Life-span development of self-esteem and its effects on important life outcomes

We examined the life-span development of self-esteem and tested whether self-esteem influences the development of important life outcomes, including relationship satisfaction, job satisfaction, occupational status, salary, positive and negative affect, depression, and physical health. Data came from the Longitudinal Study of Generations. Analyses were based on 5 assessments across a 12-year period of a sample of 1,824 individuals ages 16 to 97 years. First, growth curve analyses indicated that self-esteem increases from adolescence to middle adulthood, reaches a peak at about age 50 years, and then decreases in old age. Second, cross-lagged regression analyses indicated that self-esteem is best modeled as a cause rather than a consequence of life outcomes. Third, growth curve analyses, with self-esteem as a time-varying covariate, suggested that self-esteem has medium-sized effects on life-span trajectories of affect and depression, small to medium-sized effects on trajectories of relationship and job satisfaction, a very small effect on the trajectory of health, and no effect on the trajectory of occupational status. These findings replicated across 4 generations of participants--children, parents, grandparents, and their great-grandparents. Together, the results suggest that self-esteem has a significant prospective impact on real-world life experiences and that high and low self-esteem are not mere epiphenomena of success and failure in important life domains.     

Vocational decision status and the effect of four types of occupational information on cognitive complexity

Because most vocational counseling interventions focus on giving occupational information, research investigating effects of information giving on cognitive processing styles has governed attention in the recent past. The present study was intended to determine some aspects of occupational information relevance while assessing differences in cognitive complexity between vocationally decided and undecided subjects. Two hundred eighty college student volunteers were assigned to eight groups based on their decision status (decided versus undecided) and random distribution of four types of occupational information packets. Cognitive complexity levels were measured, using the Cognitive Differentiation Grid, 48 hr after the packets were distributed. A 2 × 4 analysis of variance found no differences between decided and undecided subjects' cognitive complexity scores as a function of type of occupational information received. There was a significant main effect for information received. There was a significant main effect for information across decision status in the positively and negatively toned information groups: the positive information was associated with relatively greater cognitive simplicity scores and the negative information was associated with relatively greater cognitive complexity scores. Implications of results and further necessary research is specified.     

LONGITUDINAL ANALYSIS OF ABILITY-JOB COMPLEXITY FIT AND JOB CHANGE

The study examines job mobility as a function of congruence between individuals' abilities and their job's complexity. The gravitational hypothesis (McCormick, DeNisi, & Staw, 1979; McCormick, Jeanneret, & Mecham, 1972), a keystone of this objective, posits that individuals will sort into jobs that are commensurate with their ability level. This study used various analytical techniques to examine the relationship between ability, person-job fit, and occupational mobility. First, the gravitational hypothesis was tested. Second, the direction of mismatch between ability and job complexity was hypothesized to predict direction of change in job complexity over time. Two national, longitudinal databases, the National Longitudinal Study of the Class of 1972 (NLS-72) and the National Longitudinal Survey of Labor Market Experience-Youth Cohort (NLSY), were used to test these relationships. Results were supportive in both the NLS-72 and the NLSY. Additional analyses examined the difference between measures of objective job complexity and subjective job complexity (Gerhart, 1988) for the gravitational process and the difference in employer- and employee-initiated job changes. These results have implications for employers, vocational counselors and job applicants. Suggestions for improving the ability-job complexity match are provided.     

Activity engagement is related to level, but not change in cognitive ability across adulthood

It is unclear whether the longitudinal relation between activity participation and cognitive ability is due to preserved differentiation (active individuals have higher initial levels of cognitive ability), or differential preservation (active individuals show less negative change across time). This distinction has never been evaluated after dividing time-varying activity into its two sources of variation: between-person and within-person variability. Further, few studies have investigated how the association between activity participation and cognitive ability may differ from early to older adulthood. Using the PATH Through Life Project, we evaluated whether between- and within-person variation in activity participation was associated with cognitive ability and change within cohorts aged 20-24 years, 40-44 years, and 60-64 years at baseline (n = 7,152) assessed on three occasions over an 8-year interval. Multilevel models indicated that between-person differences in activity significantly predicted baseline cognitive ability for all age cohorts and for each assessed cognitive domain (perceptual speed, short-term memory, working memory, episodic memory, and vocabulary), even after accounting for sex, education, occupational status, and physical and mental health. In each case, greater average participation was associated with higher baseline cognitive ability. However, the size of the relationship involving average activity participation and baseline cognitive ability did not differ across adulthood. Between-person activity and within-person variation in activity level were both not significantly associated with change in cognitive test performance. Results suggest that activity participation is indeed related to cognitive ability across adulthood, but only in relation to the starting value of cognitive ability, and not change over time.     

