Confirmation and the generalized Nagel–Schaffner model of reduction: a Bayesian analysis

Synthese - In their 2010 (Erkenntnis 73:393–412) paper, Dizadji-Bahmani, Frigg, and Hartmann (henceforth ‘DFH’) argue that the generalized version of the Nagel–Schaffner...     

How challenging was your work today? The role of autonomous work motivation

The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation represents the degree to which motivation for putting effort in work is intrinsic (i.e., with a sense of volition and personal choice) or has been internalized (i.e., without feelings of internal or external pressure). In order to test our hypotheses, we employed a diary methodology and followed 153 secondary school teachers throughout five consecutive working days. The results of multilevel modelling provided support for the hypothesized research model. On days when teachers experienced more challenges, they also experienced more positive affect and more engagement in their work on the same day, and this relationship could be explained by (higher) autonomous work motivation on that day. In contrast, on days when teachers experienced more hindrance demands, they experienced less positive affect and less work engagement, and this process was explained by (reduced) autonomous work motivation that day. Our findings add to the literature by showing that daily autonomous motivation as a motivational process can explain why daily challenge and hindrance demands are differentially related to positive well-being at work.     

Metacognitive Habits: Contradiction in Terms or Valid Theoretical Concept? The Role of Metacognition in Habitual Behavior

The aim of the present article is to present data showing that habitual actions might be conceptualized as metacognitive habits. The study is based on 3 data collections assessing smoking and school attendance. Habits were measured by a self-report habit index (SRHI) scale that assesses the level in which given behaviors are performed without self-awareness. Metacognitions were measured by the Mental Constructions (MCs) scale that assesses the level of awareness in performing behaviors in question. The results show that MCs and SRHI have (a) moderate to strong positive correlations and (b) similar relations to dependent variables. The study concludes that the further explorations of metacognitive habits are warranted.     

Do Applicants Fake Their Personality Questionnaire Responses and How Successful are Their Attempts? A Case of Military Pilot Cadet Selection

This paper presents the results of three interrelated studies investigating the occurrence of response distortion on personality questionnaires within selection and the success of applicants in faking situations. In Study 1, comparison of the Big Five personality scores obtained from applicants in a military pilot cadet selection procedure with participants responding honestly, faking good, and faking an ideal candidate revealed that applicants responded more desirable than participants responding honestly but less desirable than respondents under fake instructions. The occurrence of faking within the military pilot selection process was replicated in Study 2 using the Eysenck Personality Questionnaire and another comparison group. Finally, in Study 3, comparison of personality profiles obtained in selection and ‘fake job’ situations with experts' estimates indicated that participants were partially successful in faking the desirable profile.