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51.
The inhibitory account of attention deficit hyperactivity disorder (ADHD) was tested by examining the performance of college-aged adults on a variety of inhibitory tasks. The poorer performance of adults with ADHD compared with controls on negative priming, stopping, and continuous performance tasks, combined with similar group performances on a test of working memory capacity, indicates a specific inhibitory deficit as opposed to a general limitation in attentional capacity. Overall results provide evidence for extending the inhibitory deficit hypothesis to adult ADHD, not only for mechanisms of response (or motor) inhibition but also for mechanisms of cognitive inhibition. 相似文献
52.
Theory-Contraction is NP-Complete 总被引:2,自引:0,他引:2
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Over four hundred young people from Britain, Hawaii and Singapore estimated their own, their parents and their siblings IQ score on each of Gardner (1983) fundamental human intelligences: verbal (linguistic), logical (mathematical), spatial, musical, body-kinesthetic, interpersonal and intrapersonal. They also answered six simple questions concerning intelligence tests. There were both cultural and sex differences in the estimation of overall own intelligence score. Males gave higher scores than females (109 vs 107) while the British gave the highest score (109) compared with the Singaporeans (106) and Hawaiians (104). Factor analysis of the seven dimensions yielded either a two or three factor solution, the latter being verbal (verbal, inter-intrapersonal), mathematical (mathematical and spatial), and musical (musical, body-kinesthetic). There were consistent sex differences in the estimations of the three factors for self, but not of parents, and only marginally of sisters. Males more than females, and the British more than the other groups, were more likely to believe in sex and race difference in intelligence. 相似文献
55.
This study examined the mechanism through which online support group (OSG) participation may promote patient empowerment among 340 individuals living with HIV/AIDS. Results from structural equation modelling revealed that greater use of OSGs was associated with more frequent occurrence of the empowering processes as measured by receiving useful information, receiving social support, finding positive meaning and helping others. Receiving useful information and finding positive meaning were related to higher levels of adaptive coping and lower levels of maladaptive coping, while receiving social support and helping others were related to higher levels of self-care self-efficacy, which in turn was related to higher levels of adaptive coping, and lower levels of maladaptive coping. Finally, higher levels of maladaptive coping were related to poorer quality of life, while higher levels of adaptive coping were related to better quality of life. Results suggest that OSG participation may offer some benefits for those living with HIV/AIDS. 相似文献
56.
Neil Charness 《New Ideas in Psychology》2012,30(3):322-324
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. 相似文献
57.
Neil Conway Jacqueline A.‐M. Coyle‐Shapiro 《Journal of Occupational & Organizational Psychology》2012,85(2):277-299
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. 相似文献
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Neil Anderson Sara Ahmed Ana Cristina Costa 《International Journal of Selection & Assessment》2012,20(2):197-208
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. 相似文献
60.
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. 相似文献