Joint effects of social networks and information giving on innovative performance after organizational entry

We combine the social network approach and organizational socialization literature in order to examine the influence of social networks and proactive behavior on newcomers' innovative performance. A sample of new employees completed questionnaires on social network and proactive measures, and their supervisors rated their innovative performance. The results suggest that both sparse (low density) social networks and newcomers' information giving were related to innovative performance. The results also indicate that information giving moderated the relation between sparse social networks and innovative performance: when newcomers' information giving was high, the characteristics of their social networks were not related to their innovative performance.     

Accuracy,Consensus, In-Group Bias,and Cultural Frame Shifting in the Context of National Character Stereotypes

We examined Finns’ and bilingual Swedish-Finns’ stereotypes regarding personality differences between Finns and Swedish-Finns and compared them with their respective self-ratings. Stereotype ratings by both groups converged on depicting Swedish-Finns as having a more desirable personality. In-group bias also influenced stereotypes. Contrary to predictions based on the Stereotype Content Model, out-group stereotypes were not compensatory. Consistent with the kernel of truth hypothesis of national stereotypes, Swedish-Finns’ aggregate self-ratings resembled their stereotype of personality differences between the two groups, and their personality self-ratings were more desirable than Finns’ self-ratings. Tentatively suggesting the occurrence of cultural frame shifting, the resemblance between Swedish-Finns’ self-ratings and their stereotype of Swedish-Finns was, although only marginally statistically significantly, somewhat stronger when the self-ratings were provided in Swedish.     

Company matters: Goal-related social capital in the transition to working life

Using longitudinal data on 343 young adults, the present study investigated the social ties involved in young adults’ work-related goals, how these ties change during transition to working life, and whether social ties contribute to success in dealing with the transition. The results showed that goal-relevant social ties reflected changes in the young adults’ developmental context. Furthermore, social ties that included a person with high socioeconomic status and weaker social ties contributed to employment success, whereas social ties containing one’s supervisor were associated with quality of employment. The results also showed that goal-related social hindrance increased young adults’ intentions to quit and decreased job satisfaction.     

Hippocampal theta (3-8Hz) activity during classical eyeblink conditioning in rabbits

In 1978, Berry and Thompson showed that the amount of theta (3–8 Hz) activity in the spontaneous hippocampal EEG predicted learning rate in subsequent eyeblink conditioning in rabbits. More recently, the absence of theta activity during the training trial has been shown to have a detrimental effect on learning rate. Here, we aimed to further explore the relationship between theta activity and classical eyeblink conditioning by determining how the relative power of hippocampal theta activity [theta/(theta + delta) ratio] changes during both unpaired control and paired training phases. We found that animals with a higher hippocampal theta ratio immediately before conditioning learned faster and also that in these animals the theta ratio was higher throughout both experimental phases. In fact, while the hippocampal theta ratio remained stable in the fast learners as a function of training, it decreased in the slow learners already during unpaired training. In addition, the presence of hippocampal theta activity enhanced the hippocampal model of the conditioned response (CR) and seemed to be beneficial for CR performance in terms of peak latency during conditioning, but did not have any effect when the animals showed asymptotic learning. Together with earlier findings, these results imply that the behavioral state in which hippocampal theta activity is absent is detrimental for learning, and that the behavioral state in which hippocampal theta activity dominates is beneficial for learning, at least before a well-learned state is achieved.     

Regrets and Subjective Well-Being: A Life Course Approach

The aim of the study was to examine age and gender differences in the contents of regrets, and the association between regrets and subjective well-being. The sample consisted of 176 participants ranging in age from 19 to 82 years. The results showed that young adults (19–29 years) named regrets related to relationships and leisure more often than middle-aged (30–54 years) and older adults (55–82 years), whereas regrets related to work and family were more salient among middle-aged and older adults. Furthermore, gender comparison revealed that regrets concerning relationships and family were more frequent among women than among men. Related to subjective well-being, results showed that regrets concerning education and work were negatively associated with life satisfaction, and depressive symptoms associated with self-related regrets.     

