Effects of the terrorist attacks of 9/11/01 on employee attitudes

Much has been stated in the popular press about the effects of the events of 9/11/01 on employee attitudes about work. This study examined a large sample (N = 70,671) of employees of a multinational manufacturer whose annual employee survey data collection was interrupted by the events. After demonstrating measurement equivalence across time and countries, changes in attitudes pre- and post-9/11 were examined. Only negligible differences were found in Job Satisfaction, Supervisor Evaluation, Stress, and Organizational Commitment to Diversity for U.S. employees or for employees worldwide. Demographic differences in response to events were not found. Implications for understanding effects of stressful external events on employee perceptions of work are discussed.     

Assumed policy similarity and voter preference

The effects of attitude similarity on voters' preferences were examined. Using secondary analyses, the authors created measures of assumed similarity across 6 issues between voters and U.S. presidential candidates (in 1972). Greater similarity was associated with greater attraction (operationalized in terms of voters' presidential preferences). In 2 independent analyses, perceived similarity resulted in predictive accuracy of 84% to 88%. In a 3rd analysis, the predictive efficiency of each of 6 similarity measures was determined and used to develop a model that accurately predicted voters' actions in a hold-out sample. Findings demonstrate the importance of perceived attitude similarity in determining voter preferences and suggest the utility of earlier similarity-attraction research for the development of models of policy choice behavior.     

Assessing the age-related effects of proactive interference on working memory tasks using the Rasch model

Inhibition-reduction theory (L. Hasher & R. Zacks, 1988) hypothesizes that the age-related decline in working memory (WM) span is a result of a decrease in the ability to inhibit irrelevant information in WM. Using the Rasch psychometric model, this study found that later trials on 2 WM span tasks were more difficult for older adults than for younger adults, consistent with inhibition-reduction theory's hypothesis that older adults are more susceptible to the effects of proactive interference (PI). Furthermore, after accounting for differential susceptibility to the effects of PI, age-related variance in WM span was reduced by about half. These results suggest that differential susceptibility to PI may account for a substantial portion, although not all, of the age-related decline in WM span.     

Scoring reliability on the Wechsler Adult Intelligence Scale-Third Edition (WAIS-III)

Nineteen psychologists and 19 graduate students scored two Wechsler Adult Intelligence Scale-Third Edition patient protocols. Mean IQs and indexes were similar across groups, but the ranges for Verbal IQ (VIQ), Performance IQ (PIQ), and Full Scale IQ (FSIQ) on one protocol were 25, 22, and 11 points, respectively. For both protocols taken together, percentages of agreement with the "actual" IQs for psychologists were only 26.3 for VIQ, 36.8 for PIQ, and 42.1 for FSIQ. For students, percentages were 15.8 for VIQ, 23.7 for PIQ, and 31.6 for FSIQ. The percentages of FSIQs that fell within +/- 1 standard error of measurement of the actual IQs were 89.5 for psychologists and 76.3 for students. Scoring error also had a negative impact on index scores. Both groups were confident about their scoring accuracy.     

Performance Monitoring as a Moderator of the Relations Between Two Conscientiousness Measures and Task Performance

The present study investigated the moderating effects of performance monitoring on the relations between two measures of conscientiousness (general and business-oriented) and performance on a data entry task. A significant interaction was evidenced between conscientiousness and performance monitoring in predicting task performance for the general measure of conscientiousness; however, it was opposite than expected. No significant interaction was evidenced between conscientiousness and performance monitoring in predicting task performance for the business-oriented measure of conscientiousness. Possible explanations for these findings are suggested. Implications and limitations of the present research are identified and various suggestions for future research in this area are recommended.     

Discrimination of five-dimensional stimuli by pigeons: Limitations of feature analysis

Pigeons were trained to discriminate between stimuli constructed using five orthogonal two-valued features. The stimuli consisted of stylized monochrome drawings of seeds. Two different training procedures (conditional and simultaneous discrimination) were used. In the first two experiments, the discrimination required was between polymorphous categories, in which a positive stimulus was defined as one in which three or more of the five features took their positive values. Discrimination in both experiments was imperfect; the pigeons' behaviour only came under the control of a subset of the available features (one to three in Experiment 1, three or four in Experiment 2). In Experiment 3, single features had to be discriminated, while the remaining features varied. It was found that all five features of the “seed” stimuli could be discriminated, but one of them was exceptionally difficult. The results show that pigeons do not reliably use all the features available to them when making category discriminations. This casts doubts on feature analysis as a basis for the excellent performance pigeons show when required to discriminate between categories of natural objects.     

Marines,medics, and machismo: Lack of fit with masculine occupational stereotypes discourages men's participation

Women have made substantial inroads into some traditionally masculine occupations (e.g., accounting, journalism) but not into others (e.g., military, surgery). Evidence suggests the latter group of occupations is characterized by hyper‐masculine ‘macho’ stereotypes that are especially disadvantageous to women. Here, we explore whether such macho occupational stereotypes may be especially tenacious, not just because of their impact on women, but also because of their impact on men. We examined whether macho stereotypes associated with marine commandos and surgeons discourage men who feel that they are ‘not man enough’. Study 1 demonstrates that male new recruits' (N = 218) perceived lack of fit with masculine commandos was associated with reduced occupational identification and motivation. Study 2 demonstrates that male surgical trainees' (N = 117) perceived lack of fit with masculine surgeons was associated with reduced identification and increased psychological exit a year later. Together, this suggests that macho occupational stereotypes may discourage the very men who may challenge them.