The predictive validity of cognitive ability tests: A UK meta‐analysis

A meta‐analysis on the validity of tests of general mental ability (GMA) and specific cognitive abilities for predicting job performance and training success in the UK was conducted. An extensive literature search resulted in a database of 283 independent samples with job performance as the criterion (N=13,262), and 223 with training success as the criterion (N=75,311). Primary studies were also coded by occupational group, resulting in seven main groups (clerical, engineer, professional, driver, operator, manager, and sales), and by type of specific ability test (verbal, numerical, perceptual, and spatial). Results indicate that GMA and specific ability tests are valid predictors of both job performance and training success, with operational validities in the magnitude of .5–.6. Minor differences between these UK findings and previous US meta‐analyses are reported. As expected, operational validities were moderated by occupational group, with occupational families possessing greater job complexity demonstrating higher operational validities between cognitive tests and job performance and training success. Implications for the practical use of tests of GMA and specific cognitive abilities in the context of UK selection practices are discussed in conclusion.     

Generalization of Cognitive and Noncognitive Validities across Personality‐based Job Families

The positive relationship between complexity of work and the validity of general mental ability (GMA) measures across a variety of occupations is well supported by research and provides important practical and theoretical support for cognitive ability measures. However, there is currently no research demonstrating a systematic relationship between the size of the validities of any personality measure and the personality requirements of jobs, thus leaving open to question the predictive and construct validity of personality measures for applicant selection. We compared the validities of two biodata measures – one scored to measure social competence and one to measure GMA – across six job families that varied in social requirements. The validity of the GMA measure generalized at approximately the same level across the job families while the validity of the social competence measure decreased as social requirements diminished.     

Consequences of job insecurity and the moderator role of occupational group

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.     

A meta-analytic study of general mental ability validity for different occupations in the European community

A comprehensive meta-analysis of the validity of general mental ability (GMA) measures across 12 occupational categories in the European Community (EC) is presented. GMA measures showed that there is validity generalization and large operational validities for job performance and training success in 11 occupational groups. Results also showed that job complexity moderated the magnitude of the operational validity of GMA tests across three levels of job complexity: low, medium, and high. In general, results were similar to those found in the United States, although the European findings showed a slightly larger magnitude of operational validity in some cases. Theoretical and practical implications of these findings for personnel selection are discussed. ((c) 2003 APA, all rights reserved)     

Self-Monitoring and Life Satisfaction of Individuals With Traditional and Nontraditional Sexual Orientations

Our previous work found that high self-monitoring enhanced the job effectiveness of individuals in gender-nontraditional occupations such as men in nursing and women in management. This study tested whether self-monitoring would enhance the life satisfaction of individuals with nontraditional sexual orientations: lesbians and gay men. The revised Self-monitoring Scale and the Life Satisfaction Index were completed by 132 gay and lesbian individuals and by 137 heterosexuals. Moderated regressions indicated self-monitoring was significantly related to life satisfaction of all individuals but there was no interaction with sexual orientation. Significant interactions between self-monitoring, gender, and relationship status indicated self-monitoring Factor A, Ability to Modify Self-Presentation, bolstered the life satisfaction of all women who were not in relationships whereas both Factors A, and Factor B, Sensitivity to the Expressive Behavior of Others, bolstered the life satisfaction of all women in relationships. There were no significant interactions with sexual orientation in the regressions. Regardless of sexual orientation, women had higher life satisfaction scores than men. The failure of the principal hypothesis suggests that the previously identified enhancement effect of self-monitoring may be limited to public occupational roles where social skills of impression management are requisite to effective job performance. The enhancement effect may not extend to private aspects of personal identity.     

