Integration of stereo and texture cues in the formation of discontinuities during three-dimensional surface interpolation

A series of stereograms are presented which demonstrate that texture boundaries can strongly influence the perception of discontinuities between neighbouring three-dimensional (3-D) surfaces portrayed by means of stereo cues. In these demonstration figures, no stereo information is available in the immediate vicinity of the boundary between the two 3-D stereo surfaces because all texture in that region is removed in one eye's view. On the other hand, various forms of texture boundary information are provided in the resulting monocular region. This stimulus paradigm is used to explore the question: what influence does texture boundary information have on the nature of the perceived 3-D surface that is interpolated between two stimulus regions which carry stereo cues? It is shown that if a clear-cut texture boundary is present in the monocular region then this is used by the human visual system to fix the perceived location of 3-D crease and step surface discontinuities between the stereo regions. Collett (1985) explored this issue with a similar methodology and reported weak and unreliable assistance from monocular texture boundaries in helping shape 3-D stereo surface discontinuities. The strong and robust phenomena demonstrated here seem to rely on two main differences between the present stimuli and those of Collett. In the present stimuli, figurally continuous textures containing strong texture boundaries are used, together with a technique for minimising the complications, including binocular rivalry, that arise from the borders of the stimulus regions present in only one half of each stereogram.     

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high‐quality supervisor–employee relationships. A full cross‐lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.