Convergence between attention variables and factors of psychometric intelligence in older adults

The purpose of the present study was to examine the hypothesis that individual differences on measures of attention would converge with select factors of psychometric intelligence, especially fluid intelligence and short-term acquisition and retrieval. A sample of 83 elderly adults $\text{(}\text{X}\text{= 71}\text{years}\text{)}$ was administered a battery of 17 psychometric ability tests. Tests were selected to mark four psychometric ability factors (Cattell and Horn's dimensions of fluid and crystallized intelligence, short-term acquisition and retrieval, and perceptual speed). Also, seven tasks representing four aspects of attention—decoding processes, selective attention, attention switching, and concentration—were administered. A confirmatory factor analysis was conducted to examine the relationships among the four psychometric ability factors and 11 variables obtained from the attention tasks. Results were only partially consistent with the hypothesized pattern of convergence. Two attention measures had significant loadings on a fluid-type intelligence factor, and one had a marginally significant loading on a short-term memory factor. In general, the greatest convergence occured between attention variables and the ability factor of Perceptual Speed. Results were discussed with respect to previous research on psychometric abilities and cognitive processes, the theory of fluid-crystallized intelligence, and their implications for understanding intellectual aging.     

Generational Differences in Work Ethic: Fact or Fiction?

Even though stereotypes suggest that older generational cohorts (e.g., Baby Boomers) endorse higher levels of work ethic than younger generations (e.g., Millennials), both the academic literature and popular press have found mixed evidence as to whether or not generational differences actually exist. To examine whether generational differences exist in work ethic, a dataset was compiled (k = 105) of all published studies that provided an average sample age and average work ethic score, with each sample becoming an observation, and being assigned a generational cohort based upon the average age of the sample. Three hierarchical multiple regressions found no effect of generational cohort on work ethic endorsement. In two of the three phases, results found a main effect of sample type, such that industry samples had higher work ethic endorsement than student samples. Implications for applied practitioners and future research streams for generational and work ethic research are discussed.     

Reducing the Effects of Gender Stereotypes on Performance Evaluations

The purpose of this research was to extend previous work on gender bias in performance evaluation. Specifically, we examined whether a structured free recall intervention could decrease the influence of traditional gender-stereotypes on the performance evaluations of women. Two hundred and forty-seven college students provided performance ratings for vignettes that described the performance of male or female college professors. Results indicated that without the intervention, raters who have traditional stereotypes evaluated women less accurately and more negatively. Conversely, the structured free recall intervention successfully eliminated these effects. The usefulness of the structured free recall intervention as a tool for decreasing the influence of gender stereotypes on performance ratings is discussed.     

Subjective Career Success and Emotional Well-Being: Longitudinal Predictive Power of Selection, Optimization, and Compensation

In a 3-year longitudinal study, we found in a sample of young professionals (N=82; 44% male; age range: 28 to 39 years) that self-reported behaviors reflecting selection, optimization, and compensation (SOC) predicted global and work-specific subjective well-being (multiple correlations ranged from R=.22 to R=.44). In addition to optimization (i.e., implementing goal-relevant means), it was especially the degree of compensation (i.e., investing goal-relevant means to counteract losses) that predicted how emotionally balanced individuals felt and how satisfied they were with their work situation 3 years later. These longitudinal predictions were quite robust when controlling for personality variables (NEO). Results are consistent with previous cross-sectional findings and demonstrate how the SOC framework might be successfully applied to the domain of vocational behavior.     

Age differences between children and young adults in the dynamics of dual-task prioritization: body (balance) versus mind (memory)

Task prioritization can lead to trade-off patterns in dual-task situations. The authors compared dual-task performances in 9- and 11-year-old children and young adults performing a cognitive task and a motor task concurrently. The motor task required balancing on an ankle-disc board. Two cognitive tasks measured working memory and episodic memory at difficulty levels individually adjusted during the course of extensive training. Adults showed performance decrements in both task domains under dual-task conditions. In contrast, children showed decrements only in the cognitive tasks but actually swayed less under dual-task than under single-task conditions and continued to reduce their body sway even when instructed to focus on the cognitive task. The authors argue that children perform closer to their stability boundaries in the balance task and therefore prioritize protection of their balance under dual-task conditions.     

Using selection,optimization, and compensation to reduce job/family stressors: effective when it matters

Previous research has demonstrated that the use of general behaviors specified by a life-management strategy entitled Selection, Optimization, and Compensation (SOC) reduces, if only to a small extent, the perceived amounts of the main antecedents (i.e., job/family stressors) of work-family conflict. The results of the current study demonstrate that several variables that impact the amount of resources demanded of, or resources available to, an individual (e.g., supervisor support) moderate the relationship between SOC behaviors and job/family stressors. Specifically, SOC strategies are more effective than previously thought at reducing job/family stressors for precisely those individuals in the most demanding situations.     

Transformations in the couplings among intellectual abilities and constituent cognitive processes across the life span

Abstract— Two-component theories of intellectual development over the life span postulate that fluid abilities develop earlier during child development and decline earlier during aging than crystallized abilities do, and that fluid abilities support or constrain the acquisition and expression of crystallized abilities. Thus, maturation and senescence compress the structure of intelligence by imposing age-specific constraints upon its constituent processes. Hence, the couplings among different intellectual abilities and cognitive processes are expected to be strong in childhood and old age. Findings from a population-based study of 291 individuals aged 6 to 89 years support these predictions. Furthermore, processing robustness, a frequently overlooked aspect of processing, predicted fluid intelligence beyond processing speed in old age but not in childhood, suggesting that the causes of more compressed functional organization of intelligence differ between maturation and senescence. Research on developmental changes in functional brain circuitry may profit from explicitly recognizing transformations in the organization of intellectual abilities and their underlying cognitive processes across the life span.     

The fate of cognition in very old age: six-year longitudinal findings in the Berlin Aging Study (BASE)

The authors report full-information longitudinal age gradients in 4 intellectual abilities on the basis of 6-year longitudinal changes in 132 individuals (mean age at T1 = 78.27, age range = 70-100) from the Berlin Aging Study. Relative to the cross-sectional parent sample (N = 516, mean age at T1 = 84.92 years), this sample was positively selected because of differential mortality and experimental attrition. Perceptual speed, memory, and fluency declined with age. In contrast, knowledge remained stable up to age 90, with evidence for decline thereafter. Age gradients were more negative in old old (n = 66, mean age at T1 = 83.04) than in old (n = 66, mean age at T1 = 73.77) participants. Rates of decline did not differ reliably between men and women or between participants with high versus low life-history status. They conclude that intellectual development after age 70 varies by distance to death, age, and intellectual ability domain.     

Life-management strategies of selection, optimization, and compensation: measurement by self-report and construct validity

The authors examined the usefulness of a self-report measure for elective selection, loss-based selection. optimization, and compensation (SOC) as strategies of life management. The expected 4-factor solution was obtained in 2 independent samples (N = 218, 14-87 years; N = 181, 18-89 years) exhibiting high retest stability across 4 weeks (r(tt) = .74-82). As expected, middle-aged adults showed higher endorsement of SOC than younger and older adults. Moreover, SOC showed meaningful convergent and divergent associations to other psychological constructs (e.g., thinking styles, NEO) and evinced positive correlations with measures of well-being which were maintained after other personality and motivational constructs were controlled for. Initial evidence on behavioral associations involving SOC obtained in other studies is summarized.