability, turnover and loyalty during organizational downsizing

During organizational restructuring and downsizing, employees often worry about being redundant, actually are redundant, and/or feel unsatisfied with their jobs. Employees, in turn, often react with poor loyalty to and high voluntary exit from the organization. The current study addresses this process from a careers' perspective, showing that career adaptability in the form of employees' career exploration and planning can account for at least some of these relationships. Redundancy fostered employees' career adaptive behaviors while job insecurity inhibited their career planning. Career planning, in turn, positively predicted employees' loyalty to the organization five months later while career exploration negatively predicted employees' loyalty, and positively predicted employees' exit reactions in the form of turnover intentions, job-search behaviors, and actual turnover. Implications and directions for future research are discussed.     

Differential Effects of Task Performance,Organizational Citizenship Behavior,and Job Complexity on Voluntary Turnover

Purpose

The purpose of this study was to investigate the performance–turnover relationship by considering the effects of task performance and OCBs simultaneously while also examining the moderating effect job complexity has on the relationship between voluntary turnover and each type of performance.

Design/Methodology/Approach

Data were obtained as part of a larger study to validate an employment test, in which actual turnover data and supervisory ratings of job performance were collected for employees in two hospitals (n = 782).

Findings

Task performance exhibited a curvilinear relationship with turnover, while OCB exhibited a negative linear relationship with turnover. Job complexity moderated both of these relationships. For task performance, turnover in high-complexity jobs was greater for low performers but lower for high performers relative to that of employees in low-complexity jobs. For OCB, the negative relationship with turnover was more pronounced in high-complexity jobs.

Implications

Both low- and high-task performers are more likely to turnover, while employees exhibiting high OCBs are less likely to turnover. These results imply that retention strategies are critical for top performers, but especially in high-complexity jobs. Organizations may be able to discourage voluntary turnover by creating conditions that stimulate OCB, particularly in highly complex jobs.

Originality/Value

Most prior performance–turnover relationship research used unidimensional measures of performance, whereas this study included two dimensions of performance and examined this relationship while controlling for one-performance dimension when predicting the other. Furthermore, this study is one of the first studies to suggest that job complexity moderates the performance–turnover relationship.