Articulatory and Phonological Determinants of Word Length Effects in Span Tasks

Several previous studies have shown that memory span is greater for short words than for long words. This effect is claimed to occur even when the short and long words are matched for the number of syllables and phonemes and so to provide evidence for subvocal articulation as being one mechanism that underlies memory span (Baddeley, Thomson, & Buchanan, 1975). The three experiments reported in this paper further investigate the articulatory determinants of word length effects on span tasks. Experiment 1 replicated Baddeley et al.'s finding of an effect of word length on auditory and visual span when the stimuli consist of words that differ in terms of the number of syllables. Experiments 2 and 3 showed that the effects of word length are eliminated when the words in the span task are matched for the number of syllables and phonemes but differ with respect to the duration and/or complexity of their articulatory gestures. These results indicate that it is the phonological structure of a word and not features of its actual articulation that determines the magnitude of the word length effect in span tasks.     

Can We Hear Silence?

Philosophia - We can hear silence because silence, an absence of sound, causes our hearing of it. Advocating this position, Roy Sorensen puts to use his own theory of the direct perception of...     

Experiencing Range in an Electric Vehicle: Understanding Psychological Barriers

Range of electric vehicles (EVs) has long been considered a major barrier in acceptance of electric mobility. We examined the nature of how range is experienced in an EV and whether variables from other adaptation contexts, notably stress, have explanatory power for inter‐individual differences in what we term comfortable range. Forty EVs were leased to a sample of users for a 6‐month field study. Qualitative and quantitative analyses of range experiences were performed, including regression analyses to examine the role of stress‐buffering personality traits and coping skills in comfortable range. Users appraised range as a resource to which they could successfully adapt and that satisfied most of their daily mobility needs. However, indicators were found that suggested suboptimal range utilisation. Stress‐buffering personality traits (control beliefs, ambiguity tolerance) and coping skills (subjective range competence, daily range practice) were found to play a substantial role in comfortable range. Hence, it may be possible to overcome perceived range barriers with the assistance of psychological interventions such as information, training, and interface design. Providing drivers with a reliable usable range may be more important than enhancing maximal range in an electric mobility system.     

Introduction

Journal of International Migration and Integration -     

Cognitive-behavioral stress management intervention decreases the prevalence of depression and enhances benefit finding among women under treatment for early-stage breast cancer.

The authors tested effects of a 10-week group cognitive-behavioral stress management intervention among 100 women newly treated for Stage 0-II breast cancer. The intervention reduced prevalence of moderate depression (which remained relatively stable in the control condition) but did not affect other measures of emotional distress. The intervention also increased participants' reports that having breast cancer had made positive contributions to their lives, and it increased generalized optimism. Both remained significantly elevated at a 3-month follow-up of the intervention. Further analysis revealed that the intervention had its greatest impact on these 2 variables among women who were lowest in optimism at baseline. Discussion centers on the importance of examining positive responses to traumatic events--growth, appreciation of life, shift in priorities, and positive affect-as well as negative responses.     

Relationships between Personality and Organization Switching: Implications for utility estimates

This study examined individuals' tendencies to migrate from one organization to another (i.e., the propensity to switch employers). Previous researchers have suggested that switching organizations throughout the career span may be partially heritable and therefore related to individual differences in personality traits. If personality traits are indeed related to a tendency to turnover from organizations, this suggests that current procedures for calculating utility may be inaccurate. Using a database of 1081 individuals who have been in the workforce for several years, results indicated that personality traits measured by the Occupational Personality Questionnaire (non‐ipsative; OPQn) were modestly related to organization switching (i.e., repeated moves from organization to organization). We found that higher scores on extraversion, openness to experience, and conscientiousness‐related traits were modestly correlated with more frequent organization switching. However, we demonstrate that these modest relationships can produce large inaccuracies in utility estimates.