Do boys with attention-deficit/hyperactivity disorder have positive illusory self-concepts?

One hundred ninety-five boys with attention-deficit/hyperactivity disorder (ADHD) were compared with 73 comparison boys (M = 9.83 years, SD = 1.30) on self-perceptions relative to a teacher-rated criterion. Emphasis was placed on ADHD subgroup comparisons according to level of aggression, academic achievement, and depression compared with control boys. Consistent with the authors' prediction, ADHD boys overestimated relative to teacher report, more than did controls, in the scholastic competence, social acceptance, and behavioral conduct domains. Examination of discrepancy scores (child rating - teacher rating) by comorbidity subgroups suggested that aggressive and low-achieving ADHD boys tended to overestimate their competence the most in the domains in which they were the most impaired. Results are discussed in terms of prior literature on "positive illusions" in ADHD children.     

Negative mood,depressive symptoms,and major depression after smoking cessation treatment in smokers with a history of major depressive disorder

Negative mood, depressive symptoms, and major depressive episodes (MDEs) were examined in 179 smokers with a history of major depression in a trial comparing standard smoking cessation treatment to treatment incorporating cognitive-behavioral therapy for depression (CBT-D). Early lapses were associated with relatively large increases in negative mood on quit date. Mood improved in the 2 weeks after quit date among those returning to regular smoking but not among those smoking moderately. Continuous abstinence was associated with short- and long-term reductions in depressive symptoms. MDE incidence during follow-up was 15.3% and was not associated with abstinence. Unexpected was that CBT-D was associated with greater negative mood and depressive symptoms and increased MDE risk. Results suggest complex bidirectional associations between affect and smoking outcomes.     

A comparison of multiple reinforcer assessments to identify the function of maladaptive behavior

Functional analysis results indicated that maladaptive behaviors displayed by a 25-year-old man with profound mental retardation were maintained by attention from caregivers and possibly, to a lesser degree, by access to tangible items. A concurrent-schedules procedure was then used to study the relative reinforcing value for maladaptive behavior of attention versus tangible items. Results of the concurrent-schedules assessment and subsequent functional communication training indicated that preference for attention versus access to a tangible object varied.     

Automaticity and eyewitness accuracy: a 10- to 12-second rule for distinguishing accurate from inaccurate positive identifications

Eyewitness researchers have shown that witnesses accurately choosing the culprit out of a lineup reach their decisions more quickly than those erroneously choosing an innocent individual. However, this research is silent regarding how quickly or slowly witnesses must be, in absolute terms, to indicate that they are accurate or inaccurate. Across 4 studies, the authors discovered that a time boundary of roughly 10 to 12 s best differentiated accurate from inaccurate positive identifications. Witnesses making their identification faster than 10 to 12 s were nearly 90% accurate; those taking longer were roughly 50% accurate. This finding is consistent with previous research showing that accurate witnesses are more likely than inaccurate witnesses to reach their decisions automatically, that is, quickly, without conscious thought or effort.     

On the bias of Huffcutt and Arthur's (1995) procedure for identifying outliers in the meta-analysis of correlations

This study documents how the use of A. I. Huffcutt & W. A. Arthur's (1995) sample adjusted meta-analytic deviancy (SAMD) statistic for identifying outliers in correlational meta-analyses results in inaccuracies in mean r. Monte Carlo simulations found that use of the SAMD resulted in the overidentification of small relative to large correlations as outliers. Furthermore, this tendency to overidentify small correlations was found to increase as the magnitude of the population correlation increased and resulted in mean rs that overestimated the population correlation. The implications for meta-analysts are discussed, and 2 possible solutions are offered.     

Self-monitoring personality at work: a meta-analytic investigation of construct validity

The validity of self-monitoring personality in organizational settings was examined. Meta-analyses were conducted (136 samples; total N = 23,191) investigating the relationship between self-monitoring personality and work-related variables, as well as the reliability of various self-monitoring measures. Results suggest that self-monitoring has relevance for understanding many organizational concerns, including job performance and leadership emergence. Sample-weighted mean differences favoring male respondents were also noted, suggesting that the sex-related effects for self-monitoring may partially explain noted disparities between men and women at higher organizational levels (i.e., the glass ceiling). Theory building and additional research are needed to better understand the construct-related inferences about self-monitoring personality, especially in terms of the performance, leadership, and attitudes of those at top organizational levels.     

Unskilled and unaware--but why? A reply to Krueger and Mueller (2002)

J. Kruger and D. Dunning (1999) argued that the unskilled suffer a dual burden: Not only do they perform poorly, but their incompetence robs them of the metacognitive ability to realize it. J. Krueger and R. A. Mueller (2002) replicated these basic findings but interpreted them differently. They concluded that a combination of the better-than-average (BTA) effect and a regression artifact better explains why the unskilled are unaware. The authors of the present article respectfully disagree with this proposal and suggest that any interpretation of J. Krueger and R. A. Mueller's results is hampered because those authors used unreliable tests and inappropriate measures of relevant mediating variables. Additionally, a regression-BTA account cannot explain the experimental data reported in J. Kruger and D. Dunning or a reanalysis following the procedure suggested by J. Krueger and R. A. Mueller.     

Work-group characteristics and performance in collectivistic and individualistic cultures

The authors conducted a cross-cultural longitudinal investigation of the effects of culture (individualism-collectivism dichotomy) on group characteristics (functional heterogeneity, preference for teamwork, group potency, outcome expectation) and on performance of 83 work groups performing 2 decision-making tasks over a 15-week period. The individualists (U.S. students) reported higher levels of functional heterogeneity and group potency and attained higher levels of group performance than did the collectivists (Korean students). In addition, culture and time interacted to influence ratings of group potency and outcome expectation. The difference in ratings of group potency between individualists and collectivists increased over time. Outcome expectation was greater among the collectivists in Time 1 and among the individualists in Time 2. The authors discuss implications for future cross-cultural group research and international management.     

Adaptive self-regulation: meeting others' expectations of leadership and performance

The authors used longitudinal multisource field data to examine core aspects of the adaptive self-regulation model (A. S. Tsui & S. J. Ashford, 1994) in terms of linkages between self-monitoring, discrepancy in manager match-to-position, 5 measures of leadership, and manager performance. At Time 1, 64 superiors of focal managers rated the managers' matches to their positions within the organization; at Time 3, they rated the managers' performance. At Time 2, the 64 focal managers completed a measure of self-monitoring, and 192 subordinates rated the focal managers' leadership behaviors. Results of partial least squares analysis revealed that discrepancy in manager match-to-position was associated with reductions in laissez faire and passive management-by-exception behaviors and increases in transformational leadership behavior. Self-monitoring was positively associated with all 5 leadership behaviors. Performance was related positively to transformational leadership behavior and negatively to passive management-by-exception and contingent-reward behaviors