Interference due to shared features between action plans is influenced by working memory span

In this study, we examined the interactions between the action plans that we hold in memory and the actions that we carry out, asking whether the interference due to shared features between action plans is due to selection demands imposed on working memory. Individuals with low and high working memory spans learned arbitrary motor actions in response to two different visual events (A and B), presented in a serial order. They planned a response to the first event (A) and while maintaining this action plan in memory they then executed a speeded response to the second event (B). Afterward, they executed the action plan for the first event (A) maintained in memory. Speeded responses to the second event (B) were delayed when it shared an action feature (feature overlap) with the first event (A), relative to when it did not (no feature overlap). The size of the feature-overlap delay was greater for low-span than for high-span participants. This indicates that interference due to overlapping action plans is greater when fewer working memory resources are available, suggesting that this interference is due to selection demands imposed on working memory. Thus, working memory plays an important role in managing current and upcoming action plans, at least for newly learned tasks. Also, managing multiple action plans is compromised in individuals who have low versus high working memory spans.     

Why Jesus?

Jesus plays potentially a uniquely important role in relation to the world's greatest needs. To respond to the global crisis, we need historical consciousness. The source of historical consciousness is the prophetic tradition. Through Jesus the prophetic tradition became widely available and important. However, this consciousness has been responsible for great evil as well as great good, often bound up with we/they thinking and the use of violence. Jesus’ teaching of love of the enemy in principle overcomes this tendency and points to way forward.     

Star Performers in Twenty‐First Century Organizations

We argue that changes in the nature of work in 21st‐century organizations have led to the emergence of star performers—a few individuals who contribute a disproportionate amount of output. We describe how stars negate the long‐held belief that the distribution of individual performance is normal and, instead, suggest an underlying power law distribution. In addition, we offer 9 propositions to guide future empirical research on star performers and an underlying power law distribution of individual performance. We describe how the presence of stars is likely to affect all individual‐, team‐, and firm‐level management theories addressing individual performance directly or indirectly, but focus on specific implications for those addressing human capital, turnover, compensation, downsizing, leadership, teamwork, corporate entrepreneurship, and microfoundations of strategy. In addition, we discuss methodological considerations necessary to carry out our proposed research agenda. Finally, we discuss how a consideration of star performers has important implications for management practice.     

Accurate and biased perceptions of responsive support predict well-being

The current research examined effects of accurate and biased perceptions of romantic partners’ responsive support provision on perceivers’ well-being. Perceivers discussed a personal problem with their romantic partners (“targets”). Perceivers’ perceptions of targets’ responsive support following the discussion were related to external indicators of targets’ behavior, but these perceptions also were predicted by perceivers’ sentiments toward targets, suggesting that processes underlying perceivers’ perceptions were a blend of both accuracy and bias. In addition, both accurately perceived and biased perceptions of targets’ responsiveness predicted perceivers’ personal well-being (i.e., affect, coping, self-efficacy) and interpersonal well-being (i.e., more positive sentiments toward targets) immediately after the support interaction, 2 weeks later, and 6 months later. Results suggest that accurate and biased cognition during interpersonal interactions can have important consequences for perceivers’ personal and interpersonal well-being through effects on perceived partner responsiveness.     

The State of Research on Situational Judgment Tests: A Content Analysis and Directions for Future Research

Situational judgment tests (SJTs) have become popular selection methods, with 59 empirical studies having been published since 1990. In contrast to prior narrative reviews or meta-analyses, this study develops (a) a comprehensive structure of SJT features, or “attributes,” (b) uses this structure to quantitatively and qualitatively summarize existing research in a content analysis, and then (c) uses the content analysis to generate directions for future research. The review is organized around a single question: What are the current practices in SJT research? Using this question as a foundation, we focus the content analysis on three significant theoretical and practical themes: (a) SJT development, scoring methods, and uses; (2) types of reliability estimates reported for SJTs, and (3) attributes that enhance or reduce internal consistency reliability.     

Exploring Differential Subgroup Functioning on SAT Writing Items: What Happens When English Is Not a Test Taker's Best Language?

The purpose of this study is to explore patterns in model-data fit related to subgroups of test takers from a large-scale writing assessment. Using data from the SAT, a calibration group was randomly selected to represent test takers who reported that English was their best language from the total population of test takers (N = 322,011). A reference scale for the items was constructed based on EBL responses. Response behaviors of test takers who reported that English was not their best language (ENBL) were examined in relationship to this reference scale. This study illustrates the use of differential subgroup analyses to identify patterns related to person misfit within subgroups, as well as subsets of items, that may affect the validity of writing scores for ENBL test takers. The methodology described here offers an approach that can be used to explore, understand, and improve the validity of scores obtained from ENBL test takers in large-scale writing assessments.     

The Influence of Rater Effects in Training Sets on the Psychometric Quality of Automated Scoring for Writing Assessments

Automated essay scoring engines (AESEs) are becoming increasingly popular as an efficient method for performance assessments in writing, including many language assessments that are used worldwide. Before they can be used operationally, AESEs must be “trained” using machine-learning techniques that incorporate human ratings. However, the quality of the human ratings used to train the AESEs is rarely examined. As a result, the impact of various rater effects (e.g., severity and centrality) on the quality of AESE-assigned scores is not known. In this study, we use data from a large-scale rater-mediated writing assessment to examine the impact of rater effects on the quality of AESE-assigned scores. Overall, the results suggest that if rater effects are present in the ratings used to train an AESE, the AESE scores may replicate these effects. Implications are discussed in terms of research and practice related to automated scoring.     

Identity Fusion,Extreme Pro‐Group Behavior,and the Path to Defusion

Identity fusion refers to a visceral sense of oneness with an ingroup. For fused individuals, group membership is not a means to an end (e.g., a positive social identity). Rather, membership is an all‐absorbing goal in itself; little other than the group matters. Group membership is also seen as enduring, sustained by chronically activated psychological structures as well as features of the context. Fellow group members are likewise seen as permanent members of the group, as they are members of the ingroup “family”. And just as family members are compelled to make extreme sacrifices for their family, so too are highly fused individuals – including even the ultimate sacrifice. These efforts to protect the ingroup can have negative consequences when, for example, people become strongly fused to groups that are devoted to extreme, anti‐social behaviors. In such instances, it may be prudent to encourage “defusion” from the group, but the emotional investment associated with fusion may thwart such efforts. We discuss the implications of these and related considerations.     

Asymmetries in perceptions of self and others' hypocrisy: Rethinking the meaning and perception of the construct

This article examines how people recall and describe instances of hypocrisy in their own and others' behavior. Participants (N = 302) provided two written examples. The first example recalled a time when someone called the participant a hypocrite, whereas the other recalled an instance when the participant perceived someone else's behavior as hypocritical. The first goal of the study was to discover if real‐world examples of hypocrisy reflect only mere inconsistency, consistent with the construct's narrow use in psychology, or if they contain other distinctive defining features. A typology was used to code the examples, based loosely on Crisp and Cowton's philosophical distinction between four forms of hypocrisy: direct inconsistency, pretense, blame, and complacency. The second goal was to uncover reliable actor–observer differences in perceptions of hypocrisy. Results indicated that the four forms occur in real‐world examples of both self and others' hypocrisy. Interestingly, a new fifth form, indirect inconsistency, emerged from the data, adding nuance to the initial hypothesis. Finally, several actor–observer differences in perceptions of hypocrisy arose and are discussed. The results indicate that hypocrisy is a much more complicated phenomenon than previously considered and provide the impetus for new areas of research. Copyright © 2014 John Wiley & Sons, Ltd.