Capuchin monkeys’ use of human and conspecific cues to solve a hidden object-choice task

Learning by watching others can provide valuable information with adaptive consequences, such as identifying the presence of a predator or locating a food source. The extent to which nonhuman animals can gain information by reading the cues of others is often tested by evaluating responses to human gestures, such as a point, and less often evaluated by examining responses to conspecific cues. We tested whether ten brown capuchin monkeys (Cebus [Sapajus] apella) were able to use cues from monkeys and a pointing cue from a human to obtain hidden rewards. A monkey could gain access to a reward hidden in one of two locations by reading a cue from a conspecific (e.g., reaching) or a human pointing. We then tested whether they could transfer this skill from monkeys to humans, from humans to monkeys, and from one conspecific to another conspecific. One group of monkeys was trained and tested using a conspecific as the cue-giver and was then tested with a human cue-giver. The second group of monkeys was trained and tested with a human cue-giver and was then tested with a monkey cue-giver. Monkeys that were successful with a conspecific cue-giver were also tested with a novel conspecific cue-giver. Monkeys learned to use a human point and conspecific cues to obtain rewards. Monkeys that had learned to use the cues of a conspecific to obtain rewards performed significantly better than expected by chance when they were transferred to the cues of a novel conspecific. Monkeys that learned to use a human point to obtain rewards performed significantly better than expected by chance when tested while observing conspecific cues. Some evidence suggested that transferring between conspecific cue-givers occurred with more facility than transferring across species. Results may be explained by simple rules of association learning and stimulus generalization; however, spontaneous flexible use of gestures across conspecifics and between different species may indicate capuchins can generalize learned social cues within and partially across species.     

Are measures of self-esteem,neuroticism, locus of control,and generalized self-efficacy indicators of a common core construct?

The authors present results of 4 studies that seek to determine the discriminant and incremental validity of the 3 most widely studied traits in psychology-self-esteem, neuroticism, and locus of control-along with a 4th, closely related trait-generalized self-efficacy. Meta-analytic results indicated that measures of the 4 traits were strongly related. Results also demonstrated that a single factor explained the relationships among measures of the 4 traits. The 4 trait measures display relatively poor discriminant validity, and each accounted for little incremental variance in predicting external criteria relative to the higher order construct. In light of these results, the authors suggest that measures purporting to assess self-esteem, locus of control, neuroticism, and generalized self-efficacy may be markers of the same higher order concept.     

Relationship of core self-evaluations to goal setting, motivation, and performance.

A newly developed personality taxonomy suggests that self-esteem, locus of control, generalized self-efficacy, and neuroticism form a broad personality trait termed core self-evaluations. The authors hypothesized that this broad trait is related to motivation and performance. To test this hypothesis, 3 studies were conducted. Study 1 showed that the 4 dispositions loaded on 1 higher order factor. Study 2 demonstrated that the higher order trait was related to task motivation and performance in a laboratory setting. Study 3 showed that the core trait was related to task activity, productivity as measured by sales volume, and the rated performance of insurance agents. Results also revealed that the core self-evaluations trait was related to goal-setting behavior. In addition, when the 4 core traits were investigated as 1 nomological network, they proved to be more consistent predictors of job behaviors than when used in isolation.     

Evaluation of self-administered rational emotive therapy programs for interpersonal anxiety

Self-administered rational emotive therapy (RET), withA New Guide to Rational Living (Ellis & Harper, 1975), as the treatment manual, was evaluated by comparing three groups which varied in terms of therapist contact (therapist administered, minimal contact, self-administered). University students who volunteered for the research program involving the treatment of interpersonal anxiety were randomly assigned to one of these treatments or to a wait-list control group. The results for 72 subjects who completed the 5-week program indicated the three treatment groups made significant gains over untreated controls on some of the self-report measures. No between-group differences appeared on ratings by significant others. A four- to five-month follow-up, which obtained data from 41 (58%) of the subjects, provided some support for the maintenance of treatment effects for the therapist administered and minimal contact groups. Correlations of assessed irrational beliefs with outcome measures provided some support for the RET model.Norris D. Vestre, Ph.D., is a Professor in the Department of Psychology, Arizona State University. Terrence J. Judge, M.C., R.N.C., is a nurse therapist at Camelback Vista Treatment Center, Scottsdale, Arizona.     

