A Great Many Things to Do and Not a Minute to Spare: Can Feedback From Supervisors Moderate the Relationship Between Skill Variety,Time Pressure,and Employees' Innovative Behavior?

Workplace changes necessitate employees' innovative behavior. Developing and implementing new ideas can be enhanced by focusing on situational characteristics and adjusting them to improve employees' working conditions. To date, mostly interactions between situational and personal characteristics on innovative behavior have been researched. This study focused explicitly on the interaction between 3 situational characteristics: time pressure, skill variety, and feedback from supervisors. A questionnaire study was administered to 81 employees (age range 40–64 years) from different organizations. Results indicated direct positive correlations between time pressure and skill variety with idea generation and implementation. Feedback from supervisors moderated the positive relationships while controlling for effects of creative thinking abilities. Implications are explored.     

Sex differences in neural efficiency: Are they due to the stereotype threat effect?

The neural efficiency hypothesis postulates a more efficient use of brain resources in more intelligent people as compared to less intelligent ones. However, this relationship was found to be moderated by sex and task content. While the phenomenon of neural efficiency was previously supported for men when performing visuo-spatial tasks it occurred for women only when performing verbal tasks. One possible explanation for this finding could be provided by the well-studied phenomenon called stereotype threat. Stereotype threat arises when a negative stereotype of one’s own group is made salient and can result in behavior that confirms the stereotype. Overall, 32 boys and 31 girls of varying intellectual ability were tested with a mental rotation task, either under a stereotype exposure or a no-stereotype exposure condition while measuring their EEG. The behavioral results show that an activated negative stereotype not necessarily hampers the performance of girls. Physiologically, a confirmation of the neural efficiency phenomenon was only obtained for boys working under a no-stereotype exposure condition. This result pattern replicates previous findings without threat and thus suggests that sex differences in neural efficiency during visuo-spatial tasks may not be due to the stereotype threat effect.     

The Relationship Between Sluggish Cognitive Tempo,Subtypes of Attention-Deficit/Hyperactivity Disorder,and Anxiety Disorders

The objective of the present study was to examine the relationship between sluggish cognitive tempo (SCT), subtypes of attention-deficit/hyperactivity disorder (ADHD), and anxiety disorders (AnxDs). One hundred and forty-one children (90 males, 51 females) aged 7–13 years were assigned to four groups, i.e., referred children with comorbid AnxDs and ADHD (n = 25), ADHD (n = 39), AnxDs (n = 41), and nonreferred controls (n = 36). Furthermore we explored the association between SCT and several neurocognitive measures (reaction time, verbal memory, and spatial memory). Diagnoses were established using Kiddie-SADS P/L. SCT was assessed using a 17-item mother-reported questionnaire. SCT correlated significantly with inattentiveness, regardless of the subtype of ADHD. Furthermore, we found significant differences in the levels of SCT among the four groups, with the highest SCT scores observed in the comorbid group. SCT correlated with variability in spatial memory; in contrast, there was no correlation between SCT and reaction time.     

Processes underlying congruent and incongruent facial reactions to emotional facial expressions

The present electromyographic study is a first step toward shedding light on the involvement of affective processes in congruent and incongruent facial reactions to facial expressions. Further, empathy was investigated as a potential mediator underlying the modulation of facial reactions to emotional faces in a competitive, a cooperative, and a neutral setting. Results revealed less congruent reactions to happy expressions and even incongruent reactions to sad and angry expressions in the competition condition, whereas virtually no differences between the neutral and the cooperation condition occurred. Effects on congruent reactions were found to be mediated by cognitive empathy, indicating that the state of empathy plays an important role in the situational modulation of congruent reactions. Further, incongruent reactions to sad and angry faces in a competition setting were mediated by the emotional reaction of joy, supporting the assumption that incongruent facial reactions are mainly based on affective processes. Additionally, strategic processes (specifically, the goal to create and maintain a smooth, harmonious interaction) were found to influence facial reactions while being in a cooperative mindset. Now, further studies are needed to test for the generalizability of these effects.     

