Cascaded versus noncascaded models of lexical and semantic processing: the turple effect

The density of the orthographic neighborhood surrounding an item has been shown to have an inhibitory effect for nonwords in a lexical decision experiment. Four experiments are reported investigating whether a similar pattern holds for a semantic categorization task (animal vs. non-animal). In the first experiment, no effects of neighborhood density were found for nonexemplars, whether they were words or nonwords. The absence of any inhibitory effect for nonwords implies that close orthographic neighbors are ignored. However, the second experiment showed that if the nonword has a neighbor that is an animal name (eg., turple), an interference effect is observed, implying that neighbors do exert an effect if they have the right semantic properties. The same items showed no additional interference in lexical decision. These results suggest the involvement of semantic properties very early in the processing cycle. A cascaded processing system monitoring activation in semantic features can explain these results, but cannot explain the frequency effect observed for nonexemplar words or the fact that variation in density is irrelevant when one of the neighbors is an exemplar. It is argued that existing models of semantic categorization must be extended to accommodate these results.     

Cross-cultural similarities and differences in North Americans’ geographic location judgments

We examined some potential causes of bias in geographic location estimates by comparing location estimates of North American cities made by Canadian, U.S., and Mexican university students. All three groups placed most Mexican cities near the equator, which implies that all e influenced by shared beliefs about the locationthree groups wers of geographical regions relative to global reference points. However, the groups divided North America into different regions and differed in the relative accuracy of the estimates within them, which implies that there was an influence of culture-specific knowledge. The data support a category-based system of plausible reasoning, in which biases in judgments are multiply determined, and underscore the utility of the estimation paradigm as a tool in cross-cultural cognitive research.     

Retrieval improvement is induced by water shortage through angiotensin II

Angiotensin II (ANGII) has an evolutionary preserved role in determining adaptative responses to water-shortages. In addition, it has been shown to modulate diverse phases of memory. Still, it is not clear whether ANGII improves or spoils memory. We demonstrated that endogenous angiotensins enhance consolidation of a long-term associative memory in the crab Chasmagnathus and that water shortage improves memory consolidation through brain ANGII actions. Here, we show that weakly trained crabs, when water-deprived, exhibit enhanced retrieval. Subsequently, memory retention is indistinguishable from that of strongly trained crabs. ANGII, but not angiotensin IV, is a necessary and sufficient condition for such enhancing effect. We conclude that ANGII released due to water shortage leads to enhanced memory retrieval. Thus, it seems that ANGII has an evolutionary preserved role as a multifunction coordinator that enables an adaptative response to water-shortage. The facilitation of memory consolidation and retrieval would be among those coordinated functions.     

Congruent visual information improves traffic signage

In the last five decades, cognitive scientists and the psychologists of reasoning have dedicated a lot of effort designing usable traffic signs. This study investigated the interference effect produced by the position of the sign elements in traffic signage on response accuracy and reaction time. Sixteen drivers performed a flanker interference reaction time task. Incongruent graphical/space solutions, actually used for the airport stack-type sign, lead to increased reaction time and a reduction in the proportion of correct answers. These results suggest that incongruent visual information should be avoided, as this might impair drivers’ performance. These findings provide important information for the specification of future signage design guidelines and for improving road safety.     

Proactive Personality at Work: Seeing More to Do and Doing More?

Purpose

The purpose of this study was to develop and test a model relating proactive personality to job behaviors (task and citizenship behaviors) through the intervening mediator of perceived role breadth.

Design/methodology/approach

Survey data were obtained from 530 faculty members in 69 U. S. research universities.

Findings

Proactive personality was positively related to task behavior and OCB. Perceived role breadth mediated the relationship between proactive personality and OCB, but did not mediate the relationship between proactive personality and task behavior. Despite not viewing their role more broadly, individuals higher in proactive personality engaged more frequently in both task behavior and OCB; and also worked more hours per week.

Implications

Having a better understanding of proactive individuals is important in terms of managing them. Because these individuals tend to do more in their jobs and subsequently work more hours, they may be more susceptible to burnout and may require additional help in determining priorities and balancing their work and lives.

Originality/value

This is the first study to show that proactive personality is positively related to the frequency with which these individuals engage in task and citizenship behavior. Although role breadth is generally an antecedent of such job behaviors, individuals higher in proactive personality engage more frequently in task behaviors regardless of whether or not they perceive them as part of their role. This is one of the first studies to show that working more hours each week is a potential cost of having a proactive personality.     

Older Workers with Disabilities: Job Satisfaction Differences in the Public and Private Sectors in Europe

This study analyzes the differences in job satisfaction of older European people (aged 50-64), with or without disabilities, who are employed in either the public or the private sector. Using the data taken from the Survey of Health, Ageing and Retirement in Europe (SHARE) for the years 2004, 2007 and 2011, job satisfaction equations are estimated for workers from both the public and private sectors, with panel data techniques that include variables related to the worker's degree of disability (nondisabled, non-limited disabled, and limited disabled), among others. The results show that the disabled workers who are limited in their everyday activities are less satisfied in both the public and private sectors than those who are non-disabled and non-limited. In addition, the levels of job satisfaction for non-limited disabled people are higher than their non-disabled counterparts but only in the public sector. From a point of view of public policies, it is necessary to design and undertake measures and actions that would contribute to improving the levels of job satisfaction of older workers with disabilities, especially among those who are limited in their everyday activities.     

Investigating a process model for leader affective presence,interpersonal emotion regulation,and interpersonal behaviour in teams

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team members’ perceptions of leader interpersonal emotion regulation as a process that explains how leader affective presence is related to team member behaviour. In the model, teamness—the perception that interdependence and reflexivity are required in the team—is presented as a boundary condition to the effects of affective presence via emotion regulation. Results of a study conducted with 99 teams showed that team member ratings of leader positive affective presence were linked to their perceptions that leaders had used affect-improving emotion regulation which in turn was associated with greater team citizenship behaviour. Contrariwise, team member ratings of leader negative affective presence were associated with perceived use of affect-worsening emotion regulation by leaders which in turn was associated with lower levels of team citizenship, but only when teams were low in teamness. These findings contribute to understanding how leaders’ individual differences are related to teamwork through affective processes.