Self‐Enhancement in Military Leaders: Its Relevance to Officer Selection and Performance

We report on two studies in which we measured army cadets' tendencies to engage in two types of self‐enhancement: communal self‐enhancement (a moralistic bias in self‐presentation) and agentic self‐enhancement (an egotistic bias in self‐presentation). These self‐presentation styles were then related to their selection and performance as military leaders. In Study 1, scores on self‐enhancement questionnaires were used to predict selection decisions for 206 applicants to an army officer training program. We found that applicants who were higher in either communal or agentic self‐enhancement were more likely to be accepted for leadership training. In Study 2, we evaluated peer and superior ratings of 94 military cadets' leadership, reflecting leadership emergence and leadership effectiveness, respectively. We found that communal self‐enhancement negatively predicted leadership emergence, with those ratings becoming more negative over a 3‐year time‐span, whereas agentic self‐enhancement positively predicted leadership effectiveness. Our results imply that, at least in the present military context, people making selection decisions should be particularly aware of the relations between (a) applicant self‐enhancement tendencies and those decisions, and (b) high communal self‐enhancement in officer trainees and negative evaluations by their cadet peers.     

Work-related goal appraisals and stress during the transition from education to work

People's personal goals interact with their life situations in many ways. This study examined the appraisals of personal goals during a transition from education to work and their interplay with stress in different domains of life. Finnish young adults (N = 265, 60% female) reported on their goals in the work domain, and related appraisals of importance, attainability, and progress, and the amount of stress they experienced with regard to economic situation, time, and work. The results showed that those individuals who appraised their work goals as important, attainable and progressing well, benefited from their goal striving as evidenced in less stress in all three domains. Moreover, individuals who initially experienced elevated stress levels due to their economic and work situation adapted their work-related goals, such that they later set goals which were more attainable and showed better progress. For these individuals, pursuing work goals remained highly important, whereas for others work goal importance declined.     

Refining the theory of basic individual values

We propose a refined theory of basic individual values intended to provide greater heuristic and explanatory power than the original theory of 10 values (Schwartz, 1992). The refined theory more accurately expresses the central assumption of the original theory that research has largely ignored: Values form a circular motivational continuum. The theory defines and orders 19 values on the continuum based on their compatible and conflicting motivations, expression of self-protection versus growth, and personal versus social focus. We assess the theory with a new instrument in 15 samples from 10 countries (N = 6,059). Confirmatory factor and multidimensional scaling analyses support discrimination of the 19 values, confirming the refined theory. Multidimensional scaling analyses largely support the predicted motivational order of the values. Analyses of predictive validity demonstrate that the refined values theory provides greater and more precise insight into the value underpinnings of beliefs. Each value correlates uniquely with external variables.     

Power and Personality Perception in Real‐Life Hierarchical Relationships

The present study examined how Big Five personality ratings of the same target individuals differ as a function of the power relation between the target and the judge. Our targets were 37 employees with leadership duties from two large organizations. The targets' subordinates (N = 352), peers (N = 186), and superiors (N = 62) constituted our groups of judges. The targets and judges also provided self‐reports of personality. Subordinate judges showed higher consensus but not higher self‐other agreement than peer or superior judges. Furthermore, the targets were judged as more extraverted, more emotionally stable, less agreeable, and less open to experience by their subordinates than by their superiors. The results suggest that (i) observer consensus, but not self‐other agreement or assumed similarity varies as a function of real‐life power; (ii) the effects of power on mean trait scores are mostly congruent with the previously observed effects of power on behaviour and on stereotypes. Copyright © 2012 John Wiley & Sons, Ltd.     

Towards Working Life: Effects of an intervention on mental health and transition to post-basic education

The Towards Working Life group method was designed to promote the transition to the upper secondary level or vocational studies and to support mental health among young people finishing their basic education. This study examined the effects of the intervention during upper secondary and vocational studies in a randomized field experimental study among a total of 1034 students. At the one-year follow-up, the program had increased both education related social ties and the number of adults in these ties. The group intervention had interaction effects with baseline risk of depression and learning difficulties on symptoms of depression and school burnout. Among those initially at risk of depression, the intervention decreased symptoms of depression. For students who were at risk of depression and had learning difficulties, the intervention decreased school burnout.