A Visual Representation and the Control of Manual Aiming Movements

Three experiments were conducted to determine if a representation of the movement environment is functional in the organization and control of limb movements, when direct visual contact with the environment is prevented. In Experiment 1, a visual rearrangement procedure was employed to show that a representation of the environment that provides inaccurate information about the spatial location of a target can disrupt manual target aiming. In Experiment 2, we demonstrated that spatial information about the position of a target can be destroyed by a visual pattern mask, supporting our claim that the representation is visual. A target-cuing procedure was used in Experiment 3 to show that representation of target position can be useful for premovement organization in a targetaiming task. Together our findings suggest that a short-lived visual representation of the movement environment may serve a useful role in the organization and control of limb movements.     

An Analysis of Motor Coordination Components for Various Localization Tasks

Localization abilities of subjects in three perceptual-motor tasks were considered before and after an exposure to a visual distortion. During this distortion the subject observed his hand ballistically point to an invisible but audible target while either receiving or not receiving knowledge of results (KR) concerning pointing accuracy. Also, subjects either received a 1-or a 4-sec rest period between each of 30 exposure ballistic pointing actions. The pre-and postexposure tasks involved the ability of a subject to accurately point to an occluded and stationary auditory target, to point to the straight-ahead position in space, and to indicate when a moving, auditory target was perceived as being in the straight-ahead position. For these tasks, the pre-vs. postexposure localization difference scores are referred to as the negative aftereffect, the proprioceptive shift, and the auditory shift, respectively. Wilkinson’s (1971) two-component additive model (negative aftereffect= proprioceptive shift plus auditory shift) held when KR was given regardless of amount of rest between exposure pointing responses. With a 4-sec rest and no KR, the relationship between coordination components was nonadditive (negative aftereffect greater than proprioceptive shift plus auditory shift).     

Social problem solving in early childhood: Developmental change and the influence of shyness

The purpose of this study was to examine developmental change and the influence of shyness on social problem-solving (SPS). At 24, 36, and 48 months, children (N = 570) were observed while interacting with an unfamiliar peer during an SPS task and at 24 months, maternal report of shyness was collected. Results showed that across the full sample, children displayed low but stable levels of withdrawn SPS and increasing levels of SPS competence over development. In addition, results showed multiple trajectories of withdrawn and competent SPS. Shyness was associated with high-increasing and high-decreasing withdrawn SPS trajectories compared with the low-increasing withdrawn SPS trajectory. Shyness was also associated with the low-increasing compared with the high-increasing SPS competence trajectory. Findings demonstrate the development of SPS competence over early childhood, and the influence of early shyness on this developmental course, with some shy children showing improvement in SPS skills and others continuing to show SPS difficulties over time.     

The Moderating Effect of Machiavellianism on the Psychological Contract Breach–Organizational Identification/Disidentification Relationships

Purpose

We explore whether Machiavellianism—a personality trait which describes the extent to which individuals ignore values and ethical considerations when the ends justify the means—will influence their responses to their employing organizations’ failure to fulfil promised obligations (psychological contracts). Specifically, we draw on psychological contracts theory and the group value model to argue that Machiavellianism will moderate the relationships between psychological contract breach and (1) organizational identification; and (2) organizational disidentification.

Design/Methodology/Approach

We tested our hypotheses in a study of 262 employees from various organizations at two points in time.

Findings

We found that psychological contract breach was negatively related to organizational identification and positively related to organizational disidentification. Furthermore, employees with higher levels of Machiavellianism tended to disidentify with their organizations to a greater extent (at Time 2) in response to psychological contract breach (at Time 1) than did employees with low levels of Machiavellianism. Machiavellianism did not moderate the relationship between psychological contract breach and organizational identification.

Implications

Our study contributes to extant research exploring the importance of Machiavellianism in the workplace. Specifically, we show that employees with high levels of Machiavellianism are more likely to disidentify in response to psychological contract breach but do not tend to identify to a lesser degree.

Originality/Value

This study builds on the extant research exploring individual differences in the psychological contract dynamics by considering Machiavellianism as a moderator of the breach–outcome relationship.     

Connected and Isolated Victims of Relational Aggression: Associations with Peer Group Status and Differences between Girls and Boys

Some adolescents who are relationally victimized by gossip and ostracism have limited close connections to a peer or friendship group, but victimization also can be group-based, occurring between or within friendship groups. The purpose of this study was to test gender differences in these two forms of victimization, referred to as isolated and connected victimization, and to test associations of each form with peer status (social prominence and preference within the peer group) and aggressive behavior. We expected that associations between victimization, especially connected victimization, peer status and aggressive behavior would differ for boys and girls. Australian students (N = 335, M _age = 12.5 years) self-reported victimization, and nominated peers who were victimized, accepted, rejected, socially prominent, and unpopular. Connected and isolated forms of victimization were correlated, but differences were found in their correlations with other measures and by gender. Especially when reported by peers, adolescents higher in connected victimization were also higher in both aggression and social prominence (i.e., they were more popular and considered leaders); yet, they were also more disliked (rejected). In contrast to connected victimization, isolated victimization was associated with negative peer status only, and weakly and inconsistently associated with aggression. Finally, gender moderation was found, which showed a pattern of aggression, prominence and dislike among adolescent females who were connected victims, but this pattern was not nearly as pronounced in their male counterparts.     

Emotion work and job stressors and their effects on burnout

Abstract

This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion work variables in the prediction of burnout. Moreover, the analysis of interaction effects of emotional dissonance and organizational and social stressors showed that for service professionals, the coincidence of these stressors led to exaggerated levels of emotional exhaustion and depersonalization.