Effects of subgrouping in stuttering research

The most frequently utilized research design in stuttering research compares stutterers to nonstutterers, with the assumption that stutterers represent a homogeneous group. The present study examines the effects of subgrouping stuttering subjects. Sample populations were randomly selected from a pool of stuttering children, successively increasing the stringency of selection criteria for group membership. The groups were contrasted across five dependent variables. The results indicated that the performance differences between the groups increased as the selection criteria became more stringent. The findings were interpreted as supporting the need to more closely examine the individual differences of stutterers, deviating from the traditional research paradigm.     

A note to Bollen's alternative fit measure

The problem of dependence of the nonnormed fit index on sample size in covariance structure analysis is discussed. Contrary to Bollen (1986) we show that the mean of the nonnormed fit index is independent of sample size for true and almost true models whereas Bollen's alternative index does depend on sample size.     

Tracking the speech signal – Time-locked MEG signals during perception of ultra-fast and moderately fast speech in blind and in sighted listeners

Blind people can learn to understand speech at ultra-high syllable rates (ca. 20 syllables/s), a capability associated with hemodynamic activation of the central-visual system. To further elucidate the neural mechanisms underlying this skill, magnetoencephalographic (MEG) measurements during listening to sentence utterances were cross-correlated with time courses derived from the speech signal (envelope, syllable onsets and pitch periodicity) to capture phase-locked MEG components (14 blind, 12 sighted subjects; speech rate = 8 or 16 syllables/s, pre-defined source regions: auditory and visual cortex, inferior frontal gyrus). Blind individuals showed stronger phase locking in auditory cortex than sighted controls, and right-hemisphere visual cortex activity correlated with syllable onsets in case of ultra-fast speech. Furthermore, inferior-frontal MEG components time-locked to pitch periodicity displayed opposite lateralization effects in sighted (towards right hemisphere) and blind subjects (left). Thus, ultra-fast speech comprehension in blind individuals appears associated with changes in early signal-related processing mechanisms both within and outside the central-auditory terrain.     

Employees' Political Skill and Job Performance: An Inverted U‐Shaped Relation?

During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U‐shape. Findings from two field studies (N₁ = 178, N₂ = 115 employee‐supervisor‐colleague triads) that incorporated different sample characteristics (early career employees, established employees), job performance dimensions (overall, task, contextual, and adaptive performance), and rating sources (supervisors and colleagues) supported this idea. Across different analyses, employees with intermediate levels of political skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working relationships with their raters generally received higher job performance ratings, the decreases in the job performance ratings of employees high in political skill were less pronounced when they had close relationships.     

Personality,Punishment and Public Goods: Strategic Shifts Towards Cooperation as a Matter of Dispositional Honesty–Humility

Contributions in the public goods game—a classical social dilemma situation—have been shown to depend strongly on the presence versus absence of punishment or sanctions for free riders. Also, there appear to be noteworthy individual differences in the degree to which decision makers cooperate. Herein, we aimed to bring these two lines of research together. Firstly, we predicted that both presence of punishment and high dispositional Honesty–Humility (as conceptualized in the Honesty–Humility, Emotionality, eXtraversion, Agreeableness, Conscientiousness, Openness to experience model of personality) should yield higher contributions. Secondly, and more importantly, we expected an interaction, such that only those low in Honesty–Humility would condition their behaviour on the presence versus absence of punishment, thus employing cooperation strategically. In line with the hypothesis, the results of two experiments (one of which comprised a longitudinal design) corroborated that the degree to which decision makers shift towards higher contributions when punishment is introduced depends on their dispositional level of Honesty–Humility. Copyright © 2011 John Wiley & Sons, Ltd.     

Not Enough of a ‘Dark’ Trait? Linking Machiavellianism to Job Performance

Machiavellianism is typically considered to encompass rather negatively connoted characteristics such as being ruthless, deceitful or self‐centred. Concerning its influence on job performance, there have been notions about a positive linear association as well as a negative one. Somewhat reflecting these different views, a recent meta‐analysis regarding this link indicated both large variability in respective empirical investigations and no substantial linear association. Herein, we aimed to integrate the theoretical underpinnings of both perspectives of a linear link by proposing an inverted U‐shaped relation between Machiavellianism and job performance. Using data from n = 235 dyads of self‐rating and colleague rating, results supported this hypothesis with regard to the three dimensions of organisational citizenship behaviour, whereas no support was found with regard to task performance. More precisely, intermediate levels of Machiavellianism yielded the highest organisational citizenship behaviour as compared with both lower and higher levels—although employees with lower levels had outcomes nearly as high as those of employees with intermediate levels. Further, tenure was found to moderate the curvilinear relation between Machiavellianism and organisational citizenship behaviour directed at individuals. In sum, this investigation might help to disentangle different understandings of the effects of Machiavellianism in organisational life and beyond. Copyright © 2013 European Association of Personality Psychology