PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS

Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.     

Aging and Visual Attention

ABSTRACT— Older adults are often slower and less accurate than are younger adults in performing visual-search tasks, suggesting an age-related decline in attentional functioning. Age-related decline in attention, however, is not entirely pervasive. Visual search that is based on the observer's expectations (i.e., top-down attention) is relatively preserved as a function of adult age. Neuroimaging research suggests that age-related decline occurs in the structure and function of brain regions mediating the visual sensory input, whereas activation of regions in the frontal and parietal lobes is often greater for older adults than for younger adults. This increased activation may represent an age-related increase in the role of top-down attention during visual tasks. To obtain a more complete account of age-related decline and preservation of visual attention, current research is beginning to explore the relation of neuroimaging measures of brain structure and function to behavioral measures of visual attention.     

Privileged Access by Irrelevant Speech to Short-term Memory: The Role of Changing State

Memory for visually presented items is impaired by speech that is played as an irrelevant background. The paper presents the view that changing state of the auditory material is an important prerequisite for this disruption. Four experiments studied the effects of sounds varying in complexity in an attempt to establish which features of changing state in the auditory signal lead to diminished recall. Simple unvarying or repetitive speech sounds were not sufficient to induce the irrelevant speech effect (Experiment 1): in addition, simple analogues of speech, possessing regular or irregular envelopes and using a range of carriers, failed to imitate the action of speech (Experiment 2). Variability of between-utterance phonology in the irrelevant stream (Experiment 3) emerged as a crucial factor. Moreover, predictability of the syllable sequence did not reduce the degree of disruption (Experiment 4) suggesting that supra-syllabic characteristics of the speech are of little importance. The results broadly support the idea that disruption of short-term memory only occurs when the speech stream changes in state. It is argued that disruption occurs in memory when cues to serial order based on phonological representations of heard material interfere with the phonological codes of visual origin. It is suggested that cues to changing state of the speech input contaminate those associated with items of visual origin, which are already in a phonological store.     

2004 DIVISION 35 PRESIDENTIAL ADDRESS: GENDER AND LEADERSHIP IN HIGHER EDUCATION

Literature on gender, higher education administration, and leadership is reviewed using the framework of five principles derived from feminist psychology ( Worell & Johnson, 1997 ): (a) sociocultural context influences leadership situations, (b) power dynamics impact sociocultural structures, (c) people are active agents of coping and environmental change, (d) multiple perspectives are useful, and (e) collaboration is an important technique for changing organizations. Within this framework are discussions of the effects of historical context, gender discrimination and stereotyping, hierarchical organization, masculinized context, the interconnection between gender and status, and leadership as empowerment. Examples of administrative strategies that may promote feminist leadership behavior by college administrators are given, such as understanding behavior in context, promoting structural change, using active survival strategies, changing behavioral incentives, striving for activism and social justice, fostering interdisciplinary perspectives, and encouraging collaboration. Difficulties encountered by women attempting to change the higher education context and assume feminist leadership styles are discussed.     

The Naive Topology of the Conscious Subject

What does our naïve conception of a conscious subject demand of the nature of conscious beings? In a series of recent papers David Barnett has argued that a range of powerful intuitions in the philosophy of mind are best explained by the hypothesis that our naïve conception imposes a requirement of mereological simplicity on the nature of conscious beings. It is argued here that there is a much more plausible explanation of the intuitions in question. Our naïve conception of a conscious subject imposes a requirement of topological integrity.     

THE BEST AND THE REST: REVISITING THE NORM OF NORMALITY OF INDIVIDUAL PERFORMANCE

We revisit a long‐held assumption in human resource management, organizational behavior, and industrial and organizational psychology that individual performance follows a Gaussian (normal) distribution. We conducted 5 studies involving 198 samples including 633,263 researchers, entertainers, politicians, and amateur and professional athletes. Results are remarkably consistent across industries, types of jobs, types of performance measures, and time frames and indicate that individual performance is not normally distributed—instead, it follows a Paretian (power law) distribution. Assuming normality of individual performance can lead to misspecified theories and misleading practices. Thus, our results have implications for all theories and applications that directly or indirectly address the performance of individual workers including performance measurement and management, utility analysis in preemployment testing and training and development, personnel selection, leadership, and the prediction of performance, among others.