Heart rate variability and respiratory concomitants of visual and nonvisual “imagery” and cognitive style

Attention to visual and nonvisual imagery, elicited by an imagery questionnaire, was studied using both within and between subjects analyses of cardiac and respiratory parameters. Visual imagery was accompanied by more regular interbeat heart rate (HR) and shorter, more stable respiratory cycles than nonvisual imagery. “Visually-oriented” thinkers (visualizers), identified by a word association test, manifested less overall variability in HR than “verbally-oriented” thinkers (verbalizers), as well as less variable HR and respiratory period during visual imagery. Visual and nonvisual imagery differed in HR variability for verbalizers and in respiration period for visualizers. The results are discussed in terms of the concepts of attention deployment, “mental load”, cerebral asymmetry, and stylistic personality differences in cognitive functioning.     

The Development of an Integrated Performance Category System for Supervisory Jobs in the U.S. Navy

When a single job is the target, established job analysis approaches provide relatively straightforward methods for identifying performance requirements. However, when multiple jobs are involved, the identification of a single set of relevant performance dimensions can be more daunting. In the application here, there was also a compelling requirement to develop a dimension set that conformed with U.S. Navy fleet personnel perceptions of the performance domain. Accordingly, the behavioral performance constructs that experienced Navy officers believed differentiate effective from ineffective supervisory performance were gathered using a personal construct theory protocol. We then used a methodology suggested by Borman and Brush (1993) to integrate and summarize these personal work constructs, to provide—through a series of qualitative and quantitative strategies—a dimension set targeted toward supervisors in all Navy communities. The resulting dimensions revealed certain themes that might not have emerged if traditional job analysis strategies had been used. The dimension set and the resulting behaviorally anchored rating scales appear widely relevant to Navy supervisor jobs, and the performance appraisal system that employs the scales is nearing implementation. In addition, performance feedback and development tools were developed to complement the performance appraisal system.     

Context, categorization, and recall: The “change-of-standard” effect

A psycholinguistically based conception of the relation among context, categorization, and memory is tested by examining what happens to people's memory of an object when the object is initially categorized in terms of the context in which it appears, but, when the object is later recalled, this context is no longer salient. Subjects read about the sentencing decisions of a target trial judge in the context of other trial judges who consistently gave either higher sentences or lower sentences than the target judge. As predicted, subjects tended to categorize the target judge as “lenient” in the former, harsh context condition, and as “harsh” in the latter, lenient context condition. A week later, subjects read about the sentencing decisions of some additional judges, and then recalled the sentencing decisions of the target judge they had read about the week before. Across the two sessions, either a harsh, moderate, or lenient category norm for judges' sentencing decisions was established by having subjects read about decisions that involved either high, medium, or low sentences, respectively. The results indicated that subjects recalled the target judge's decisions by interpreting their prior categorization of his behavior in terms of the category norm established across the two sessions rather than the original context. Thus, subjects who were exposed to the same target in the same circumstances, and initially categorized the target in the same way, nevertheless remembered his behavior differently if their category norm was different at the moment of recall. Other types of “change of standard” and their implications for human judgment and memory are discussed.     

Identifying components of type-A behaviour: “toxic” and “non-toxic” achieving

Measures of the Type-A behaviour pattern (TABP) have generally failed to distinguish between different components of the construct, some of which may not constitute risk factors at all. Based on the responses of a total of 632 subjects, the present paper reports on the development of student and working adult questionnaires which comprise discrete and unambiguous indices of “toxic” and “non-toxic” behaviour. Both components reflect high achievement motivation, but in the toxic scale this is compounded by hostile competitiveness and impatience. The scales were related in predictable ways to other relevant indices of personality, and while the toxic factor was significantly associated with deterioration in health status during adaptation, the non-toxic factor conferred a protective effect.     

