Misconduct and Misbehavior Related to Authorship Disagreements in Collaborative Science

Science and Engineering Ethics - Scientific authorship serves to identify and acknowledge individuals who “contribute significantly” to published research. However, specific authorship...     

Does classroom social comparison bias students’ evaluation of their own competence?

Social Psychology of Education - Overestimation and underestimation of students’ own competence result from social comparison in the classroom. There is some evidence that secondary school...     

Possession and Applicability of Signature Character Strengths: What Is Essential for Well-Being,Work Engagement,and Burnout?

Signature character strengths can foster health-related outcomes in work and private life, thus being particularly important for endangered occupational groups like physicians. However, situational circumstances need to allow character strengths demonstration (applicability) first to enable their application. Therefore, this study addresses the role of (1) applicability of signature character strengths in work and private life beyond their possession and (2) relationships with well-being, work engagement, and burnout dimensions (emotional exhaustion, depersonalization, and reduced personal accomplishment). Hospital physicians (N = 274) completed an online survey examining their signature character strengths and applicability, well-being, work engagement, and burnout dimensions. The top-five individual signature character strengths were fairness, honesty, judgment, kindness, and love. Hierarchical multiple linear regressions revealed that the possession as well as the applicability of signature character strengths was important in work and private life, but to different degrees. Possessing fairness, honesty, or kindness indicated significant positive relations with subjective well-being, whereas judgment and kindness seemed to negatively interact with reduced personal accomplishment. Hospital physicians’ applicability of fairness, honesty, judgment, and love was particularly essential for their psychological well-being and work engagement, whereas the applicability of fairness (reduced personal accomplishment) and judgment (emotional exhaustion, depersonalization) at work interacted negatively with the respective outcomes. Therefore, creating awareness for individual signature character strengths as well as providing applicability in hospitals and private life could be a promising approach to improve physicians’ well-being and consequently patient care as well as the performance of the health-care system in general.

     

Psychometric Characteristics of the German Values in Action Inventory of Strengths 120-Item Short Form

The original Values in Action Inventory of Strengths (VIA-IS) is an international 240 item validated self-report questionnaire measuring character strengths. A validated and reliable English 120-item short form (VIA-120) is available. However, there is limited information about the psychometric properties of the German VIA-120. This article addresses this gap and reports the reliability, validity and comparability of the German VIA-120 with the German VIA-240 version. Two independent samples were recruited: a general population sample (N = 1073, Sample 1) and a sample consisting of medical students and physicians (N = 685, Sample 2). Internal consistency of the VIA-120-scales ranged from α = .58 (modesty) to α = .87 (spirituality) in Sample 1 and α = .63 (honesty) to α = .90 (spirituality) in Sample 2. Intercorrelations between the scales of the 120-item version and the original 240-Items version (Sample 1) ranged from r = .52 (hope) to r = .89 (prudence). Criterion validity with the Satisfaction with Life Scale (SWLS) and the Brief Inventory of Thriving (BIT) was demonstrated. The comparison of the factor structure between the original and the short form showed a good convergence (Tucker’s Phi .93–.99 Sample 1, .95–.98 Sample 2). Overall, the German VIA-120 was reliable, showed good convergence with the German VIA-240 and thus presents a similar level of validity for the assessment of character strengths. This study provides the first indication that the VIA 120 short form is comparable regarding the validity and reliability of the original VIA 240-item version indicating its potential to be used in large scale research studies.

     

Deformation of the useful visual field with state of vigilance,task priority,and central task complexity

In a dual-task situation, peripheral perception can deteriorate due to different variables related to the experimental situation, such as central task complexity and the relative priority given to the two tasks. Recent studies have also shown that individual characteristics (such as the state of vigilance) can alter the useful visual field. The ability to perceive signals presented at different places in the visual field decreases in situations that lead to episodes of low vigilance. In Exp. 1, 27 subjects (18-29 years) had to perform a monotonous and prolonged dual-monitoring task involving central and peripheral vision. The test was carried out with two different sets of instructions regarding priority: the more important task was either the central task or the peripheral one. In Exp. 2, 18 subjects (18-30 years) performed the same test, but this time with two levels of complexity of the central task, either a simple monitoring activity or the same monitoring task coupled with a counting activity. Elliptical interpolation of the data enabled assessment of the deformation of the useful visual field in both experiments. The analysis of the parameters of the elliptical model indicated that the useful visual field mainly shrinks on the vertical axis, as the individual becomes drowsy. The useful visual field also shrinks on the horizontal axis when the peripheral task has priority and the monitoring activity is prolonged, or when the central task is complex.     

