Reinforcement sensitivity theory as a predictor of senior-executive performance

This paper develops and tests links between the reinforcement sensitivity theory of personality and senior-executive job performance, hypothesising that the theory’s personality traits, known as ‘BIS’ and ‘BAS’, will interact to predict performance. 167 chief and second-tier executives completed Carver and White’s (1994)BIS/BAS Scales, and had their overall performance rated by a superior or peer using four items. Structural equation modeling showed that while BAS has no main effect and BIS has a marginally significant effect on performance (p = 0.07), BIS and BAS interact to predict performance (p = 0.01), the optimal scenario being a combination of high BAS and low BIS. These results show the importance of testing traits’ interactions in applied personality research.     

Paradoxical Results in Multidimensional Item Response Theory

In multidimensional item response theory (MIRT), it is possible for the estimate of a subject’s ability in some dimension to decrease after they have answered a question correctly. This paper investigates how and when this type of paradoxical result can occur. We demonstrate that many response models and statistical estimates can produce paradoxical results and that in the popular class of linearly compensatory models, maximum likelihood estimates are guaranteed to do so. In light of these findings, the appropriateness of multidimensional item response methods for assigning scores in high-stakes testing is called into question.     

Sources of avoidance motivation: Valence effects from physical effort and mental rotation

When reaching goals, organisms must simultaneously meet the overarching goal of conserving energy. According to the law of least effort, organisms will select the means associated with the least effort. The mechanisms underlying this bias remain unknown. One hypothesis is that organisms come to avoid situations associated with unnecessary effort by generating a negative valence toward the stimuli associated with such situations. Accordingly, merely using a dysfunctional, ‘slow’ computer mouse causes participants to dislike ambient neutral images (Study 1). In Study 2, nonsense shapes were liked less when associated with effortful processing (135° of mental rotation) versus easier processing (45° of rotation). Complementing ‘fluency’ effects found in perceptuo-semantic research, valence emerged from action-related processing in a principled fashion. The findings imply that negative valence associations may underlie avoidance motivations, and have practical implications for educational/workplace contexts in which effort and positive affect are conducive to success.     

Serendipity in the Theater: Maude Adams as James M. Barrie's American Muse

A special niche in theatre history is addressed to begin to fill a void in the contemporary creativity literature. The present essay focuses on Maude Adams and James M. Barrie in an attempt to demonstrate that, serendipitously, Adams initially impacted Barrie's creative process, and thereafter became his platonic source of inspiration for the plays he created for her, meriting the belated title of muse. Set change theory is underscored as a plausible cognitive explanation for Barrie's illumination. The psychoanalytic theory of transference is proposed as an underlying mechanism for facilitating the change of mental set during the incubation stage. A brief discussion on a selective theoretical integration from the fields of cognitive psychology, psychoanalysis, and neuroscience is followed by conclusions.     

Psychoanalysis and change: Between curiosity and faith1

The IPA recently announced that it now recognized three sessions per week as a valid frequency for psychoanalytic treatment. From the debate that has ensued over the problems this decision is expected to cause, important insights can be gained into the current crisis of identity affl icting psychoanalysis. Technical aspects of therapy that were once considered peripheral have gradually acquired the status of core theoretical parameters. Freud was a man of science who was concerned with universal human phenomena. His disagreements with followers such as Jung and Adler centred on the major theoretical issues of the sexual nature of the libido and the existence of the unconscious. It is also interesting to note that Freud never distinguished between psychoanalysis and psychoanalytic psychotherapy. Where he did make a distinction, it was between psychoanalysis and the consciousness‐based psychotherapies, or those that used suggestion as a major tool. When the point has been reached where the frequency of sessions or the use of a couch is used to defi ne whether a treatment is psychoanalytic, some consideration of whether the right direction is being pursued is called for. A serious risk is being run of sacrifi cing our spirit of curiosity for the sake of tradition, becoming more concerned with repeating the formal aspects of practice than with the real purpose of psychoanalysis, the investigation of the most profound workings of human nature.     

Procedural fairness in performance appraisal: Beyond the review session

Utilizing an organizational justice perspective, this cross-organizational study developed procedural fairness dimensions for the appraisal review session and two contextual domains of the performance appraisal process. The contextual domains were: (a) the structure, policies, and support characterizing the formal appraisal system, and (b) the appraisal-related interactions that occur throughout the year between supervisors and subordinates. In addition, relationships of the three procedural variable sets and their respective individual variables with three fairness (two distributive justice and one global) criteria were assessed. Procedures from the session and system domains were found to be most useful for predicting the fairness criteria.     

RIASEC TYPES AND BIG FIVE TRAITS AS PREDICTORS OF EMPLOYMENT STATUS AND NATURE OF EMPLOYMENT

This prospective study investigated the validity of the Five-Factor Model (FFM) of personality and Holland's RIASEC vocational interest typology in predicting employment status and the nature of employment in a sample of graduating college seniors as they entered the job market. A sample of 934 senior college graduates enrolled in various academic subjects filled in Costa and McCrae's NEO-PI-R (1992) and Holland's Self-Directed Search (1979). One year after graduation, they were requested to describe their labor market positions and jobs, using the Position Classification Inventory (PCI; Gottfredson & Holland, 1991). Six hundred and twelve people responded to the second call, of whom 335 were employed and 66 unemployed. The incremental validity of the 2 models over and above each other was investigated in the sample of employed and unemployed subjects ( N = 401) using stepwise regression analysis. The results showed that Extraversion and Conscientiousness were the only valid predictors of employment status and that vocational interests did not show incremental validity over and above these factors. The RIASEC types, however, were clearly superior in explaining the nature of employment, underscoring the validity of Holland's hexagonal calculus assumptions. Employment reflecting Realistic, Social and Enterprising characteristics was to a limited extent predicted by four of the Big Five, except Neuroticism, over and above the RIASEC types. The findings are discussed in the framework of Schneider's Attraction-Selection-Attrition (ASA) theory (1987) concluding that Holland's RIASEC model is more employee-driven, being better at predicting the nature of employment, whereas the FFM is more employer-oriedted, with greater validity in evaluating the employability and employment status of applicants.