Age-related differences in guessing on free and forced recall tests

This study examined possible age-related differences in recall, guessing, and metacognition on free recall tests and forced recall tests. Participants studied categorised and unrelated word lists and were asked to recall the items under one of the following test conditions: standard free recall, free recall with a penalty for guessing, free recall with no penalty for guessing, or forced recall. The results demonstrated interesting age differences regarding the impact of liberal test instructions (i.e., forced recall and no penalty) relative to more conservative test instructions (i.e., standard free recall and penalty) on memory performance. Specifically, once guessing was controlled, younger adults’ recall of categorised lists varied in accordance with test instructions while older adults’ recall of categorised lists did not differ between conservative and liberal test instructions, presumably because older adults approach standard free recall tests of categorised lists with a greater propensity towards guessing than young adults.     

Mark Pope: Counseling's Sacred Weaver

Transformative cultural agent, networker and collaborator, professional leader, advocate for social justice, mentor, and scholar all describe roles that have defined the career of Mark Pope. Sacred weaver is a term that captures the essence of his unique place in the history of the professions of counseling and psychology. The authors use information from interviews with 6 widely recognized leaders in the fields of counseling and psychology and an interview with Pope himself to capture the essence of counseling's sacred weaver.     

Determination of the nature of stacking-fault tetrahedra in electron-irradiated silver by high-resolution structural imaging

Abstract

High-resolution structural imaging has been used to show that the great majority of stacking-fault tetrahedra produced in thin foils of electron-irradiated silver are of vacancy nature.     

The Big Picture of Individual Differences in Physical Activity Behavior Change: A Transdisciplinary Approach

The goal of this research is to utilize a transdisciplinary framework to guide the selection of putative moderators of the effectiveness of an intervention to promote physical activity behavior adoption and maintenance in the context of a randomized controlled intervention trial. Effective interventions to increase physical activity are sorely needed, and one barrier to the identification and development of such interventions is the lack of research targeted at understanding both the mechanisms of intervention efficacy and for whom particular interventions are effective. The purpose of this paper is to outline our transdisciplinary approach to understanding individual differences in the effectiveness of a previously successful exercise promotion intervention. We explain the rationale for and operationalization of our framework, characteristics of the study to which we apply the framework, and planned analyses. By embracing a transdisciplinary orientation for individual differences important in the prediction of physical activity (spanning molecular approaches, animal models, human laboratory models, and social psychological models), we hope to have a better understanding of characteristics of individuals that are important in the adoption and maintenance of physical activity.     

What Works for the Gander Does Not Work as Well for the Goose: The Effects of Leader Behavior

This study examines the effects of leader behaviors and leader gender on employees' perceptions of support from the organization and employee commitment to the organization. Ninety-one employees completed a survey measuring leader behaviors, perceived organizational support, and organizational commitment. Results confirmed the hypothesis that a high interpersonal orientation and high task orientation had the most positive effect on employee attitudes. However, the high interpersonal orientation and high task orientation were not equally effective for both female and male leaders. Employees perceived more support from the organization when their supervisors, either female or male, used a high consideration–high initiating structure style than when they used a low consideration–low initiating structure style. On the other hand, only those employees who work for a male supervisor who is high in consideration and high in initiating structure were more committed to the organization.