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601.
Three experiments address the assumptions, derived from a dual-force model, that positive mood supports assimilative (knowledge-driven) processes whereas negative mood supports accommodative (stimulus-driven) functions, and that mood-selective recall (mood congruency) is mainly a matter of assimilation. The generation-effect paradigm was borrowed from memory research to test these assumptions. In Experiment 1, the theoretical variable, degree of assimilation, was operationalised by the ease with which stimulus meaning could be generated from word fragments. In Experiment 2, self-generated stimuli (assimilation) were compared to experimenter-provided stimuli (accommodation). As predicted, positive mood supported assimilation which in turn enhanced mood-congruent recall. In Experiment 3, retrieval mood rather than encoding mood was manipulated. In this situation, positive mood facilitated the recall of all self-generated information, whether congruent or not. The empirical results are generally consistent with the predictions derived from the dual-force framework. 相似文献
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Klaus G. Melchers Benedikt Bill Anne-Kathrin Buehl Katrin Rybczynski Jana Kühnel 《European Journal of Work and Organizational Psychology》2020,29(5):728-739
ABSTRACT Previous research on interviewees’ ability to identify criteria (ATIC) found that interview performance is positively related to the degree to which interviewees identify the targeted performance criteria in a selection interview. Similarly, the use of self-promotion as an impression management tactic is also positively related to interview performance. The present study extended this research and used multilevel analyses to investigate whether intraindividual variation concerning identification of the performance criteria and the use of self-promotion is related to within-person performance fluctuations across interview questions. Furthermore, we also tested whether correct identification of the performance dimensions moderates the effects of self-promotion behaviour on interview performance. In a simulated selection interview, we found that ATIC and self-promotion were indeed positively related to interview performance on the between-person level (i.e., for the entire interview). However, no moderator effect was found. Furthermore, on the within-person level interviewees’ performance was better concerning questions for which they were better at identifying the performance criteria but worse concerning questions for which they used more self-promotion. Thus, identification of the targeted dimensions and self-promotion have diverging effects on the level of specific interview questions. Finally, we discuss implications for research and practice. 相似文献