Do clever brains age more slowly? Further exploration of a nun result

Recent epidemiological evidence suggests that individuals who have higher levels of mental ability in youth experience a slower cognitive decline as they grow old. In a sample of 3,263 Newcastle residents, average scores on a vocabulary test (Raven's 1965 ‘Mill Hill A') did not vary, while average scores on a test of fluid mental ability (the Heim, 1970, AH 4 (1) group intelligence test) sharply declined with age from 49 to 92 years. In young adults, Mill Hill A scores are good proxies for AH 4 (1) scores. This relationship allowed individuals' youthful AH 4 (1) test scores to be estimated from their current, unchanged, Mill Hill A scores so that age‐related changes in AH 4 test scores over the adult life‐span could be estimated and compared between high and low ability groups, men and women, and individuals of different levels of socio‐economic advantage. The cross‐sectional estimated rate of age‐related decline in general mental ability was found to be the same for people of all levels of ability and socio‐economic advantage, and not to differ between men and women.     

Focus on opportunities as a mediator of the relationships between age, job complexity, and work performance

Focus on opportunities is a cognitive-motivational facet of occupational future time perspective that describes how many new goals, options, and possibilities individuals expect to have in their personal work-related futures. This study examined focus on opportunities as a mediator of the relationships between age and work performance and between job complexity and work performance. In addition, it was expected that job complexity buffers the negative relationship between age and focus on opportunities and weakens the negative indirect effect of age on work performance. Results of mediation, moderation, and moderated mediation analyses with data collected from 168 employees in 41 organizations (mean age = 40.22 years, SD = 10.43, range = 19–64 years) as well as 168 peers providing work performance ratings supported the assumptions. The findings suggest that future studies on the role of age for work design and performance should take employees’ focus on opportunities into account.     

The Meaning, Development, and Career Outcomes of Breadth of Vocational Interests

Breadth of vocational interests (BVI) denotes the diversity of an individual's vocational interests. Not much is known about the meaning and development of BVI or its career outcomes. The authors' framework for conceptualizing the development of BVI includes three individual difference domains (i.e., life experiences, cognitive ability, and personality) related to the development of BVI and three possible outcomes (i.e., career commitment, job involvement, and stability of occupational classification). The framework is tested longitudinally. It appears that life experiences are more instrumental in the development of women's BVI, whereas academic achievement is more important for men. These findings have practical implications for counselors, career clients, and researchers alike. In light of the suggested changes in career management and the dynamic work environment, understanding BVI should prove insightful to all. BVI may be associated with adaptability to a changing economy and shifting job demands.     

The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance

Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.     

Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels

This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work departments). The analyses resulted in three main findings. First, job insecurity, turnover intention, and occupational well-being were found, to some extent (2–6%), to be shared experiences within work departments. Second, we found that low occupational well-being (high exhaustion, low vigour) partly mediated the relationship between job insecurity and turnover intention at both levels of analysis. Third, the results on cross-level interactions revealed that the lower the level of well-being at the work department level, the stronger the negative effect of job insecurity on well-being at the individual level. Thus, if poor well-being characterizes the work department, this may strengthen the negative relationship between job insecurity and well-being at the individual level.     

The interactive effects of age,education, and BMI on cognitive functioning

We examined the moderating effects of age and cognitive reserve on the relationship between body mass index (BMI) and processing speed, executive function, and working memory based on the literature suggesting that obese individuals perform more poorly on measures of these abilities. Fifty-six healthy, dementia-free community-dwelling older (mean age 65.72 ± 7.40) and younger (mean age 21.10 ± 2.33) adults completed a neuropsychological battery and reported height and weight. Mixed effects models were used to evaluate the interactive effects of age, education (a proxy for cognitive reserve), and BMI on cognitive scores. Higher education was protective for executive deficits in younger, but not older adults. Age differences in executive functions were reduced at higher education levels but increased in individuals with higher BMI. Results suggest the inter-relationships between cognitive reserve – as measured by education – and BMI differ across age, and that obesity may accelerate the cognitive aging process.     