Where does work stress come from? A generalizability analysis of stress in police officers

Differences among workers and workplace stressors both contribute to perceiving work as stressful. However, the relative importance of these sources to work stress is not well delineated. Moreover, the extent to which work stress additionally reflects unique matches between specific workers and particular job stressors is also unclear. In this study, we use generalizability theory to specify and compare sources of variance in stress associated with police work. US police officers (N?=?115) provided ratings of 60 stressors commonly associated with policing duties. Primary and secondary stress appraisal ratings reflected differences among officers in tendencies to generally perceive work stressors as stressful (14–15% officer effect), and also agreement among officers in viewing some stressors as more stressful than others (18–19% stressor effect). However, ratings especially reflected distinct pairings of officers and stressors (38–41% interaction effect). Additional analyses revealed individual differences and stressor characteristics associated with each variance component, including an officer?×?stressor interaction – compared to officers low in neuroticism, highly neurotic officers provided lower primary appraisal ratings of stressors generally seen as not serious, and also higher primary appraisal ratings of stressors that were seen as serious. We discuss implications of the current approach for the continued study of stress at work.     

“I think it, therefore it’s true”: Effects of self-perceived objectivity on hiring discrimination

A sense of personal objectivity may prompt an “I think it, therefore it’s true” mindset, in which people assume that their own beliefs and introspections are, by definition, valid and therefore worthy of being acted on. In the present studies, priming a sense of personal objectivity increased gender discrimination, particularly among decision-makers who endorsed stereotypic beliefs or who had stereotypic thoughts made cognitively accessible through implicit priming. Implications for discrimination in organizational contexts, and for theories of attitude–behavior consistency, are discussed.     

“Handedness” and skill

The variability of handedness with different tasks is discussed. Experiments are described which show under what conditions handedness becomes evident. Tasks involving three different levels of complexity were used. The simplest task measured the accuracy with which a particular pressure could be reproduced in isometric contraction of the flexors of the index finger on each side in 21 female subjects. In the second situation, the maximum speed of making an attempted tapping movement under the same conditions, was measured in ten of the same subjects using the same muscle group alternating with its antagonists. The same ten subjects were also tested on an aiming task which provided the third level of complexity. The results suggest that differences in performance between the two sides only occur where “timing” or the serial organization of muscle activity is required and that such differences may be due to training.

Whether handedness is inherited or acquired is briefly discussed, and a second series of experiments using the same tasks as before were carried out on one female and nine male subjects. In this instance, the first two tests were used on the big toe of each side as well as the index finger. The results confirm that differences in performance between the two sides on these tasks can be adequately explained in terms of usage or training.

The hypothesis that “timing” is therefore important in the learning of any movement where serial muscle contractions arc involved was tested and confirmed in a third experimental series. The consistency of timing of the application of force in turning a crank handle at maximum speed was measured in five male subjects before and after training. The implications of the results are discussed in relation to other researches on skills.     

“Consistency” and “contradiction” in the development of gender role characteristics

There is currently an increasing amount of theoretical and empirical work arguing that stereotyped sex role behavior is maladaptive in our culture and that “androgyny” or “sex role transcendence” is a preferred mode of being. The latter, however, seems to require individual inconsistency and self-contradiction in behaviors and attitudes (since the individual is both active and passive, both independent and dependent, etc.). Theories of cognitive consistency maintain that individuals avoid self-contradiction and inconsistency, and therefore that androgyny runs counter to important motivational principles. This article examines this issue in some detail, and concludes that theories of cognitive dissonance and consistency reflect particular socio-cultural conditions rather than universal motivation principles. There is nothing inherently uncomfortable or “inconsistent” about androgyny and sex role transcendence.     