Die Zukunft gestalten im Angesicht der Vergangenheit

We report on the 4th Nazareth Conference with Jewish and German participants, most of whom are psychoanalysts. As Herman Beland has observed, these Conferences are intended to be “something like a self-experiment by Germans and Israelis to become, in the presence of the other group, aware of the unconscious identity of both people after the Holocaust.” There is still a widespread inability to mourn for the consequences of the terrible events in the years between 1933 and 1945 and deal satisfactorily with their effects. None of the groups, neither the German, nor the Israeli / Jewish, can do their own inner work without the other. For this reason, the method chosen as appropriate was the Tavistock-style “group relations conference”. This approach was developed by the Institute of Human Relations in London and does not focus on the individual’s behaviour but uses large and small groups to investigate group processes in the here and now. -The present work describes, among other things, the unexpectedly strong resistance towards changes of the conscious and unconscious inner images both of one’s own group and of the other. This process led to a feeling of hopelessness and paralysis within the German group that, due to the presence of the Jewish group, we could not avoid. For the Germans, it was hard to bear and observe the mutually shared history. Jewish participants were not able to accept their own German–Austrian childhood memories as a part of their own identity and connect them to the Germans. Each participant across the groups experienced the fantasy of destruction and the unfruitful effects of division. We had to feel how much the fate of the Germans and the Jews were interlocked to understand the participants’ tensions and efforts for opening new pathways.     

Stereotype threat and performance: how self-stereotypes influence processing by inducing regulatory foci

The authors hypothesized that activated self-stereotypes can influence the strategies of task solution by inducing regulatory foci. More specifically, positive self-stereotypes should induce a promotion focus state of eagerness, whereas negative stereotypes should induce a prevention focus state of vigilance. Study 1 showed that a negative ascribed stereotype with regard to task performance leads to better recall for avoidance-related statements whereas a positive stereotype leads to better recall for approach-related statements. In Studies 2 and 3, both an experimental manipulation of group performance expectation and the preexisting stereotype of better verbal skills in women than in men led to faster and less accurate performance in the positive as compared with the negative stereotype group. Studies 4 and 5 showed that positive in-group stereotypes led to more creative performance whereas negative stereotypes led to better analytical performance. These results point to a possible mechanism for stereotype-threat effects.     

The personality profile of IPS employment specialists,and how it relates to job satisfaction: A longitudinal cohort study

The role of the Individual Placement and Support (IPS) employment specialist is a new type of occupation within mental healthcare. High turnover among employment specialists necessitates improvement in their recruitment and retention. One element that impacts retention is job satisfaction. We assessed the personality of 38 employment specialists (Big 5 Inventory-2) and measured job satisfaction over three time periods. Compared to norm data, employment specialists were significantly higher on Extraversion (ΔT = 8.0, CI: 5.59–10.42), Agreeableness (ΔT = 7.8, CI: 5.56–10.12), Conscientiousness (ΔT = 3.3, CI: 0.8–5.84), Open-mindedness (ΔT = 3.5, CI: 0.97–6.07), while lower on Negative emotionality (ΔT = −3.5, CI: −6.5 to −0.42). Extraversion had a substantial longitudinal positive effect on job satisfaction (β at T1 = 0.39; CI: 0.10–0.73) (β at T2 = 0.40; CI: 0.03–0.80), while Negative emotionality – a substantial negative effect (β at T1 = −0.60; CI: −0.90 to −0.30) (β at T2 = −0.50; CI: −0.90 to −0.12). Male gender was significantly associated with higher job satisfaction at the time point 1 (β = −0.46; CI: −0.80 to −0.14). Age, length of employment in the role, Agreeableness, Conscientiousness and Open-mindedness were not found to have substantial significant effects on job satisfaction of employment specialists. Recruiting employment specialists who score high on Extraversion and low on Negative emotionality may be a good fit for the role and job satisfaction.     

Asking for work adjustments or initiating behavioural changes – what makes a ‘problematic co-worker’ score Brownie points? An experimental study on the reactions towards colleagues with a personality disorder

People with mental disorders, especially personality disorders, often face low acceptance at work. This is particularly problematic when returning to work after sick leave, because it impedes reintegration into the former workplace. This study explores colleagues’ reactions towards a problematic worker dependent on the returning person’s reintegration strategy: The returning person undertaking changes in their behaviour is compared with the person requesting adjustments of the workplace. In an experimental study, 188 employed persons read one of four vignettes that described a return-to-work-situation of a problematic co-worker. Across all vignettes, the co-worker was depicted as having previously caused problems in the work team. In the first vignette, the co-worker did not change anything (control condition) when she returned to work; in the second, she asked for workplace adjustments; in the third vignette she initiated efforts to change her own behaviour; and the fourth vignette combined both workplace adjustments and behavioural change. Study participants were asked for their reactions towards the problematic co-worker. Vignettes that included a behavioural change evoked more positive reactions towards the co-worker than vignettes without any behavioural change. Asking for workplace adjustments alone did not yield more positive reactions compared to not initiating any change. When preparing employees with interactional problems for their return to work, it is not effective to only instruct them on their statutory entitlement for workplace adjustments. Instead, it is advisable to encourage them to proactively strive for behaviour changes.