Timing of retirement: Including a delay discounting perspective in retirement models

This research examined the influence of delay and anticipated health and enjoyment on the amount of retirement savings sacrificed for early retirement. In addition to testing and supporting predictions that willingness to sacrifice retirement savings would be less with shorter delays to retirement, greater anticipated health, and greater anticipated enjoyment, an individual difference delay discounting measure derived from experimental studies was used to extend the Beehr, Glazer, Nielson, and Farmer’s (2000) model of retirement age. We predicted and found that oldest preferred retirement age related to personal characteristics, current work factors, future retirement factors, and individual differences in delay discounting, with greater delay discounting being associated with a younger preferred retirement age. Findings suggest that delay discounting is an important consideration in retirement planning and also highlight the significance that retirement expectations and being tired of work have in affecting one’s preferred retirement age.     

The utilization of visual information in the control of reciprocal aiming movements

Two experiments examined on-line processing during the execution of reciprocal aiming movements. In Experiment 1, participants used a stylus to make movements between two targets of equal size. Three vision conditions were used: full vision, vision during flight and vision only on contact with the target. Participants had significantly longer movement times and spent more time in contact with the targets when vision was available only on contact with the target. Additionally, the proportion of time to peak velocity revealed that movement trajectories became more symmetric when vision was not available during flight. The data indicate that participants used vision not only to 'home-in' on the current target, but also to prepare subsequent movements. In Experiment 2, liquid crystal goggles provided a single visual sample every 40 ms of a 500 ms duty cycle. Of interest was how participants timed their reciprocal aiming to take advantage of these brief visual samples. Although across participants no particular portion of the movement trajectory was favored, individual performers did time their movements consistently with the onset and offset of vision. Once again, performance and kinematic data indicated that movement segments were not independent of each other.     

Using “War Stories” to Train for Adaptive Performance: Is it Better to Learn from Error or Success?

On s’est demandé, dans cette recherche, si un séminaire exploitant les erreurs pouvait améliorer les performances. 59 pompiers expérimentés en formation sur les problèmes de commandement ont participéà cette étude. Des scènes de guerre ont été conçues à partir d’évènements réels pour illustrer des décisions hiérarchiques dont les suites furent heureuses ou malheureuses. Deux méthodes de formation ont été comparées et évaluées. Un premier groupe a été confrontéà des études de cas contenant des erreurs de management aux conséquences graves sur l’intervention contre l’incendie (formation avec erreurs) alors qu’un second groupe était soumis à la même série d’études de cas, sinon que les cas décrivaient des situations gérées correctement avec leurs conséquences (formation sans erreur). Les résultats confortent l’hypothèse qu’il vaut mieux apprendre à partir des erreurs des autres plutôt qu’à partir de leurs réussites. On analyse les leçons à en tirer pour la formation. The study examines whether error exposure training can enhance adaptive performance. Fifty‐nine experienced fire‐fighters undergoing training for incident command participated in the study. War stories were developed based on real events to illustrate successful and unsuccessful incident command decisions. Two training methodologies were compared and evaluated. One group was trained using case studies that depicted incidents containing errors of management with severe consequences in fire‐fighting outcomes (error‐story training) while a second group was exposed to the same set of case studies except that the case studies depicted the incidents being managed without errors and their consequences (errorless‐story training). The results provide some support for the hypothesis that it is better to learn from other people's errors than from their successes. Implications for training are discussed.     

GRADSCOPE: An Analysis of the Item Structure and a Survey of Usage

Two studies of GRADSCOPE, the most widely-used system for computer-assisted careers guidance in higher education in Britain, are reported. The first is an item analysis of the GRADSCOPE questionnaire. The six-factor solution from this factor analysis suggests that, with the exception of the Artistic theme, the content domain of the GRADSCOPE questionnaire covers Holland's occupational themes, and that GRADSCOPE is primarily concerned with the motivational component rather than the performance requirements of jobs. The second study, a postal survey of careers services and careers advisers about their experiences of using the interactive version of GRADSCOPE, aimed to examine the potential of interactive systems to effect change in careers work.     

Validating Personnel Selection: A Process Model for Research and Practice

This article highlights the need for a clearer conceptual appreciation of the relationships among and between predictors and criteria, and for a better understanding of measurement issues in selection. A process model of selection is outlined that includes recent research on the changing relationships of ability to performance at different stages of skill acquisition, the interaction between type of task and validity, the role of motivational constructs in the measurement and validation process, and the reciprocally interacting influences of work experience and individual characteristics. Comment is offered on issues such as general versus specific abilities, the ‘big five’in personality, aptitude by treatment or training interactions and maximal versus typical performance. Measurement issues are discussed throughout, but particularly in relation to the assessment process.     

Changes and responsibilities: Policy challenges confronting careers guidance in New Zealand

Several policy shifts and changes to careers guidance that have occurred in New Zealand recently are examined, and the difficulties faced by counsellors in coping with the ongoing change are highlighted. These developments are discussed in the broader context of major economic changes and evolving organisational structures in New Zealand among many other countries. Lessons drawn from the New Zealand experience include the importance of evaluating services, being prepared for change, and being open to new ideas where change is inevitable.     

Behavioral phenotype of individuals with Down syndrome

Evidence is reviewed for a developmentally-emerging behavioral phenotype in individuals with Down syndrome that includes significant delay in nonverbal cognitive development accompanied by additional, specific deficits in speech, language production, and auditory short-term memory in infancy and childhood, but fewer adaptive behavior problems than individuals with other cognitive disabilities. Evidence of dementia emerges for up to half the individuals studied after age 50. Research issues affecting control group selection in establishing phenotypic characteristics are discussed, as well as the possible genetic mechanisms underlying variation in general cognitive delay, specific language impairment, and adult dementia. MRDD Research Reviews 2000;6:84-95. Wiley-Liss, Inc.     

Integrating Individual and Organizational Perspectives for Career Development and Change

This article illustrates how traditional concepts of person-environment fit and transition can be adapted to deal with change, and highlights the advantages of an integrated organizational and individual perspective on career development. Using an adapted version of the Minnesota Theory of Work Adjustment and a “Me Incorporated” metaphor, the article illustrates the need for both the individual and an organization to consider immediate and future demand and supply factors in relation to the other. In addition to placing a change overlay on training, selection and career development, the article illustrates how recommendations for dealing with organizational change can be adapted for use by “Me Incorporated”.     

Episodic knowledge and implicit learning

Despite nearly 20 years of controversy, researchers are still divided over the contributions of abstract and episodic knowledge to performance on implicit learning tasks, and whether these types of knowledge exert their effects unintentionally or unconsciously. The present paper reviews the evidence taken to support the episodic account of implicit learning. Although substantial evidence suggests that episodic knowledge influences performance on implicit learning tasks, at present there are no techniques for testing whether these influences occur outside of awareness. It is argued that future research should investigate whether the retrieval of episodic knowledge in implicit learning tasks is insensitive to intentional control, rather than focus on the issue of awareness. Preliminary evidence suggesting that episodic knowledge can exert a nonintentional influence on task performance is reviewed, followed by a discussion of the status of consciousness as an explanatory construct in psychology.