Performance monitoring in obsessive–compulsive disorder: A temporo-spatial principal component analysis

Hyperactive performance monitoring is a robust finding in obsessive–compulsive disorder (OCD). Patients show increased amplitudes of the error-related negativity (ERN) and correct-related negativity (CRN). Recently, two temporo-spatial factors were shown to contribute to both ERPs in healthy individuals. In the present study, it was investigated whether the factor structure underlying ERN and CRN is similar in OCD and which factors differ between groups. A principal component analysis (PCA) was employed to investigate the temporo-spatial factor structure of ERN and CRN. Twenty-six OCD patients and 26 healthy controls conducted a flanker task. EEG data were analyzed as conventional ERP components and as factor scores derived from temporo-spatial PCA. ERP results showed expected increases in ERN and CRN amplitudes in OCD patients. For both groups, the PCA confirmed the assumed factor structure of a central and a fronto-parietal factor contributing to ERN and CRN. Factor scores of both factors were differently affected by response correctness in OCD. Alterations in factor scores indicate increased activity in both an outcome-independent monitoring process and an error-sensitive process, contributing to overactive performance monitoring in OCD.     

When preview information starts to matter: Development of the perceptual span in German beginning readers

How is reading development reflected in eye-movement measures? How does the perceptual span change during the initial years of reading instruction? Does parafoveal processing require competence in basic word-decoding processes? We report data from the first cross-sectional measurement of the perceptual span of German beginning readers (n = 139), collected in the context of the large longitudinal PIER (Potsdamer Intrapersonale Entwicklungsrisiken/Potsdam study of intra-personal developmental risk factors) study of intrapersonal developmental risk factors. Using the moving-window paradigm, eye movements of three groups of students (Grades 1–3) were measured with gaze-contingent presentation of a variable amount of text around fixation. Reading rate increased from Grades 1–3, with smaller increases for higher grades. Perceptual-span results showed the expected main effects of grade and window size: fixation durations and refixation probability decreased with grade and window size, whereas reading rate and saccade length increased. Critically, for reading rate, first-fixation duration, saccade length and refixation probability, there were significant interactions of grade and window size that were mainly based on the contrast between Grades 3 and 2 rather than Grades 2 and 1. Taken together, development of the perceptual span only really takes off between Grades 2 and 3, suggesting that efficient parafoveal processing presupposes that basic processes of reading have been mastered.     

Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees.     

Well‐Hidden Regularities: Abstract Uses of in and on Retain an Aspect of Their Spatial Meaning

Prepositions name spatial relationships (e.g., book on a table). But they are also used to convey abstract, non‐spatial relationships (e.g., Adrian is on a roll)—raising the question of how the abstract uses relate to the concrete spatial uses. Despite considerable success in delineating these relationships, no general account exists for the two most frequently extended prepositions: in and on. We test the proposal that what is preserved in abstract uses of these prepositions is the relative degree of control between the located object (the figure) and the reference object (the ground). Across four experiments, we find a continuum of greater figure control for on (e.g., Jordan is on a roll) and greater ground control for in (e.g., Casey is in a depression). These findings bear on accounts of semantic structure and language change, as well as on second language instruction.     

Group process in Jungian analytic training and institute life

Group process experience for analytic candidates is a neglected dimension of training, and receives little attention in the analytic literature. Jung observed group dynamics, but he never studied them closely, attending instead to the psychology of the individual. Unconscious currents in small groups have been studied by others, most notably by Wilfred Bion, and there are similarities between his theories of the group unconscious and Jung's theories of complexes. Experiential and didactic seminars in group process were added to the analytic curriculum at the C.G. Jung Institute of San Francisco in the early 1990s, leading to changes in the group dynamic of trainees and analysts alike. A discussion of the theories of Bion and Jung are followed by a report on our experiences of facilitating group process for analytic candidates. We give quotes from candidates and analyst members to illustrate the group process and its effects. The need for further study to develop a uniquely Jungian perspective on the unconscious structure and dynamics of the group is suggested.     

How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort

To explore the motivational potential of job design, we linked job demands and job resources, as defined in the job demands–resources model, to the motivational process defined in self‐determination theory. Specifically, we introduced basic need satisfaction and autonomous motivation as consecutive process variables mediating the relationship between job design and work effort. We tested this model by means of structural equation modeling in a sample of 689 employees. The comparison of several competing models provided support for the hypothesized model. We conclude that job demands thwart and job resources promote the fulfillment of 3 psychological needs. High levels of need satisfaction, in turn, are associated with autonomous motivation and, therefore, with high levels of effort.     

Erratum

The letter which follows was sent to the Editors in response to an article which appeared in our last issue Psychological Perspectives hopes this clears up any misunderstanding