On the role of visual afferent information for the control of aiming movements toward targets of different sizes

The authors investigated (a). whether the specificity of practice hypothesis is mediated by the importance of visual afferent information for the control of manual aiming movements and (b). how movement planning and online correction processes to the movement initial impulse are affected by the withdrawal of visual information in transfer. In acquisition, participants (N = 40) aimed at targets of different sizes in a full-vision or in a target-only condition before being transferred to a target-only condition without knowledge of results. The results supported the hypothesis that learning is specific to the source or sources of afferent information that are more likely to ensure optimal performance. The results also suggested that individuals will not always use visual afferent information more extensively when aiming at a small rather than at a large target. Instead, in a temporally constrained task, the relative efficiency of visually based corrections appears to mediate how exclusively an individual will rely on online visual afferent information for movement control. Finally, the detailed kinematic analysis performed in the present study clearly indicated that online modifications to the movement primary impulse are possible, arguing for a continuous or pseudo-continuous control of relatively slow aiming movements on the basis of visual afferent input.     

Psychological and family factors associated with suicidal ideation in pre-adolescents

To assess the psychological and family factors associated with suicidal ideation in pre-adolescent children, we studied a sample of 361 students, average age 9 years old. Two groups were formed, on the basis of the presence (n = 34) or absence (n = 44) of suicidal ideation. Suicidal ideation was assessed with the Children's Depression Inventory and the Children's Depression Rating Scale-Revised. Depression, hopelessness, self-esteem, and perceived family environment were compared in both the suicidal ideation and the control groups. Students with suicidal ideation generally presented greater depressive symptoms and hopelessness, and lower self-esteem and family expressiveness, although there were differences both between sexes, and when the variable depression was controlled. Identifying these risk factors in pre-adolescents may have an impact on prevention of suicidal behavior at higher risk ages.     

Symbols and symbolization in clinical practice and in Elisabeth Marton's film My Name was Sabina Spielrein

If symbolization can be defined, in a general way, as the operation of substitution by which something can represent something else for someone, the Freudian discovery of the unconscious introduced the idea of a process of work whereby the subject is differentiated from the object. As a consequence, the vicissitudes of symbolization are related to the vicissitudes of the drive. The clinical case of a psychotic patient treated in individual psychoanalytic psychodrama shows the possibility of overcoming violence and destructivity thanks to the work of representation and symbolization of the denied and split psychic movements. Thanks to the third party function of the leader and of the analytic setting, the individual psychoanalytical psychodrama favours psychic change. Elisabeth Marton's film illustrates this issue in so far as the destructive passion between Sabina Spielrein and Jung was partly transformed into a creative work with Freud's role as a third party.     

In search of the elusive U-shaped performance-turnover relationship: are high performing Swiss bankers more liable to quit?

This project revisits the perennial debate over the relationship between job performance and turnover. Disputing traditional findings, C. Trevor, B. Gerhart, and J. Boudreau (1997) observed that high and low performers quit more than do average performers. They further challenged received wisdom by showing that promotions can induce turnover, especially among poor performers, by signaling ability. The authors sought to replicate and extend these unconventional findings by exploring curvilinear and moderating effects on the performance-exit relationship among 11,098 Swiss nationals employed in a bank. Survival regression revealed that performance is curvilinearly related to quits and that bonus pay deterred superior performers from leaving more than did pay increases. Further, the average number of job levels advanced per promotion rather than promotion rate increased quit risks. Cultural and organizational moderators of performance-termination associations and effective strategies for retaining top performers are discussed.