Age-related deficits in free recall: The role of rehearsal

Age-related deficits have been consistently observed in free recall. Recent accounts of episodic memory suggest that these deficits could result from differential patterns of rehearsal. In the present study, 20 young and 20 older adults (mean ages 21 and 72 years, respectively) were presented with lists of 20 words for immediate free recall using the overt rehearsal methodology. The young outperformed the older adults at all serial positions. There were significant age-related differences in the patterns of overt rehearsals: Young adults rehearsed a greater number of different words than did older adults, they rehearsed words to more recent serial positions, and their rehearsals were more widely distributed throughout the list. Consistent with a recency-based account of episodic memory, age deficits in free recall are largely attributable to age differences in the recency, frequency, and distribution of rehearsals.     

Do your Dark Side Traits Fit? Dysfunctional Personalities in Different Work Sectors

This study investigates differences in “dark side” traits between those in the public and private sectors, as well as between managers in three distinct industries. In all, 5,693 British adults were tested, roughly half of whom clearly worked in public sector jobs and half in the private sector. We also tested three groups of people (total 1,102) working in very different sectors: finance, insurance, and emergency services. They all completed the Hogan Development Survey (HDS; Hogan & Hogan, 1997), which is a measure of dysfunctional personality styles or potential management derailers. It has 11 dimensions and three higher order factors. Multivariate and univariate analyses of co‐variance (controlling for sex, age, and social desirability) and logistic regressions showed many significant differences, with private sector employees scoring higher on the factor Moving Against/Cluster B and lower on the factor Moving Away/Cluster A. The analysis of the three groups showed that those in the emergency services differed on most traits while Finance and Insurance industry personnel were very similar.     

Theory Testing Using Quantitative Predictions of Effect Size

Traditional Null Hypothesis Testing procedures are poorly adapted to theory testing. The methodology can mislead researchers in several ways, including: (a) a lack of power can result in an erroneous rejection of the theory; (b) the focus on directionality (ordinal tests) rather than more precise quantitative predictions limits the information gained; and (c) the misuse of probability values to indicate effect size. An alternative approach is proposed which involves employing the theory to generate explicit effect size predictions that are compared to the effect size estimates and related confidence intervals to test the theoretical predictions. This procedure is illustrated employing the Transtheoretical Model. Data from a sample ( N = 3,967) of smokers from a large New England HMO system were used to test the model. There were a total of 15 predictions evaluated, each involving the relation between Stage of Change and one of the other 15 Transtheoretical Model variables. For each variable, omega-squared and the related confidence interval were calculated and compared to the predicted effect sizes. Eleven of the 15 predictions were confirmed, providing support for the theoretical model. Quantitative predictions represent a much more direct, informative, and strong test of a theory than the traditional test of significance.     

Setting the Foundations for Theoretical Progress toward Understanding the Role of Values in Organisational Behaviour: Commentary on “Values at Work: The Impact of Personal Values in Organisations” by Arieli,Sagiv, and Roccas

Arieli, Sagiv, and Roccas’s lead article provides a timely and important review of the role of individual values and their role in organisations. At the same time as identifying several key areas of progress, the review identifies significant gaps. In this commentary, we focus on additional gaps that merit attention. In particular, we highlight a need for greater theoretical clarity in the literature about the concrete ways in which values are instantiated in different organisational contexts, roles, and cultural settings. We argue that the growing importance of values in studies of organisational contexts would be well-served by more precision in how they are conceptualised and operationalised in studies of organisational behaviour.     

Semantic reasons

An analysis of a predicate normally takes the form of a condition that is both necessary and sufficient for the predicate's application. Here I consider the idea, due originally to Friedrich Waismann, that semantic analyses might include conditions that are defeasible, and so allow for exceptions. Analyses of this sort can be expressed in nonmonotonic logic, a post-Waismann development. I'll argue that defeasibility makes analysis tractable, without making it trivial. I'll also show that a defeasible account of vague predicates can predict our intuitions about particular cases (for instance, that a seven-foot person counts as tall) without drawing artificial boundaries.