Holistic face encoding is modulated by perceived face race: Evidence from perceptual adaptation

Human expertise at processing faces relies on how facial features are encoded: as a whole template rather than as a sum of independent features. This holistic encoding is less prominent for other-race faces, possibly accounting for the difficulty one encounters in recognizing these faces (the ‘other-race effect’). Here, we tested the hypothesis that the magnitude of holistic face encoding can be modulated by racial categorization of the face. Caucasian participants performed a face-composite task with ‘racially-ambiguous’ face-stimuli (cross-race morphed faces, equally categorized as Asian or Caucasian faces in an independent task). The perceived race of the ambiguous faces was manipulated using adaptation. Experiment 1 showed that identical morphed face-stimuli were processed more holistically when perceived as ‘same-race’ than as ‘other-race’, i.e., following adaptation to ‘other-race’ versus ‘same-race’, respectively. Experiment 2 ascertained that the determining factor in the observed holistic processing modulation was the race of the racially-ambiguous face as perceived, rather than expected, by the participants, which supports the idea that the holistic processing of the face-stimuli was modulated by their race-categorization at the perceptual level.     

Exploring the black box of the contingent reward leadership–performance relationship: The role of perceived justice and emotional exhaustion

Using data collected from three different sources (N = 294), we examined a model in which perceived organizational justice (distributive, procedural, and interactional) and emotional exhaustion mediate the relationship between contingent reward leadership (CRL) and two performance indicators, namely organizational citizenship behaviours (OCB) and absenteeism. We found that procedural justice mediates the negative relationship between CRL and emotional exhaustion while controlling for work overload and transformational leadership. We also found that emotional exhaustion plays a mediating role in the relationship between two dimensions of justice (procedural and interactional) and both OCB and absenteeism. Interactional justice and distributive justice were also directly linked to OCB. Implications of these findings for research on leadership, psychological health, and organizational justice are discussed.     

How psychological stress in the workplace influences presenteeism propensity: A test of the Demand–Control–Support model

The aim of this study is to examine the influence of the sources of psychological stress at work assumed by the Demand–Control–Support (DCS) model on presenteeism propensity. Research propositions are derived from the dynamic version of the Demand–Control model, to which we added the dimension of social support, which is part of the DCS model. Data were obtained from a large representative sample consisting of 1609 public and private sector workers living in the Canadian province of Québec, who responded to a questionnaire, administered using computer-assisted interviewing over a 3-month period in 2007–2008. The results indicate that the combination of low decision authority and high supervisor's support attenuates the positive relationship between job demands and presenteeism propensity within a 10-year time frame of exposure to a new job.     

Effects of aging and divided attention on episodic feeling-of-knowing accuracy

This research investigated the effect of aging on episodic feeling-of-knowing (FOK) using a divided attention (DA) paradigm in order to examine whether DA in younger adults mimics the effects of aging when decreasing either memory encoding or monitoring processes. To that end, four groups of participants were tested on the FOK task: young adults (control group), young adults under DA at encoding, young adults under DA when making FOK judgments, and older adults. Our results showed that DA at encoding in young adults mimicked the effect of aging on memory performance, and also on FOK magnitude and accuracy, supporting the memory-constraint hypothesis ( Hertzog et al., 2010). However, our results do not completely contradict the monitoring-deficit hypothesis, as DA during FOK judgments also affected FOK accuracy, but to a lesser extent than the aging effect or DA during encoding. We suggest that the age-related FOK deficit may be due to a lower level of deep encoding, leading to difficulty retrieving target-related contextual details enabling accurate prediction of subsequent recognition.     

Effects of attentional load and ageing on word-stem and word-fragment implicit memory tasks

The joint effects of reduced attention and age on repetition priming in implicit memory tests of word-fragment completion (WFC) and word-stem completion (WSC) were investigated. An attention load during the study phase reduced the extent of repetition priming in the WSC condition but not in WFC. This finding provides support for the view that WSC and WFC involve different processes. However, there was no evidence of an age effect on either of these two types of implicit tasks. The data also revealed an overall significant effect of age and reduced attention on explicit cued recall tasks.     