Organizational factors and work involvement

The aim of this paper is to describe a study which investigated the influence of organizational factors on job involvement and specialization involvement. It was hypothesized that rank, self-expression, participation in decision making, and career factors affect job and specialization involvement. The independent variables were chosen by considering an extension of Schein's (1971, Journal of Applied Behavioral Science, 7, 401–426) “career cone” concept. The hypotheses were tested using a sample of Australian Army officers (N = 384) in a questionnaire survey. The results showed that job involvement is associated primarily with self-expression, although the latter is influenced in turn by participation in decision making, and that specialization involvement is associated with both self-expression and career factors. Rank does not affect either involvement variable. It was concluded that Schein's concept is a useful guide to theory and research on career attitudes. The results support the proposition that job and specialization involvement are distinct constructs. Implications for organizations are discussed.     

Point of view in personal memories

A structural aspect of personal memories was examined in four studies. In some memories, one has the perspective of an observer, seeing oneself “from the outside.” In other memories, one sees the scene from one's own perspective; the field of view in such memories corresponds to that of the original situation. The existence of “observer” and “field” memories was confirmed in Study 1, using a recall questionnaire. In Study 2, the similarity structure of a specified set of eight to-be-recalled situations was established: the significant dimensions were “emotionality” and “self-awareness.” Study 3 related these dimensions to the observer-field distinction; situations involving a high degree of emotion and selfawareness were most likely to be recalled with an observer perspective. Recall set was varied in Study 4: a focus on feelings (as opposed to objective circumstances) produced relatively more field memories. Studies 3 and 4 also showed that events reported as more recent tend to be recalled in the field mode. Thus a qualitative characteristic of personal memories—the perspective from which they are experienced—is apparently related to characteristics of the original event, to the individual's purpose in recalling that event, and to the reported recall interval.     

Prevention of burnout: New perspectives

Job burnout has long been recognized as a problem that leaves once-enthusiastic professionals feeling drained, cynical, and ineffective. This article proposes two new approaches to the prevention of burnout that focus on the interaction between personal and situational factors. The first approach, based on the Maslach multidimensional model, focuses on the exact opposite of burnout: increasing engagement with work by creating a better “fit” between the individual and the job. The second approach draws from the decision-making literature and reframes burnout in terms of how perceptions of the risk of burnout may lead to suboptimal choices that actually increase the likelihood of burning out. These new approaches provide a more direct strategy for preventing burnout than typical unidimensional “stress” models because these new approaches (1) specify criteria for evaluating outcomes and (2) focus attention on the relationship between the person and the situation rather than one or the other in isolation.     

Perceived Sources of Happiness: A Network Analysis

This study investigated the perceived sources of happiness among young men and women. Rank scores of the perceived reasons for happiness were compared between the two groups and seven significant differences were discerned. Men ranked “sexual activity”, “sports”, being “liked” and having a “good social life” significantly higher than women. Women ranked “helping others”, having a “close family” and being “loved by loved ones” significantly higher than men. A modified form of network analysis was also conducted. Both networks demonstrated similar core representations of happiness with a focus on self-confidence, being free of stress, occupational and social factors, family support and personal relationships. However, the networks show an association between sexual activity and male personal relationships, whereas emotional factors are associated with female personal relationships. The male network also demonstrates the importance of sports and physical activity in male happiness. Despite some gender differences, it is suggested that the similarities within the mean rank scores and networks form the core elements of a shared social representation of happiness.     

Messages about the uniqueness and similarities of people: Impact on U.S. Black and Latino youth

This experiment examined the impact of messages about uniqueness and similarity between groups of people on Black and Latino children's social attitudes. Children (ages 11–14) read two brief science books embedded with a similarities message (“all people are basically the same”), unique message (“each person is unique”), combined similar-unique message (“all people are the same in a way, but each person is also unique”), or no additional message (control). Relative to the other conditions, the combined condition increased general social tolerance and decreased desired social distance from White children. No message appeared to negatively impact participants' attitudes toward their own group. Implications of these results for basic and applied anti-bias work on promoting similarities, differences, or both are discussed.     

