Metacognition influences item-method directed forgetting

In 4 experiments, we examined whether metacognitive beliefs about item memorability influence item-method directed forgetting. In Experiment 1, participants studied loud and quiet items, which were subsequently cued as to-be-remembered (TBR) or to-be-forgotten (TBF). Typically, the volume of stimuli does not influence recall, although loud items are judged as more memorable than quiet items (Rhodes & Castel, 2009). In contrast, we found a recall advantage for loud items in directed forgetting, although this was observed for TBR items but not TBF items. The loud item advantage disappeared in Experiment 2, when we eliminated all TBF trials and instead inserted additional trials during which participants could engage in extra rehearsal of earlier presented items. In Experiments 3 and 4, a recall advantage for loud items was observed again when items were assigned a mixture of positive and negative values, but it did not emerge when items were assigned graded positive values. Overall, the results showed that the recall advantage for loud items emerges only in response to the need to forget some items. We propose 2 mechanisms to account for these results-either participants select to rehearse loud items as a controlled strategy that allows them to forget some items, or they have an unconscious preference for loud items that emerges only in response to the need to forget. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Recall of word lists is enhanced with increased spreading activation

ABSTRACT

Some evidence exists supporting a relationship between spreading activation in semantic/lexical memory networks and episodic memory. However, the results have been mixed and there have been no investigations examining whether a relationship exists between variability in spreading activation and episodic memory. Hence, we sought to investigate these potential relationships. Thirteen individuals were administered the Hopkins Verbal Learning Test–Revised (HVLT-R) and the Controlled Oral Word Association Test (COWAT). The average word frequency of all the “F” words generated on the COWAT was used as a measure of spreading activation. Variability in spreading activation was assessed by calculating the variability of the word frequencies from the COWAT across time. The results confirmed our hypotheses, with significant negative correlations found between free recall on the HVLT-R and both the average word frequency and measures of variability in spreading activation.     

II. Testing the cement: An examination of Mackie on causation∗

The theme of these notes is the relation between verificationism and Quine's approach to philosophy of language. The main thesis is that a tenable theory of meaning along verificationist lines must distinguish between canonical and indirect verification and that this distinction is related to observable features of language use. It is argued that a theory of meaning along such lines is not vulnerable to Quine's arguments against verificationism, and suggested that, on the whole, a verificationism of this kind is compatible with Quine's basic approach to philosophy of language.     

Navigating conflict and power at work: the effects of power and interdependence asymmetries on conflict in organizations

Many of the most difficult conflicts people face at work are up and down; with bosses, supervisors, and important clients, or with direct reports, staff, or other employees who differ from them in terms of their power and interests. However, much of the research on power differences and conflict tends to be piecemeal, decontextualized, and focused on negative consequences. This paper presents 2 studies that investigated a new situated model of conflict and power at work. They build on classic areas of research on social conflict, power, and interdependence; and integrate them into a coherent framework for organizational conflict research. The study methods and findings are presented, and their implications for research on work conflict are discussed.     

Desistance in the Transition to Adulthood: The Roles of Marriage,Military, and Gender

Research is needed on desistance from crime comparatively by gender. This research uses a national longitudinal sample of youth transitioning to adulthood. Drawing on Sampson and Laub's Age-Graded Theory of Informal Social Control, social bonds found in marriage and military involvement are examined to determine if they decrease delinquency over time. The results for the full sample revealed that marriage but not military involvement led to desistance. However, gender sub-sample analyses further showed military enlistment led females, but not males, to desist from crime. Implications and future research aims are discussed.     

A Comparative Review of Current Practices in Personality Assessment Norming

Because consequential personnel decisions are often made by comparing an individual against a norm group, having accurate and representative norms is as important as having sound selection procedures. Existing standards provide specific guidance on selection procedures, but are less clear on norms. To fill this gap and define best practices, we (a) review existing literature and guidelines; (b) review current applied practices using 30 personality assessments offered in the United States, United Kingdom, and Canada; and (c) provide recommendations for strengthening existing guidelines and helping publishers develop, present, and apply norms for personality assessments.     

Psychosocial Predictors of Wellness in College Students

The authors examined how the first 6 stages of psychosocial development predict wellness in undergraduate college students using the Measures of Psychosocial Development (Hawley, 1988 ) and the Perceived Wellness Survey (Adams, Bezner, & Steinhardt, 1997 ). Results indicated that 4 of the 6 stages predict wellness in college students. Clinical implications for counselors of this population are provided.     

Can I see the real me? Leadership ability and the better-than-average effect

Military organizations typically emphasize the importance of leadership. The quality of military leadership might be inhibited because individuals tend to overestimate their respective leadership abilities. We hypothesized that military professionals generally overestimate how well they lead compared to their peers (Hypothesis 1). We also hypothesized that an egocentric bias, where self-ratings are weighted more strongly than other-ratings, contributes to this better-than-average effect (Hypothesis 2). The results obtained across two studies supported both hypotheses. Most notably, 242 of 251 United States Air Force Academy cadets and 31 of 34 United States Air Force officers rated themselves as above average compared to their peers. The obtained results have important implications for understanding the better-than-average effect generally and leadership in military and nonmilitary organizations.     

Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations

Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.