Core Self‐Evaluations in Germany: Validation of a German Measure and its Relationships with Career Success

The present study reports the results of a validation of a German version of the Core Self‐Evaluations Scale (CSES) and its relationships with career success. Data were collected in three occupational samples to address various aspects of validation. Our results confirm the proposed one‐factor structure of the scale as well as convergent, discriminant, criterion, and predictive validity. Furthermore, the German CSES shows incremental validity over the individual core traits (neuroticism, self‐esteem, self‐efficacy, and locus of control), the Big Five, and positive and negative affect. Thus, the German version of the Core Self‐Evaluations Scale is a reliable, valid, and economic measure for both research and practical applications. Furthermore, hypothesised relationships of core self‐evaluations with objective as well as subjective career success were confirmed. Possible explanations of these relationships are discussed. On présente dans cet article une étude de validation d'une version allemande de la Core Self‐Evaluation Scale (CSES) avec son rapport au succès professionnel. Les données ont été recueillies auprès d'échantillons relevant de trois métiers pour couvrir plusieurs aspects de la validation. Nos résultats confirment la structure unifactorielle attendue ainsi que les validités convergente, discriminante, prédictive et critérielle. En outre, la CSES allemande présente une validité incrémentielle pour le Big Five, les émotions positives et négatives et les traits centraux individuels (névrotisme, estime de soi, auto‐efficience et locus of control). La version allemande de la CSES est par conséquent un outil fidèle, valide et économique aussi bien pour la recherche que pour les applications pratiques. Sans compter qu'ont été confirmées les relations supposées des auto‐évaluations centrales avec le succès professionnel, qu'il soit objectif ou subjectif. On analyse les raisons possibles de ces relations.     

How the rich (and happy) get richer (and happier): relationship of core self-evaluations to trajectories in attaining work success

In this study, the authors linked core self-evaluations to job and work success. Utilizing a dynamic design from participants in the National Longitudinal Surveys of Youth (NLSY79), core self-evaluations were hypothesized to predict individuals' intercepts (starting levels of success), and their growth trajectories (slope of individuals' success over time) with respect to job satisfaction, pay, and occupational status. Results indicated that higher core self-evaluations were associated with both higher initial levels of work success and steeper work success trajectories. Education and health problems that interfere with work mediated a portion of the hypothesized relationships, suggesting that individuals with high core self-evaluations have more ascendant jobs and careers, in part, because they are more apt to pursue further education and maintain better health.     

Capitalizing on one's advantages: role of core self-evaluations

The authors examined (a) whether core self-evaluations in adolescence and young adulthood predict income at midlife and (b) whether people with positive core self-evaluations are more likely to capitalize on advantages resulting from family socioeconomic status and academic achievement, resulting in even higher levels of income at midcareer. The sample consisted of participants from the National Longitudinal Survey of Youth, a national probability sample that first surveyed participants in 1979. The authors found that core self-evaluations and family socioeconomic status and academic achievement predict income and that, furthermore, high core self-evaluations enhance the benefits derived from these factors. Overall, it appears that individuals with positive core self-evaluations are particularly adept at translating early advantages into later economic success.     

The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: a field study

The present study examined the effect of applicant influence-tactic use on recruiter perceptions of fit. Two tactics, ingratiation and self-promotion, were expected to have positive effects on recruiter perceptions of fit and on recruiter hiring recommendations. In addition, the authors expected recruiter fit perceptions to mediate the relationship between applicant influence tactics and recruiter hiring recommendations. Results suggested that ingratiation had a positive effect on perceived fit and recruiter hiring recommendations (and indirectly, on receipt of a job offer). In addition, perceived fit mediated the relationship between ingratiation and hiring recommendations. The effects of self-promotion on fit and hiring recommendations were generally weak and nonsignificant. Implications and directions for future research are discussed.     

Transformational and transactional leadership: a meta-analytic test of their relative validity

This study provided a comprehensive examination of the full range of transformational, transactional, and laissez-faire leadership. Results (based on 626 correlations from 87 sources) revealed an overall validity of .44 for transformational leadership, and this validity generalized over longitudinal and multisource designs. Contingent reward (.39) and laissez-faire (-.37) leadership had the next highest overall relations; management by exception (active and passive) was inconsistently related to the criteria. Surprisingly, there were several criteria for which contingent reward leadership had stronger relations than did transformational leadership. Furthermore, transformational leadership was strongly correlated with contingent reward (.80) and laissez-faire (-.65) leadership. Transformational and contingent reward leadership generally predicted criteria controlling for the other leadership dimensions, although transformational leadership failed to predict leader job performance.     

The Dispositional Sources of Job Satisfaction: A Comparative Test

This study related three personality taxonomies—positive affectivity and negative affectivity (PA and NA), the five-factor model (the Big Five), and core self-evaluations—to job satisfaction in an integrative test. In a longitudinal design with multi-source data, results indicated that the traits from all three taxonomies generally were significantly related to job satisfaction, even when the traits and job satisfaction were measured with independent sources. However, when all three typologies were examined concurrently, the core self-evaluations typology was the only typology that was significantly related to job satisfaction. The study extends research on the validation of these frameworks by assessing convergent and discriminant validity issues, and shows that core self-evaluations adds to our understanding of the dispositional source of job satisfaction.