Superstars “like” me: The effect of role model similarity on performance under threat

Past work has shown that in‐group role models buffer stereotyped targets from stereotype threat. What is less clear is what makes an effective in‐group role model. Accordingly, we conducted a study to examine whether increasing the similarity of in‐group role models will enhance their effectiveness in stereotype threat situations. Female participants in this study were either exposed to a more or less similar (on the basis of school affiliation, life experiences, and interests) female job candidate who was either high or low in math competence. Afterwards, participants took a math exam under stereotype threat conditions. Results revealed that similarity moderated the effect of job candidate math competence: Female participants' math performance improved more after exposure to a more similar compared with a less similar, high math‐competent candidate. No effects of similarity occurred for the low math‐competent candidates. We further found that feelings of intimidation partially mediated the performance effects. Copyright © 2012 John Wiley & Sons, Ltd.     

Generativity and Erikson's “belief in the species”

Generativity is the concern for guiding and promoting the next generation through such creative behavior as parenting, teaching, mentoring, leading, and generating products and outcomes that benefit others. Erikson (1963) has argued that in order to be generative in adulthood, people must have a fundamental “belief in the species” or a faith that human progress is possible and worth working toward. The present study focuses on hope and trust concerning the self and others (Erikson's “belief in the species”). In addition, however, the study examines the relation between generativity and personality traits, in this case, dominance, leadership, self-absorption, and nurturance. A sample of 70 adults was administered (1) a series of self-report questionnaires converging on Erikson's idea of belief in the species, (2) a self-report scale assessing generativity, (3) measures of personality traits, and (4) two open-ended measures of generativity requiring subjects to describe life commitments and creative endeavors. The results provide modest support for Erikson's claim of a link between belief in the species and generativity, with significant positive correlations obtained (1) between self-report generativity and two measures of belief in species and (2) between generativity assessed through life commitments and one measure of belief in the species. In addition, the personality trait of nurturance was positively related to all three generativity measures. Problems and issues in the assessment of generativity are discussed.     

Central auditory processing : III. The “cocktail party” effect and anterior temporal lobectomy

The capacity to selectively attend to only one of multiple, spatially separated, simultaneous sound sources—the “cocktail party” effect—was evaluated in normal subjects and in those with anterior temporal lobectomy using common environmental sounds. A significant deficit in this capacity was observed for those stimuli located on the side of space contralateral to the lobectomy, a finding consistent with the hypothesis that within each anterior temporal lobe is a mechanism that is normally capable of enhancing the perceptual salience of one acoustic stimulus on the opposite side of space, when other sound sources are present on that side. Damage to this mechanism also appears to be associated with a deficit of spatial localization for sounds contralateral to the lesion.     

The myth of open concepts: Meehl’s analysis of construct meaning versus black box essentialism

Two views of theoretical concepts in psychology are compared. Meehl’s “open concept” account holds that theoretical concepts are implicitly defined by theories but that empirical criteria can be changed over time (e.g., added or dropped, weightings changed, exchanged for theoretical reductions). This account confuses concepts and theories, does not reflect how diagnostic concepts actually work in medicine and psychology, leads to theory incommensurability, and is unclear about when concepts are the same or different. I propose that an alternative “black box essentialist” account of theoretical concepts, drawn from recent philosophical work on natural kind concepts, better explains how we manage to refer to the same construct even as our theories and criteria change. One implication is that Meehl is incorrect to claim that a reason for psychology’s lack of progress is that its concepts are inherently different from those in the hard sciences.     

Discrimination of “W” and “V” shapes by goldfish

Goldfish were trained to discriminate between “W” and “V” shapes; different groups were trained with the shapes in different orientations. Transfer tests were given after training and the following conclusions were drawn. Animals learned to discriminate between the training shapes by detecting the difference in the number of points present in each; they learned the difference in the relative number of points rather than the absolute number present in each shape; the subjects transferred well to pairs of shapes bearing points facing in different directions from those on the training shapes; knobs were treated as practically equivalent to points; animals relied more heavily on differences at the tops of the shapes than on differences in the bottom halves.