On the ambiguity of interaction and nonlinear main effects in a regime of dependent covariates

The analysis of large experimental datasets frequently reveals significant interactions that are difficult to interpret within the theoretical framework guiding the research. Some of these interactions actually arise from the presence of unspecified nonlinear main effects and statistically dependent covariates in the statistical model. Importantly, such nonlinear main effects may be compatible (or, at least, not incompatible) with the current theoretical framework. In the present literature, this issue has only been studied in terms of correlated (linearly dependent) covariates. Here we generalize to nonlinear main effects (i.e., main effects of arbitrary shape) and dependent covariates. We propose a novel nonparametric method to test for ambiguous interactions where present parametric methods fail. We illustrate the method with a set of simulations and with reanalyses (a) of effects of parental education on their children’s educational expectations and (b) of effects of word properties on fixation locations during reading of natural sentences, specifically of effects of length and morphological complexity of the word to be fixated next. The resolution of such ambiguities facilitates theoretical progress.     

Wisdom in the Military Context

On the basis of the Berlin wisdom paradigm, we define wisdom in the military context as expert knowledge and judgment concerning in extremis military operations. We measured wisdom in the military context by asking participants to give advice to an inexperienced officer facing an in extremis operation; subsequently, we coded their responses. Data were provided by 74 senior noncommissioned officers (NCOs) in the U.S. defense forces. In support of convergent validity, wisdom in the military context was positively related to general objective wisdom and general self-assessed wisdom. Relationships of wisdom in the military context and general objective wisdom with Big Five personality characteristics were nonsignificant, whereas general self-assessed wisdom was positively related to extraversion, agreeableness, and openness to experience, and it was negatively related to neuroticism. The findings provide initial support for the validity of the new wisdom in the military context measure. We discuss several implications for future research and practice regarding wisdom in the military context.     

Career adaptability and career entrenchment

Career adaptability constitutes a resource that can help employees to effectively manage career changes and challenges. The goal of this study was to investigate the relationship between the two higher-order constructs of career adaptability and career entrenchment (i.e., the perceived inability and/or unwillingness to pursue new career opportunities), as well as relationships among the dimensions of career adaptability and career entrenchment. We hypothesized a negative relationship between overall career adaptability and career entrenchment, and more differentiated associations among their dimensions. Data for this study came from 404 employees in Brazil. Results of structural equation modeling showed that overall career adaptability weakly negatively predicted overall career entrenchment (standardized effect = − .13), after controlling for age, gender, education, and job tenure. More differentiated findings emerged at the dimension level. Future research should examine the mechanisms and boundary conditions of the relationship between career adaptability and career entrenchment.     

What Does it Take to Break the Silence in Teams: Authentic Leadership and/or Proactive Followership?

Leadership may help break the silence in teams, but this may not be equally true for all employees. Using behavioral plasticity theory, we propose that authentic leadership—a set of leadership behaviors through which leaders enact their true selves—reduces silence and motivates speaking up in employees low on proactive personality, but hardly affects employees who are proactive by nature, because proactive employees are less susceptible to social influences. Using data from 223 employees (nested in 45 work teams), we indeed find authentic leadership to reduce silence in employees with less proactive personalities, but not in more proactive employees. We discuss theoretical and practical implications for silence and authentic leadership.     

Normal aging increases discriminal dispersion in visuospatial short-term memory

Computational models of cognitive aging propose that age-related decrements in cognitive performance, including short-term memory (STM), result from less distinct stimulus representations. When applied to visual STM, these models predict higher discriminal dispersion (L. L. Thurstone, 1927, Psychophysical analysis, The American Journal of Psychology, 38, 368-389.) in older adults than in younger adults. To test this prediction, we used a change-detection paradigm for visuospatial locations, with different levels of cognitive load (one, three, or five items) and retention interval (100 or 1,000 ms). Adult age differences were not reliable at Load 1, but were substantial at Loads 3 and 5. Effects of retention time did not differ across age groups, suggesting that age-related differences originated mainly from early processing stages. Applying a mixture model to the data revealed age-related increases in discriminal dispersion and decreases in asymptotic discrimination performance (indexing STM capacity). We concluded that age-related declines in discriminal dispersion, in addition to increasing capacity limitations, impair visual STM performance with advancing adult age. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Correction to: HYPE: A System of Hyperintensional Logic (with an Application to Semantic Paradoxes)

Journal of Philosophical Logic - The original version of the article unfortunately contained a mistake. The author missed to mention the support by a EU-funded research network that he is involved...     

Take a break! Benefits of sleep and short breaks for daily work engagement

The current study investigates the benefits of a good night’s sleep and short work breaks for employees’ daily work engagement. It is hypothesized that sleep and self-initiated short breaks help restore energetic and self-regulatory resources which, in turn, enable employees to experience high work engagement. A daily diary study was conducted with 107 employees who provided data twice a day (before lunch and at the end of the working day) over 5 workdays (453 days in total). Multilevel regression analyses showed that sleep quality and short breaks were beneficial for employees’ daily work engagement. After nights employees slept better, they indicated higher work engagement during the day. Moreover, taking self-initiated short breaks from work in the afternoon boosted daily work engagement, whereas taking short breaks in the morning failed to predict daily work engagement. Taking short breaks did not compensate for impaired sleep with regard to daily work engagement. Overall, these findings suggest that recovery before and during work can foster employees’ daily work engagement.     

Career adaptability: A meta-analysis of relationships with measures of adaptivity,adapting responses,and adaptation results

Career adaptability, a psychosocial resource for managing career-related tasks, transitions, and traumas, is a central construct in career construction theory and the field of vocational psychology. Based on the career construction model of adaptation, we conducted a meta-analysis to examine relationships of career adaptability with measures of adaptivity, adapting responses, adaptation results, and demographic covariates. Results based on a total of 90 studies show that career adaptability is significantly associated with measures of adaptivity (i.e., cognitive ability, big five traits, self-esteem, core self-evaluations, proactive personality, future orientation, hope, and optimism), adapting responses (i.e., career planning, career exploration, occupational self-efficacy, and career decision-making self-efficacy), adaptation results (i.e., career identity, calling, career/job/school satisfaction, affective organizational commitment, job stress, employability, promotability, turnover intentions, income, engagement, self-reported work performance, entrepreneurial outcomes, life satisfaction, and positive and negative affect), as well as certain demographic characteristics (i.e., age, education). Multiple regression analyses based on meta-analytic correlations demonstrated the incremental predictive validity of career adaptability, above and beyond other individual difference characteristics, for a variety of career, work, and subjective well-being outcomes. Overall, the findings from this meta-analysis support the career construction model of adaptation.