What is the link between regret and weakness of will?

This paper argues (a) that most contemporary accounts of weakness of will either implicitly or explicitly assume that regret is a typical or even necessary element of standard cases of weakness of will and (b) that this assumption is mistaken. I draw on empirical and philosophical work on self-assessment to show that regret need not accompany typical weak-willed behavior, and that we should therefore revise the dominant account of the difference between weakness of will and (mere) changes of mind.     

Age and active navigation effects on episodic memory: A virtual reality study

We investigated the navigation‐related age effects on learning, proactive interference semantic clustering, recognition hits, and false recognitions in a naturalistic situation using a virtual apartment‐based task. We also examined the neuropsychological correlates (executive functioning [EF] and episodic memory) of navigation‐related age effects on memory. Younger and older adults either actively navigated or passively followed the computer‐guided tour of an apartment. The results indicated that active navigation increased recognition hits compared with passive navigation, but it did not influence other memory measures (learning, proactive interference, and semantic clustering) to a similar extent in either age group. Furthermore, active navigation helped to reduce false recognitions in younger adults but increased those made by older adults. This differential effect of active navigation for younger and older adults was accounted for by EF score. Like for the subject‐performed task effects, the effects from the navigation manipulation were well accounted for by item‐specific/relational processing distinction, and they were also consistent with a source monitoring deficit in older adults.     

Can We Be Self‐Deceived about What We Believe? Self‐Knowledge,Self‐Deception,and Rational Agency

Abstract: This paper considers the question of whether it is possible to be mistaken about the content of our first‐order intentional states. For proponents of the rational agency model of self‐knowledge, such failures might seem very difficult to explain. On this model, the authority of self‐knowledge is not based on inference from evidence, but rather originates in our capacity, as rational agents, to shape our beliefs and other intentional states. To believe that one believes that p, on this view, constitutes one's belief that p and so self‐knowledge involves a constitutive relation between first‐ and second‐order beliefs. If this is true, it is hard to see how those second‐order beliefs could ever be false. I develop two counter‐examples which show that despite the constitutive relation between first‐ and second‐order beliefs in standard cases of self‐knowledge, it is possible to be mistaken, and even self‐deceived, about the content of one's own beliefs. These counter‐examples do not show that the rational agency model is mistaken—rather, they show that the possibility of estrangement from one's own mental life means that, even within the rational agency model, it is possible to have false second‐order beliefs about the content of one's first‐order beliefs. The authority of self‐knowledge does not entail that to believe that one believes that p suffices to make it the case that one believes that p.     

Subcultural Research on Organizational Commitment With the 15 OCQ Invariant Instrument

The 15 item organizational commitment scale (15 OCQ) has been developed, tested, and validated in the USA (Mowday et al. 1979). Its adaptability to other countries and other languages is necessary for subcultural and cross-cultural research in industrial settings. A French version of the OCQ instrument was developed and assessed. Exploratory and multi-group invariance testings were used to assess the instrument invariance with French and English Canadian salespeople. The comparable English and French versions should facilitate future research.     

Motivational interviewing as a way to promote physical activity in obese adolescents: A randomised-controlled trial using self-determination theory as an explanatory framework

Using self-determination theory (SDT) as an explanatory framework, this randomised-controlled study evaluates the effect of a motivational interviewing (MI)-based intervention as an addition to a standard weight loss programme (SWLP) on physical activity (PA) practice in obese adolescents over a six-month period. Fifty-four obese adolescents (mean age?=?13?years, mean BMI?=?29.57?kg/m²) were randomly assigned to an SWLP group (n?=?28) or SWLP?+?MI group (n?=?26). Both groups received two SWLP sessions, supplemented for the SWLP?+?MI group, by six MI sessions. Perceived autonomy support, perceived competence, motivational regulations, PA and BMI were assessed at baseline, three and six months (i.e. the end of the programme). MLM analyses revealed that compared to SWLP, the SWLP?+?MI group had a greater BMI decrease and a greater PA practice increase over time. Moreover, the SWLP?+?MI group reported greater autonomy support from medical staff at the end of the programme, greater increase in integrated and identified regulations and a stronger decrease in amotivation. MI appears as an efficient counselling method as an addition to an SWLP to promote PA in the context of pediatric obesity.     

A Multilevel Investigation of the Influences of Employees' Resistance to Empowerment

We employed a multilevel research design to examine the effects of employees' resistance to empowerment. Survey responses were obtained from 637 customer service engineers who worked in 121 empowered teams. At the team level of analysis, resistance to empowerment climate related negatively to customer satisfaction as mediated by transition processes. In addition, resistance to empowerment climate evidenced an indirect relation with team performance via team action processes. At the individual level of analysis, employees' resistance to empowerment related negatively to their job satisfaction. Moreover, a cross-level relation was evidenced whereby team-level resistance to empowerment climate related negatively to job satisfaction, beyond that accounted for by the individual-level effects, as partially mediated by team interpersonal processes. Results are discussed in terms of the multilevel manner in which employees' resistance to empowerment can undermine organizational design changes.     

Personality and job satisfaction: The role of narcissism

Narcissism has been studied in relation to leadership and productivity in the workplace. However, few studies have been conducted on how narcissism influences work attitudes. The first goal of this study is to measure the association between narcissism and the five factor model (FFM) of personality in an organizational sample. The second goal is to measure the influence of narcissism on job satisfaction when controlling for FFM traits. A total of 224 employees from a public organization have filled out self-rating measures of job satisfaction, FFM traits and a measure of narcissism. Results indicated that narcissism was positively correlated with FFM extraversion and openness to experience and negatively correlated with agreeableness. Narcissism had a significant influence on job satisfaction, even when controlling for FFM traits. We believe that these results stress the importance of better understanding the role of narcissism in employee attitudes in order to weigh the pros and cons of hiring or promoting narcissistic employees.