Improving executive functions in 5‐ and 6‐year‐olds: Evaluation of a small group intervention in prekindergarten and kindergarten children

Research suggests a central role of executive functions for children's cognitive and social development during preschool years, especially in promoting school readiness. Interventions aiming to improve executive functions are therefore being called for. The present study examined the effect of a small group intervention implemented in kindergarten settings focusing on basic components of executive functions, i.e., working memory, interference control and cognitive flexibility. A total of 135 children enrolled in Swiss prekindergarten (5‐year‐olds) and kindergarten (6‐year‐olds) were involved. Results revealed that the small group intervention promoted gains in all three included components of executive functions: prekindergarten children substantially improved their working memory and cognitive flexibility processes, whereas significant training effects were found for the kindergarten children in interference control. Implications of these findings for early intervention programs and for tailoring preschool curricula are discussed, particularly with respect to children's school readiness. Copyright © 2011 John Wiley & Sons, Ltd.     

Health-related behavioural change—a test of a new model

Abstract

Numerous studies have demonstrated that planned health education and health promotion interventions are not particularly successful in bringing about behavioural change. It is suggested that the reasons for this are the fallacious theoretical assumptions underlying many intervention strategies and the failure to place sufficient emphasis on the context in which health-related behaviours occur. Studies of self-initiated behavioural change suggest that the antecedents of change are often events or processes which bring a previously routinised and unremarked behaviour into new focus.

This paper describes a preliminary test of a new model of behavioural change in which a group of lay people were recruited to act as paid interviewers on a food survey in their own area. The survey was particularly concerned with the consumption of high fibre foods. he and post-test measures of the interviewers' own food habits as compared with those of a control group indicated modest support for the proposed model. Implications of this study for health education and promotion are discussed.     

Acting in perspective: the role of body and language as social tools

We investigated how the reach-to-grasp movement is influenced by the presence of another person (friend or non-friend), who was either invisible (behind) or located in different positions with respect to an object and to the agent, and by the perspective conveyed by linguistic pronouns (“I”, “You”). The interaction between social relationship and relative position influenced the latency of both maximal fingers aperture and velocity peak, showing shorter latencies in the presence of a non-friend than in the presence of a friend. However, whereas the relative position of a non-friend did not affect the kinematics of the movement, the position of a friend mattered: latencies were significantly shorter with friends only in positions allowing them to easily reach for the object. Finally, the investigation of the overall reaching movement time showed an interaction between the speaker and the pronoun: participants reached the object more quickly when the other spoke, particularly if she used the “I” pronoun. This suggests that speaking, and particularly using the “I” pronoun, evokes a potential action. Implications of the results for embodied cognition are discussed.     

Self-defining future projections: Exploring the identity function of thinking about the future

The act of projecting oneself into meaningful future events may significantly contribute to a person's sense of self and identity. Yet if the role of memories, in particular self-defining memories (SDMs), in grounding the self is now well established, the identity function of anticipated future events has received comparatively little attention. This article introduces the construct of self-defining future projection (SDFP) to address this issue. Two studies show that people can readily identify significant future events that they frequently think about and that convey core information about who they are as individuals. Furthermore, a person's particular style of constructing SDMs is similarly manifested in SDFPs, suggesting that both types of events can be used to ground the self. Notably, people who display a stronger tendency to extract meaning from their past experiences also reflect more about the potential implications of imagined future events. The results further demonstrate that SDMs and SDFPs both give rise to a strong sense of personal continuity over time and are meaningfully related to self-esteem. Together these findings lend support to the idea that a person's sense of self and identity is in part nourished by the anticipation of significant future events.     

Content,not context,facilitates memory for real-world scenes

ABSTRACT

Can eye movements tell us whether people will remember a scene? In order to investigate the link between eye movements and memory encoding and retrieval, we asked participants to study photographs of real-world scenes while their eye movements were being tracked. We found eye gaze patterns during study to be predictive of subsequent memory for scenes. Moreover, gaze patterns during study were more similar to gaze patterns during test for remembered than for forgotten scenes. Thus, eye movements are indeed indicative of scene memory. In an explicit test for context effects of eye movements on memory, we found recognition rate to be unaffected by the disruption of spatial and/or temporal context of repeated eye movements. Therefore, we conclude that eye movements cue memory by selecting and accessing the most relevant scene content, regardless of its spatial location within the scene or the order in which it was selected.     

