Distraction During Deployment: Marital Relationship Associations With Spillover for Deployed Army Soldiers

Military spouses often have concerns regarding the impact of their communication on soldiers during deployment. However, literature is mixed regarding how communication between soldiers and spouses may impact soldiers’ self-reported work functioning during deployment, suggesting the need to evaluate moderating factors. In the current study, 3 relationship factors (marital satisfaction, conflictual communication, and proportion of conversation focused on problems) were tested as moderators of communication frequency and negative marriage-to-work spillover for soldiers. Whereas the 3 relationship factors were independently related to negative spillover, none significantly moderated the relationship between communication frequency and spillover. The overall pattern of results suggests that (a) lower marital satisfaction, a focus on problems during communication, and conflictual communication are each strongly linked to spillover for deployed soldiers; and (b) military couples may be self-restricting deployment communication frequency when experiencing less marital satisfaction and higher rates of negative communication. Implications for communication during deployment are discussed.     

Specific Onboarding Practices for the Socialization of New Employees

Onboarding is frequently used by organizations to help socialize newcomers, but little research has focused on the specific onboarding practices organizations use or the effectiveness of those practices in facilitating newcomer adjustment. To begin addressing this gap, this study explores specific onboarding practices and evaluates the Inform‐Welcome‐Guide framework of onboarding practices. Data are presented from representatives of 10 organizations regarding what onboarding practices they offer and how those practices are offered. Three hundred seventy‐three new employees from those same 10 organizations also shared their perceptions of the practices they experienced, when those practices were experienced, and the perceived helpfulness of those practices. Lastly, the extent to which new employees were socialization was assessed. Several research questions and hypotheses among these variables were examined, and most of the hypotheses supported. Implications of these findings for future research and practice are discussed.     

It’s under control: Top-down search strategies can override attentional capture

Bacon and Egeth (1994) proposed that observed instances of attentional capture by feature singletons (e.g., color) were the result of a salience-based strategy adopted by subjects (singleton detection mode) and, thus, were not automatic. They showed that subjects could override capture by adopting strategies based on searching for specific target features (feature search mode). However, Theeuwes (2004) has recently argued that Bacon and Egeth’s results arose from experimental confounds. He elaborated a model in which attentional capture must be expected when salient distractors fall within a spatialwindow of attention. According to Theeuwes’s (2004) model, there exist two essential criteria for examining stimulus-driven capture. First, search latencies cannot increase with display size, since the search must be parallel; second, the salience of the irrelevant distractor must not be compromised by characteristics of the search display. Contrary to the predictions of Theeuwes’s (2004) model, we provide evidence that involuntary capture can be overridden when both of these criteria are met. Our results are consistent with Bacon and Egeth’s proposal.