Voice Onset Time in Ataxic Dysarthria

In eight patients with a purely ataxic syndrome due to cerebellar atrophy the voice onset time (VOT) of word-initial stop consonants was measured at the acoustic signal. The subjects had been asked to produce sentence utterances including either one of the German minimal pair cognates “Daten” (/datn/, “data”) and “Taten” (/tatn/, “deeds”). In addition, a master tape comprising the target words from patients and controls in randomized order was played to six listeners for perceptual evaluation. Two major findings emerged. First, the cerebellar subjects presented with a reduced categorical distinction of the VOT of voiced and unvoiced stop consonants. Second, the patients' target words with initial unvoiced plosive gave rise to a significantly increased number of misassignments at perceptual evaluation. To some extent comparable VOT disruptions have been noted in apraxia of speech and basal ganglia disorders. Thus, different pathomechanisms might result in similar VOT abnormalities.     

The value of auditory evoked brain stem potentials in the diagnosis of circulatory disorders in the area of vertebrobasilar circulation

The acoustically-evoked brain-stem potential in patients with vertebrobasilar insufficiency has enjoyed a varied diagnostic evaluation in the literature. Our own examinations reveal an advantage in subdividing AEBP changes into normal and marginal, slight and pronounced, within a group of patients with blood supply disorders in the vertebrobasilar region. AEBP permits inferences to be made on the extent of the damage. However, one should be chary of referring AEBP change of vascular origin to any particular section on the basis of these deductions alone. Only the comprehensive consideration of clinical symptoms, AEBP findings, and neuroradiological examination leads to a valid opinion on extent and location.     

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.     

Irreversible cerebral function loss (so-called brain death). Further experiences in diagnostic procedures

Analyzing international 15 years experiences the authors characterize the present situation of knowledges and practical possibilities concerning brain death diagnostics. It must be differentiated between generally accepted obliging criterions and the remaining space of responcibility of the neurologist, who is acting as a member of a brain death commission. In this frame procedures have to be chosen, which allow to diagnosticate without any doubt and as early as possible. Further developmental possibilities are shown.     

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