Conflict escalation and coping with workplace bullying: A replication and extension

Bullying or mobbing is used for systematically harassing a person for a long time. In the context of stress theory, bullying is a severe form of social stressors at work, whereas in terms of conflict theory, bullying signifies an unsolved social conflict having reached a high level of escalation and an increased imbalance of power. Based on a qualitative study with 20 semi-structured interviews with victims of bullying and a quantitative questionnaire study with a total of 149 victims of bullying and a control group (N = 81), it was investigated whether bullying victims use specific conflict management strategies more often compared with individuals who are not bullied, and whether coping strategies used by successful copers with bullying differ from those of the unsuccessful copers. Successful copers were those victims who believe that their situation at work has improved again as a result of their coping efforts. The qualitative data showed that most victims started with constructive conflict-solving strategies, changed their strategies several times, and finally tried to leave the organization. In the interviews, the victims of bullying most often recommended others in the same situation to leave the organization and to seek social support. They more often showed conflict avoidance in the quantitative study. Successful victims fought back with similar means less often, and less often used negative behaviour such as frequent absenteeism. Moreover, they obviously were better at recognizing and avoiding escalating behaviour, whereas in their fight for justice, the unsuccessful victims often contributed to the escalation of the bullying conflict.     

Managing diversity in organizations: An integrative model and agenda for future research

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.     

Job insecurity and well-being: The moderating role of job dependence

Job insecurity has become more relevant during the last decades as more flexibility from the workforce and organizations is demanded in the labour market. It has frequently been suggested that job insecurity is a more severe stressor for those who are more dependent on their job. The present study investigates the association between job insecurity and employee well-being by focusing on how employees’ dependence on the job moderates this relationship. Two types of financial dependence (subjective financial dependence and relative contribution to the household income) were studied, along with an indicator of a more psychological dependence on work in general (work involvement). In addition to this, both quantitative and qualitative job insecurity were included. The proposed relations were tested in a sample of Swedish accountancy firm employees. The results of moderated hierarchical regression analyses showed that subjective financial dependence, household contribution, and work involvement moderated the relation between both job insecurity dimensions and job satisfaction. No moderations were found with mental well-being as an outcome. This implies that the extent to which someone depends on their job is important for how job insecurity relates to job satisfaction.     

Validation of a telephone screening test for Alzheimer's disease

ABSTRACT

Financial constraints, mobility issues, medical conditions, crime in local areas can make cognitive assessment difficult for elders and telephone interviews can be a good alternative. This study was carried out to evaluate the reliability, validity and clinical utility of a Brazilian telephone version of the Mini Mental State Examination (Braztel-MMSE) in a community sample of healthy elderly participants and AD patients. The MMSE and the Braztel-MMSE were applied to 66 AD patients and 67 healthy elderly participants. The test–retest reliability was strong and significant (r = .92, p = .01), and the correlation between the Braztel-MMSE and the MMSE were significant (p = .01) and strong (r = .92). The general screening ability of the Braztel-MMSE was high (AUC = 0.982; CI95% = 0.964–1.001). This telephone version can therefore be used as a screening measure for dementia in older adults that need neuropsychological screening and cannot present for an evaluation.     

Testing Strengths-Based Interventions: A Preliminary Study on the Effectiveness of a Program Targeting Curiosity, Gratitude, Hope, Humor, and Zest for Enhancing Life Satisfaction

The study compares the impact of character strengths-based positive interventions in a sample of 178 adults. An experimental group that trained strengths of the Values-in-Action classification that typically correlate highly with life satisfaction (curiosity, gratitude, hope, humor, and zest) was compared in its gain in life satisfaction with a group that trained strengths that usually demonstrate low correlations with life satisfaction (appreciation of beauty and excellence, creativity, kindness, love of learning, and perspective) and a wait-list control group. If pre and post measures in life satisfaction were compared, the group with the strengths most correlated with life satisfaction improved significantly (statistically) in their satisfaction in comparison to a control group. This could be interpreted as support for the idea that primarily those strengths that correlate highly with life satisfaction should be addressed in strengths-based interventions. When asked for subjective ratings of well-being after the interventions concluded, participants in both intervention groups indicated gains above that of a wait-listed control group. Further analyses underscore the special role of self-regulation in facilitating success in the interventions. Overall, the data underline the potential of strength-based interventions for improving human well-being.