Transfer of calibration in length perception by dynamic touch

Earlier studies suggested that the calibration of actions is functionally, rather than anatomically, specific; thus, calibration of an action ought to transfer to actions that serve the same goal (Rieser, Pick, Ashmead, & Garing, 1995). In the present study, we investigated whether the calibration of perception also follows a functional organization: If one means of detecting an information variable is recalibrated, are other means of detection recalibrated as well? In two experiments, visual feedback was used to recalibrate perceived length of a rod wielded by the right hand; the recalibration was found to transfer to length perception with the left hand. This implies that calibration in perception is organized functionally rather than anatomically, and supports the general view that calibration applies to functional systems.     

The Relationship Between Career-Related Antecedents and Graduates’ Anticipatory Psychological Contracts

Purpose  The purpose of this study was to investigate career-related antecedents of graduates’ anticipatory psychological contracts. Design/Methodology/Approach  A survey was filled out by a sample of 722 graduates addressing questions on career strategy, individual career management, work importance, and beliefs about employer and employee obligations. Findings  Graduates with a high score on careerism, who are engaged in a high level of individual career management and with management ambitions, reported a higher level of employer obligations and a higher level of employee obligations related to flexibility and employability. Implications  This study adds to the literature by addressing the initial stage of psychological contract formation, taking place in the anticipatory socialization stage. The obligations that are salient in graduates’ pre-employment beliefs are likely to affect their psychological contracts after organizational entry. Moreover, depending on their career goals and other career-related factors, graduates approach their future employment relationship with different beliefs about what they should contribute and what they will receive in return. Employers may use these findings when working out recruitment strategies for young graduates. They also provide input for actively managing the expectations of new hires. Originality/Value  Most studies on psychological contracts addressed the relationship between employees’ psychological contract evaluations and subsequent attitudes and behaviors. Only recently scholars have started to address the topic of psychological contract formation. This study adds to this line of research by addressing the pre-employment stage. It also adds to the literature by addressing the relationship between career-related antecedents and psychological contracts.     

The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success.     

Competency development and career success: The mediating role of employability

The present study aims to unravel the relationship between competency development, employability and career success. To do so, we tested a model wherein associations between employee participation in competency development initiatives, perceived support for competency development, self-perceived employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of employability. Moreover, self-perceived employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.     

The tenacious goal pursuit and flexible goal adjustment scales: a validation study

The flexible goal adjustment (FLEX) and tenacious goal pursuit (TEN) scales are used regularly in aging research. The current study examined their validity in a sample of 517 women (30-75 years) in multiple ways. Overall, the findings show that the scales do not clearly distinguish between FLEX and TEN. The direction in which the items were formulated was just as important as what was being measured. Moreover, face validity of the inversely phrased items in particular appeared to be weak. On the basis of these findings, the authors recommend a revision of the concept definitions as well as of the items.     

The use of exploratory procedures by blind and sighted adults and children

The study examined exploratory procedures (EPs) of congenitally blind and sighted children and adults on a haptic match-to-sample task. The aim was to examine the influence of age, visual status, and familiarity on the use of EPs when people haptically examine the object properties of weight, size, exact shape, and texture. EPs in the first and last of four series of trials were compared. The results showed that all four groups chose the same dominant EP for examining the four different object properties, all of them in agreement with the ones found by Lederman and Klatzky (Cognitive Psychology 19:342–368, 1987). Children were found to use more EPs, rather than using only the most efficient EP, for the dimension under study. Overall, performance was affected more by age than by visual status, and repeating the task led to increased efficiency in all groups. To describe exploratory behaviors in more detail, actions were introduced. Actions are single or sequential hand movements occurring in parallel with the EPs or apart from the EPs. The use of actions explained, in part, individual variation among the participants.     

The role of feedback information for calibration and attunement in perceiving length by dynamic touch

Two processes have been hypothesized to underlie improvement in perception: attunement and calibration. These processes were examined in a dynamic touch paradigm in which participants were asked to report the lengths of unseen, wielded rods differing in length, diameter, and material. Two experiments addressed whether feedback informs about the need for reattunement and recalibration. Feedback indicating actual length induced both recalibration and reattunement. Recalibration did not occur when feedback indicated only whether 2 rods were of the same length or of different lengths. Such feedback, however, did induce reattunement. These results suggest that attunement and calibration are dissociable processes and that feedback informs which is needed. The observed change in variable use has implications also for research on what mechanical variables underlie length perception by dynamic touch.     

Sensemaking during organizational entry: Changes in newcomer information seeking and the relationship with psychological contract fulfilment

In this study, insight is given into the temporal nature of psychological contract‐related information seeking during organizational entry, by examining how the frequency of information seeking changes across the first year of employment for a sample of 280 newcomers. We examined the pattern of changes in the frequency of information seeking from four sources (supervisor, co‐workers, mentors, and other newcomers) and about two content dimensions of the psychological contract (organizational inducements and employee contributions). We also investigated if information‐seeking behaviours were related to the evaluation of the psychological contract and whether these relationships changed over time. The data were analysed using Latent Growth Modelling. The results indicated that information seeking about the psychological contract decreases significantly over the first year of employment, with the exception of information seeking from supervisors, indicating that for different targets of information different information seeking patterns exist. Employees seek more information on organizational inducements than on employee contributions. We found a positive association between information seeking during the initial weeks after entry and evaluations of psychological contract fulfilment after 3 months, but changes in information seeking after this initial period were not associated with changes in psychological contract fulfilment. Finally, we found that younger newcomers engaged more frequently in information seeking from co‐workers and other new hires compared to older newcomers. Implications for theories on psychological contract formation and future research are discussed.     

Millennials’ Career Perspective and Psychological Contract Expectations: Does the Recession Lead to Lowered Expectations?

Purpose  

The purpose of this study was to investigate the effect of generational, contextual, and individual influences on Millennials’ career expectations.