Cognitive and metacognitive activity in mathematical problem solving: prefrontal and parietal patterns

Students were taught an algorithm for solving a new class of mathematical problems. Occasionally in the sequence of problems, they encountered exception problems that required that they extend the algorithm. Regular and exception problems were associated with different patterns of brain activation. Some regions showed a Cognitive pattern of being active only until the problem was solved and no difference between regular or exception problems. Other regions showed a Metacognitive pattern of greater activity for exception problems and activity that extended into the post-solution period, particularly when an error was made. The Cognitive regions included some of parietal and prefrontal regions associated with the triple-code theory of (Dehaene, S., Piazza, M., Pinel, P., & Cohen, L. (2003). Three parietal circuits for number processing. Cognitive Neuropsychology, 20, 487–506) and associated with algebra equation solving in the ACT-R theory (Anderson, J. R. (2005). Human symbol manipulation within an 911 integrated cognitive architecture. Cognitive science, 29, 313–342. Metacognitive regions included the superior prefrontal gyrus, the angular gyrus of the triple-code theory, and frontopolar regions.     

Reconsidering the Job‐Performance—Turnover Relationship: The Role of Gender in Form and Magnitude1

Research assessing the relationship between job performance and turnover has historically yielded mixed results. Reported findings have reflected no relationships, linear associations, or U‐shaped forms between these constructs. The current study attempted to shed light on the intricate relationship between job performance and voluntary turnover by investigating gender boundaries and relevant controls. After controlling for age, tenure, and job satisfaction, the data provided evidence of a U‐shaped association between job performance and turnover. However, once the data were partitioned into male and female subsamples, a different pattern emerged, whereby males continued to reflect the U‐shaped relationship and females reflected no job‐performance‐turnover relationship. Implications of these findings for both theory and research are provided.     

Interaction of social skill and general mental ability on job performance and salary.

Job and organizational changes have promoted the importance of social skill at work, yet research in this area has been limited. The authors investigated the interaction between social skill and general mental ability (GMA) in the explanation of job performance and salary, controlling for personality and demographic characteristics. The results indicated that the relationships between social skill and job performance were stronger among workers high than low in GMA. In a similar manner. the relationships between GMA and job performance were stronger among workers high than low in social skill. The interaction on salary indicated that increases in social skill (or GMA) for high-GMA (or social skill) individuals were associated with higher salary levels. It is interesting, however, that increases in social skill (or GMA) for those low in GMA (or social skill) contributed to lower salaries. Implications of these results and directions for future research are discussed.     

Ostracism and prosocial behavior: A social dilemma perspective

Prior research has yielded mixed findings regarding the relation of ostracism to prosocial behavior, with studies indicating ostracism leads people to become less prosocial, more prosocial, or that prosocial behavior is unaffected by workplace ostracism. By conceptualizing prosocial behavior at work as a social dilemma, we hypothesized that whether or not individuals reduce prosocial behaviors following ostracism can be understood by how individuals manage the conflict between the immediate temptation to treat others poorly and the long-term benefits of not giving into such temptations. Across three studies – a scenario (Study 1), experimental (Study 2), and field study on employed adults (Study 3) – we find support for the hypothesis that individuals who are less (versus more) oriented towards future outcomes engage in less prosocial behaviors with others who have ostracized them during prior interactions. We discuss both the practical and theoretical implications of these findings.     

Socioanalytic theory and work behavior: Roles of work values and political skill in job performance and promotability assessment

Socioanalytic theory postulates that job performance ratings are predicted by basic social motives moderated by social competency. The two motives are the motive to get along with others and the motive to achieve status and power. The present two-study investigation assessed these motives as work values and collected supervisors' job performance and promotability assessments. Social competency was assessed as political skill at work. The results provided strong and consistent support for the hypotheses, thus providing a more direct test of socioanalytic theory and extending it to demonstrate effects beyond overall job performance ratings on contextual performance and promotability assessments. Contributions and implications of these results, strengths and limitations, directions for future research, and practical implications are discussed.     

Spiritual resilience: Understanding the protection and promotion of well-being in the later life

Spirituality is important to a large percentage of the older adult population and serves as a key factor of resilience. Using qualitative research, we conducted and analyzed interviews with 64 participants willing to discuss their experiences with adversity. Participants ranged in age from 52 to 93 with a mean age of 74. For the purposes of this study, we analyzed 46 of the 64 interviews, selecting participants who indicated that spirituality was an important resource for managing hardship. The researchers examined the connections between spirituality and resilience. Using in-depth interviews, we explored the interplay between spirituality and resilience and the importance spirituality plays in dealing with adversity and hardship. A grounded theory analysis of the 46 interviews was performed. Major findings include participants’ use of spirituality as a tool to promote and maintain resilience in late life in five key domains: reliance on relationships, spiritual transformation, spiritual coping, power of belief, and commitment to spiritual values and practices. Results are presented as an interpretation of the participants’ perceptions of their spirituality, and indicate their reliance on spirituality to overcome hardship. In addition, we discuss the connections between spirituality and resilience and how these connections play out in the lives of older adults when considering their generational and cohort status. The roles these two constructs play in the lives of older adults are considered.     

Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life

Millions use electronic tools to do their jobs away from the traditional office. Some labor in a “virtual office” with flexibility to work wherever it makes sense and others telecommute primarily from home. This IBM study compares how three work venues (traditional office, n=4316, virtual office, n=767, and home office, n=441) may influence aspects of work (job performance, job motivation, job retention, workload success, and career opportunity) and personal/family life (work/life balance and personal/family success). Perceptions, direct comparisons, and multivariate analyses suggest that the influence of the virtual office is mostly positive on aspects of work but somewhat negative on aspects of personal/family life. The influence of the home office appears to be mostly positive and the influence of traditional office mostly negative on aspects of both work and personal/life. Implications of these findings are discussed.     

Candidate Effects on Election Outcomes: Political Skill,Campaign Efficacy,and Intentions in a British General Election

Integrating Social/Political Influence Theory with the Theory of Planned Behavior, we argue that personal resources (i.e., political skill, self-efficacy) enable political candidates to form more ambitious campaign intentions, and thus perform better in elections. We tested this model with a sample of political candidates (N = 225) campaigning in a British general election. Three months before polling day, candidates provided self-ratings of political skill, domain-specific self-efficacy (i.e., campaign efficacy), and personal campaign intentions during the campaign period. Our results demonstrated that political skill was positively related to campaign efficacy, and intentions, via campaign efficacy. We also found a significant indirect effect for political skill on electoral performance (i.e., percentage of the vote), through campaign efficacy and intentions. Implications of our results for understanding candidate effects in campaigns and future research are discussed.     

The Moderating Effects of Accountability on the Conscientiousness-Performance Relationship

The interaction of Conscientiousness and accountability was investigated in the context of performance outcomes using a cognitive performance task, and this interaction was found to be statistically significant. In a laboratory experiment with 95 student-participants, under conditions of accountability, more conscientious individuals performed at higher levels than less conscientious people in support of the hypothesis. Under conditions of no external accountability, the relationship between Conscientiousness and performance was not significant. No main effects were found.