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.     

Development of Cognitive Skills in Children with Motor Coordination Impairments at 12-Month Follow-up

The current study presents a 1-year follow-up investigation of the development of executive functions (i.e., inhibition, updating, and shifting) in children with motor coordination impairments. Cognitive and motor coordination skills of children (N = 94) aged between 5 and 7 years with and without motor coordination impairments were compared. A second focus of the study was on pre-academic skills. The results indicate marked stability of motor coordination impairments and persistent executive functioning deficits in motor-impaired children. Inhibition and shifting performance was consistently lower, compared to the children without motor coordination impairments. Moreover, children with motor coordination impairments showed lower pre-academic skills, facing a substantial disadvantage at the beginning of formal schooling. The combined cognitive and motor problems may be the result of an underlying inhibition deficit or a general automation deficit. Implications for intervention are discussed.     

“If It Helps,I’ll Carry On”: Factors Supporting the Participation of Native and Immigrant Youth in Belgium and Germany

In this article we propose looking into some factors for Civic Participation and the intention to continue to participate among local (Study I) and immigrant (Study II) young people living in Belgium and Germany. In Study I, 1,079 young people (M_age = 19.23, 44.9% males) completed a self-report questionnaire asking about their Civic Participation. Multiple linear regressions reveal (a) evidence of a pool of variables significantly linked to Civic Participation: Institutional Trust, Collective-Efficacy, Parents’ and Peers’ Support, Political Interest, Motivations and (b) that Civic Participation, along with the mediation of the Participation's Efficacy, explains the Intention to Continue to Participate. An explanatory model was constructed on participation and the Intention to Continue to Participate on behalf of the native youth. This model is invariant between the two countries. In Study II, 276 young Turkish immigrants (M_age = 20.80, 49.3% males) recruited in Belgium and Germany filled out the same questionnaire as in Study I. The same analysis was conducted as for Study I, and they provided the same results as the native group, highlighting the invariance of the model between natives and immigrants. Applicative repercussions are discussed.     

Strategies for Coping with Work Stressors and Family Stressors: Scale Development and Validation

Purpose

Both individuals and organizations benefit when workers can effectively cope with stressors in the work and family domains. This study takes an inductive approach to the development of a work stressor coping scale and a family stressor coping scale.

Design/Methodology/Approach

In phase one, a comprehensive list of coping strategies was generated through a multi-step content analysis of qualitative interviews. In phase two, the content validity of the work stressor and family stressor coping strategy scales was established using data from three samples; and in phase three, convergent, discriminant, and criterion-related validity evidence were obtained using data from two samples.

Findings

A multi-step content analysis of qualitative interview data was used to develop a list of 365 coping strategy statements (182 work and 183 family) representing 11 work and 14 family stressor coping strategies. Multiple samples were used to reduce the number of scale items, and establish evidence for the scales’ content, construct, and criterion-related validity. The final work stressor coping scale consisted of 36 items assessing 12 different strategies, and the final family stressor coping scale consisted of 45 items assessing 15 different strategies.

Implications

Findings from the present study suggest that individuals may use a wider variety of strategies to cope with work stressors and family stressors than previously thought, and these strategies may be differentially effective depending on the stressor domain (i.e., work or family) and outcome (e.g., work-to-family conflict vs. family-to-work conflict).

Originality/Value

The inductive nature of our study resulted in a comprehensive and domain-specific scales assessing how individuals cope with work stressors and family stressors.