Lean back and relax: Reclined seating position buffers the effect of frustration on anger and aggression

Frustration is a powerful instigator of anger‐based aggression. We hypothesized that the impact of a frustration on anger and aggressive behavior is reduced in a state of feeling relaxed, which is considered incompatible with the experience of anger. Seventy‐nine participants received frustrating feedback either when sitting upright or sitting in a reclined position and were then given a chance to act aggressively toward the frustrator. Feelings of anger and relaxation were assessed before and after the frustration. Participants in the reclined position felt more relaxed than those sitting upright, which indirectly predicted less aggressive behavior via lower anger. The results are consistent with theories of incompatible states and embodiment and have implications for using body‐related cues to mitigate anger‐based aggression.     

Are correlated streams of information necessary for implicit sequence learning?

We investigated whether the existence of correlated streams of information is necessary for incidental sequence learning to occur. We ran three separate experiments with a total of 201 undergraduate students. Each experiment had at least one condition with two streams of sequenced information that were correlated. The correlations differed in terms of the kind of responses that were required, the kind of tasks and stimuli, the on-screen locations at which they occurred and how they were combined. Only in conditions with correlated sequences was implicit sequence learning found. Our results suggest that the presence of correlated streams of information may be the main pre-requisite for implicit sequence learning.     

Predictor variables for a 100-km race time in male ultra-marathoners

In 169 male 100-km ultra-marathoners, the variables of anthropometry, training, and prerace experience, in order to predict race time, were investigated. In the bivariate analysis, age (r = .24), body mass (r = .20), Body Mass Index (r = .29), circumference of upper arm (r = .26), percent body fat (r = .45), mean weekly running hours (r = -.21), mean weekly running kilometers (r = -.43), mean speed in training (r=-.56), personal best time in a marathon (r = .65), the number of finished 100-km ultra-runs (r = .24), and the personal best time in a 100-km ultra-run (r = .72) were associated with race time. Stepwise multiple regression showed that training speed (p < .0001), mean weekly running kilometers (p < .0001), and age (p < .0001) were the best correlations for a 100-km race time. Performance may be predicted (n=169, r2 = .43) by the following equation: 100-km race time (min) = 1085.60 - 36.26 x (training speed, km/hr.) - 1.43 x (training volume, km/wk.) + 2.50 x (age, yr.). Overall, intensity of training might be more important for a successful outcome in a 100-km race than anthropometric attributes. Motivation to train intensely for such an ultra-endurance run should be explored as this might be the key for a successful finish.     

The concurrent validity of the N-back task as a working memory measure

The N-back task is used extensively in literature as a working memory (WM) paradigm and it is increasingly used as a measure of individual differences. However, not much is known about the psychometric properties of this task and the current study aims to shed more light on this issue. We first review the current literature on the psychometric properties of the N-back task. With three experiments using task variants with different stimuli and load levels, we then investigate the nature of the N-back task by investigating its relationship to WM, and its role as an inter-individual difference measure. Consistent with previous literature, our data suggest that the N-back task is not a useful measure of individual differences in WM, partly because of its insufficient reliability. Nevertheless, the task seems to be useful for experimental research in WM and also well predicts inter-individual differences in other higher cognitive functions, such as fluid intelligence, especially when used at higher levels of load.     

Retrieval experience in prospective memory: Strategic monitoring and spontaneous retrieval

According to the multi-process model of prospective memory (McDaniel & Einstein, 2000 McDaniel, M. A. and Einstein, G. O. 2000. Strategic and automatic processes in prospective memory retrieval: A multiprocess framework. Applied Cognitive Psychology, 14: S127–S144. [Crossref], [Web of Science ®] , [Google Scholar]), performance in a prospective memory task may be due to spontaneous retrieval processes or due to strategic monitoring. Spontaneous retrieval is typically accompanied by a pop up experience and strategic monitoring by a search experience. In this study we report two experiments with young adults in which we systematically investigated whether retrieval experience differed across experimental conditions. In Experiment 1 some prospective memory targets were preceded by associated primes. We expected that presenting primes would enhance performance by an automatic activation of the intention and hence lead to an increase in pop up experiences. In Experiment 2 half of the participants received instructions containing information about the specific context in which the prospective memory task would occur, whereas the other half of the participants received no such information. We expected that specific context instructions would enhance performance by legitimate anticipation of the prospective memory task and hence would lead to an increase in search experiences. The results confirmed these expectations. They indicate that the assessment of retrieval experience can provide valuable insights into the processes underlying prospective memory performance. They also suggest that retrieval experience can vary systematically across experimental situations as predicted by the multi-process model.     

Psychophysiology of prospective memory

Prospective memory involves the self-initiated retrieval of an intention upon an appropriate retrieval cue. Cue identification can be considered as an orienting reaction and may thus trigger a psychophysiological response. Here we present two experiments in which skin conductance responses (SCRs) elicited by prospective memory cues were compared to SCRs elicited by aversive stimuli to test whether a single prospective memory cue triggers a similar SCR as an aversive stimulus. In Experiment 2 we also assessed whether cue specificity had a differential influence on prospective memory performance and on SCRs. We found that detecting a single prospective memory cue is as likely to elicit a SCR as an aversive stimulus. Missed prospective memory cues also elicited SCRs. On a behavioural level, specific intentions led to better prospective memory performance. However, on a psychophysiological level specificity had no influence. More generally, the results indicate reliable SCRs for prospective memory cues and point to psychophysiological measures as valuable approach, which offers a new way to study one-off prospective memory tasks. Moreover, the findings are consistent with a theory that posits multiple prospective memory retrieval stages.     

Identification and goal choice of managerial candidates–organizational and individual perspectives

Abstract

Goal-setting theory and organizational culture research both emphasize that correspondence of individual and organizational goals is important, especially for executives and managerial candidates. The formerly dominating perspective of a passive individual eager to adopt organizational goals has recently been contrasted by a perspective of an active individual trying to pursue his/her own personal work goals in the organization. In a longitudinal study, 904 German academic managerial candidates were surveyed in order to investigate the causes of their identification with organizational goals, their expectations of advancement and their choice of personal work goals. The influence of organizational characteristics, i.e. number of employees, sector, and organizational culture, as well as the influence of individual job orientations were examined. Results show, that on the one hand organizational culture influenced managerial candidates' identification with organizational goals and their expectations of advancement, but had hardly any impact on their personal work goals. On the other hand, job orientations of managerial candidates affect both their identification with the organization and their personal work goals beyond organizational characteristics. Implications for selection and development of managerial candidates are discussed.