Patterns of theorizing about chess skill – Commentary on Linhares and Freitas (2010) and Lane and Gobet (2011)

Although Linhares and Freitas (2010) have failed to characterize earlier experimental work in chess skill accurately, their conceptual approach of “experience-recognition”-driven problem solving points to the need to incorporate analogical reasoning mechanisms into explanations of how chess players choose the best move in chess. The Lane and Gobet (2011) commentary and the cognitive simulation models that they espouse consist of plausible mechanisms to support choosing a good move, but need additional development to incorporate abstract/semantic information. One possible avenue for future exploration will be to produce hybrid models that use both “piece-on-square” chunk and template representations and abstract high-level representations to guide search in chess.     

The reciprocal relationship between psychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure

This study investigated the reciprocal relationship between perceptions of psychological contract fulfilment and employee performance (sales made and sales targets), and whether this was moderated by the quality and length of the social exchange relationship captured, respectively, through perceived organizational support (POS) and organizational tenure. We used a sample of 146 sales advisors and a four‐point longitudinal design and found support for reciprocal links where performance predicted subsequent psychological contract fulfilment and vice versa. The strength of the relationship between performance and psychological contract fulfilment increased over time. The quality of the social exchange relationship (i.e., POS) moderated reciprocal links between sales made and sales targets met and perceptions of psychological contract fulfilment at earlier, but not later, time points. One way to interpret the findings is the changing nature of the unfolding relationship between support, psychological contract fulfilment, and performance, where a supportive relationship buffers failing to deliver at earlier time points, but at later time points employee performance and psychological contract fulfilment associate more strongly as both parties prioritize delivery.     

Applicant Reactions in Saudi Arabia: Organizational attractiveness and core‐self evaluation

This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core‐self evaluation, and applicant reactions to four popular selection methods in the country – interviews, résumés, work sample tests, and references – being included. Findings indicate a notably similar pattern of preference reactions to previous studies in other (Western) countries, affirming arguments for so‐called reaction generalizability. Work sample tests were rated the most favorably followed by interviews, résumés, and references. For specific procedural dimensions, résumés were perceived as the most favorable, followed by work sample tests, interviews, and references. Several significant differences were found across job functions, mostly for interviews and résumés. Significant effects were found between reactions and organizational attractiveness, and between reactions and core‐self evaluation, including some interaction effects. Implications for future research and for practice in employee selection are considered in the conclusion.     

Assessing Innovation: A 360‐degree appraisal study

This study examines the evaluation of innovation in a wider competency framework and within a 360‐degree rating procedure among managerial‐level job holders. The total sample of 2,979 individuals consisted of 296 target employees and their 318 bosses, 1208 peers, 828 direct reports, and 329 others who provided ratings on a competency framework. The results showed significant differences in innovation‐related competence ratings between different raters. Self‐ratings were significantly lower compared to the overall observer ratings and were correlated only with peer ratings. Different patterns of results were found for the lower and upper quartiles based on self‐ratings. For instance, no correlations were observed between self‐ratings and the ratings of any observers in the group of best self‐rated individuals. Implications for practice and future research in assessment and evaluation of innovation are discussed in conclusion.     

Factor structure of the primary scales of the Inventory of Personality Organization in a nonclinical sample using exploratory structural equation modeling

Using exploratory structural equation modeling and multiple regression, we examined the factor structure and criterion relations of the primary scales of the Inventory of Personality Organization (IPO; Kernberg & Clarkin, 1995) in a nonclinical sample. Participants (N = 1,260) completed the IPO and measures of self-concept clarity, defenses, affect and emotion regulation, and risky and self-injurious behavior. In contrast to that of Lenzenweger, Clarkin, Kernberg, and Foelsch (2001), a 4-factor measurement model was derived with factors representing instability of sense of self and other, instability of goals, instability of behaviors, and psychosis. The 1st of these factors related most strongly to external measures of self-concept clarity, defenses, and affect, whereas the 3rd factor related most strongly to measures of risky behavior and self-injury. These results suggest that the IPO's factor structure does not conform to the hypothesized 3-factor model, although it does capture important elements of Kernberg's (1996) theory of personality organization, especially the central construct of representations of self and others. The results point to several areas in which the IPO might be refined to provide a more comprehensive and theoretically appropriate measure of the borderline personality organization construct.     

Development of the coordination between posture and manual control

Studies have suggested that proper postural control is essential for the development of reaching. However, little research has examined the development of the coordination between posture and manual control throughout childhood. We investigated the coordination between posture and manual control in children (7- and 10-year-olds) and adults during a precision fitting task as task constraints became more difficult. Participants fit a block through an opening as arm kinematics, trunk kinematics, and center of pressure data were collected. During the fitting task, the precision, postural, and visual constraints of the task were manipulated. Young children adopted a strategy where they first move their trunk toward the opening and then stabilize their trunk (freeze degrees of freedom) as the precision manual task is being performed. In contrast, adults and older children make compensatory trunk movements as the task is being performed. The 10-year-olds were similar to adults under the less constrained task conditions, but they resembled the 7-year-olds under the more challenging tasks. The ability to either suppress or allow postural fluctuations based on the constraints of a suprapostural task begins to develop at around 10 years of age. This ability, once developed, allows children to learn specific segmental movements required to complete a task within an environmental context.     

Reply to Nagasawa on the Inconsistency Objection to the Knowledge Argument

Yujin Nagasawa has recently defended Frank Jackson’s knowledge argument from the “inconsistency objection.” The objection claims that the premises of the knowledge argument are inconsistent with qualia epiphenomenalism. Nagasawa defends Jackson by showing that the objection mistakenly assumes a causal theory of phenomenal knowledge. I argue that although this defense might succeed against two versions of the inconsistency objection, mine is unaffected by Nagasawa’s argument, in which case the inconsistency in the knowledge argument remains.     

Faking on self-report emotional intelligence and personality tests: Effects of faking opportunity, cognitive ability, and job type

We assessed the combined effects of cognitive ability, opportunity to fake, and trait job-relevance on faking self-report emotional intelligence and personality tests by having 150 undergraduates complete such tests honestly and then so as to appear ideal for one of three jobs: nurse practitioner, marketing manager, and computer programmer. Faking, as expected, was greater (a) in higher-g participants, (b) in those scoring lower under honest conditions (with greater opportunity to fake), and (c) on job-relevant traits. Predicted interactions accounted for additional unique variance in faking. Combining all three factors yielded a “perfect storm” standardized difference of around 2, more than double the overall .83 estimate. Implications for the study of faking are discussed.