Procedural vs. direct retrieval strategies in arithmetic: A comparison between additive and multiplicative problem solving

The opposition between declarative and procedural knowledge is used to account for the solution by more or less expert and novice arithmeticians of simple additions and multiplications presented either in mixed blocks (Experiments 1 and 3) or unmixed blocks (Experiment 2) in an equation verification task. In the three experiments, presenting the sign (+ vs 2) before the operands had a stronger effect in additions than in multiplications. This priming effect indicates that many participants use a counting procedure for additions that coexists with the declarative knowledge stored in the associative network. In contrast, the small size (and sometimes the absence) of a priming effect for the ''x'' sign, together with the weak effect of size and the frequency of interaction effects, reveals the essentially declarative nature of multiplication solution.     

Effect of distinctive encoding on false recognition,discrimination, and decision criteria in young and elderly adults

In order to examine the effects of distinctive encoding on age-related differences in false memory and decision criteria, we used a standard recognition paradigm and manipulated three encoding conditions: control, general, and distinctive. The results revealed main effects of age and encoding condition on hits and false recognition, and interactions between these variables, with elderly adults benefiting more than young adults from the encoding tasks. In the distinctive encoding condition, the age-related difference on false recognition was eliminated. These findings are discussed in terms of an age-related deficit in self-initiated distinctive processing. Further analyses showed that elderly adults used a more lenient decision criterion than young adults. Distinctive encoding led all subjects to use stringent decision criteria, but did not eliminate age differences.     

Imagery and the processing of visuo-spatial representations: A symposium

Abstract

Four cross-language primed lexical decision experiments were carried out to test models of cross-language priming. The first experiment varied the proportion of related pairs, but this manipulation did not affect the size of the priming effects. In Experiments 2 and 3, the subjects were asked to respond at a specific fast rate. This resulted in significant priming within languages, but priming in the cross-language conditions disappeared. The subjects in Experiment 4 were also asked to respond at a specific fast rate, but the stimuli in this experiment were translation equivalents. Cross-language priming occurred with the translations under the same conditions where it had disappeared with primary associates. These results suggest that cross-language priming between primary associates is due to a post-lexical meaning-integration process which the subjects can detach from the normal reading sequence if it slows their responses in relation to goal response rate.     

Does Dispositional Aggression Feed the Narcissistic Response? The Role of Narcissism and Aggression in the Prediction of Job Attitudes and Counterproductive Work Behaviors

Purpose

The purpose of this study was to extend the personality and work-related outcomes literature by examining: (1) the effects of narcissism on job satisfaction, organizational commitment, and counterproductive work behaviors and (2) the moderating effects of dispositional aggression on the narcissism–counterproductive work behaviors relationship.

Design/Methodology/Approach

Multi-wave data were collected from 381 workers employed in a variety of work settings within the United States.

Findings

Narcissism had consistent main effects on job satisfaction, organizational commitment, and counterproductive work behaviors after controlling for the personality characteristics agreeableness, conscientiousness, neuroticism, and aggression. Aggression moderated the relationship between narcissism and counterproductive work behaviors, such that the positive relationship between narcissism and counterproductive work behaviors was stronger when dispositional aggression was high.

Implications

This study provides greater clarity regarding the role of narcissism within job attitudes and behaviors, shows that dispositional aggression strengthens or amplifies the narcissistic response for counterproductive work behaviors, and provides a platform to further explore narcissism and aggression within the workplace.

Originality/Value

This study found that narcissism consistently predicted unique variance in work-related criteria after the effects of agreeableness, conscientiousness, neuroticism, and aggression were controlled. It also found evidence that aggression moderates the effects of narcissism on counterproductive work behaviors. This study is the first to directly examine these effects.     

Leader Profiles and Their Effectiveness on Employees’ Outcomes

An underlying premise of the transformational–transactional leadership theory is that different forms of leadership can reside simultaneously within the same individual. This fundamental hypothesis has received scarce attention in the empirical literature. The objectives of this study are thus to examine whether leader profiles combining these leadership forms do exist and to evaluate how these profiles are associated with specific employee attitudes and behaviors. Results obtained from two different samples using cluster analyses revealed six different leader profiles (i.e., superleaders, transactors, moderate leaders, distant-visionary, distant-rewarding, and distant-punitive leaders). Our results showed that these types of leaders differ in terms of employees’ perceptions of trust, justice, and commitment, as well as supervisor-rated in-role and contextual performance. Results and implications for research and practice are discussed.