A LONGITUDINAL ANALYSIS OF BIOGRAPHICAL SUBGROUPS USING OWENS' DEVELOPMENTAL-INTEGRATIVE MODEL

The study examined the differential validity of 20 male and 14 female biographical subgroups in terms of 12 factor analyzed dimensions of postcollege experience. Owens' Developmental-Integrative Model hypothesizes that different subgroups of individuals with similar within-group early life experiences should exhibit significant differences (between-group) in a wide variety of life experiences. A sample of 1428 first-year college students were statistically grouped into 23 male and 15 female biodata subgroups after completing a standardized 118-item biodata form (Owens, 1968). Seven years later, a 97-item post-college experience inventory obtained scores for 484 of the original subjects on 12 factors of post-college behavior including job satisfaction, transition from college, personal and marital adjustment, and others. Significant univariate and multivariate differences were found between the biodata subgroups across the 7-year period. Implications for the validity of the D-I model are offered.     

Longitudinal change in language production: effects of aging and dementia on grammatical complexity and propositional content.

Mixed modeling was used to examine longitudinal changes in linguistic ability in healthy older adults and older adults with dementia. Language samples, vocabulary scores, and digit span scores were collected annually from healthy older adults and semiannually from older adults with dementia. The language samples were scored for grammatical complexity and propositional content. For the healthy group, age-related declines in grammatical complexity and propositional content were observed. The declines were most rapid in the mid 70s. For the group with dementia, grammatical complexity and propositional content also declined over time, regardless of age. Rates of decline were uniform across individuals. These analyses reveal how both grammatical complexity and propositional content are related to late-life changes in cognition in healthy older adults aswell as those with dementia. Alzheimer's disease accelerates this decline, regardless of age.     

Vocational interests across 20 years of adulthood: Stability,change, and the role of work experiences

Vocational interests demonstrate high rank-order stability during childhood and adolescence. However, few studies have investigated the development of vocational interests into adulthood. The present study examined rank-order and profile stability, mean-level and correlated change, and individual differences in change in RIASEC scores across 20 years of adulthood. In addition, life events were examined as moderators of change. Rank-order stability was strong across vocational interest dimensions. Mean-level changes also occurred, with increases in Realistic interests and decreases in Investigative interests for men, increases in Enterprising interests for women, and decreases in Artistic interests for men and women. Individual differences in change indicated that not everyone changed in the same manner, with occupational experiences, such as job loss, related to greater change.     

The interrelation between cognitive and motor development in typically developing children aged 4-11 years is underpinned by visual processing and fine manual control

We charted the interrelation between cognitive and motor skills in typically developing children aged 4-11 years across broad ability measures from standardized tests and investigated the nature of this relationship by examining effects of age and sex. Results indicated a significant, moderate correlation between gross cognitive and motor scores across all participants. Correlations between indices of the standardized measures and a principal component analysis revealed that visual processing (VP) and fine manual control (FMC) largely accounted for the interrelation between the overall domains. Age and sex affected the strength of gross correlation: 7-year-olds showed a weaker correlation than all other ages and females exhibited a significantly stronger correlation than males. However, the correlation between VP and FMC was constant across all age and sex groups, except 4-year-old males. These findings advance evidence that from an early age, cognitive and motor development is linked by elucidating the underlying nature of this relationship. These results have important implications for clinical, educational, and experimental practice.     

Risk- and protective factors for memory plasticity in aging

ABSTRACT

Risk and protective factors for cognitive function in aging may affect how much individuals benefit from their environment or life experiences by preserving or improving cognitive abilities. We investigated the relations between such factors and outcome from episodic-memory training in 136 healthy young and older adults. Tested risk factors included carrying the ?4 variant of the apolipoprotein E allele (APOE), age, body mass index, blood pressure, and cholesterol. Protective factors included higher levels of education, intelligence quotient (IQ), physical activity, fatty acids, and vitamin D. Average increases in memory performance were seen after training, with ample variation between individuals. Being young, female, and having higher IQ were positive predictors of memory improvement. No other relationships were observed. Similar benefit was observed across APOE allelic variation. This indicates that beyond IQ, age, and sex, known risk -and protective factors of cognitive function in aging were not significantly related to memory plasticity.