C'est le Ton Qui Fait la Critique—for the powerful: the effects of feedback framing and power on affective reactions

Although negative feedback is usually provided with the best of intentions, it often causes unfavorable affective reactions in the receiver such as anger and shame. The purpose of the present research is to identify factors that may attenuate or intensify these reactions to negative feedback. We argue and show across a laboratory experiment and a field study that feedback framing may affect feelings of anger and shame, but only for high (vs. low) power individuals. Given the prevalence of power differences in many feedback situations (e.g., in the organizational context), our findings may provide valuable information for the successful provision of negative feedback.     

Do individual differences in need strength moderate the relations between basic psychological need satisfaction and organizational citizenship behavior?

An important theoretical debate in the literature on psychological needs concerns the potential moderating role of individuals’ need strength in the effects of basic psychological need satisfaction. The present study adds to the relatively small literature with inconsistent findings by examining whether the relations between work-related basic psychological need satisfaction (autonomy, competence, and relatedness) and organizational citizenship behavior (i.e., constructive voluntary job performance) are enhanced when employees’ work-specific explicit need strength increases. Survey data from two samples of employees in the United States (N = 353; M_Age = 38.13) and in the Netherlands (N = 298; M_Age = 44.57) consistently showed that across the need domains, need satisfaction was positively associated with organizational citizenship behavior through work engagement. However, we only found minor evidence for a moderating role of need strength. These findings largely endorse core self-determination theory assertions, as they underscore the relevance of employees’ psychological need satisfaction rather than fit between high psychological need satisfaction and high need strength in the workplace.

     

Enhanced recognition of memorable pictures in ultra-fast RSVP

Long-term recognition memory for some pictures is consistently better than for others (Isola, Xiao, Parikh, Torralba, & Oliva, IEEE Transaction on Pattern Analysis and Machine Intelligence (PAMI), 36(7), 1469–1482, 2014). Here, we investigated whether pictures found to be memorable in a long-term memory test are also perceived more easily when presented in ultra-rapid RSVP. Participants viewed 6 pictures they had never seen before that were presented for 13 to 360 ms per picture in a rapid serial visual presentation (RSVP) sequence. In half the trials, one of the pictures was a memorable or a nonmemorable picture and perception of this picture was probed by a visual recognition test at the end of the sequence. Recognition for pictures from the memorable set was higher than for those from the nonmemorable set, and this difference increased with increasing duration. Nonmemorable picture recognition was low initially, did not increase until 120 ms, and never caught up with memorable picture recognition performance. Thus, the long-term memorability of an image is associated with initial perceptibility: A picture that is hard to grasp quickly is hard to remember later.     

Predicting staff retention from employee motivation and job satisfaction

This study investigated the role of employee motivation and job satisfaction as predictors of staff retention in a foreign exchange bank. Participants were 341 employees of a South African foreign exchange bank division (female?=?62.8%; black?=?31.1%; managers?=?37%, mean years of experience?=?10 years). The employees completed the following self-report measures: Work Preference Inventory, Job Satisfaction Survey, and Employee Retention Questionnaire. Structural equation modelling was applied in the analysis to test the prediction effect of employee motivation and job satisfaction on staff retention. The findings of the model fit revealed that the model (employee motivation and employee job satisfaction) explained an estimated 46% of the variance in the employee retention construct. The job satisfaction construct in the model explained an estimated 66% of the variance in the employee retention construct; while the employee motivation construct explained only 8% of the variance. Organisational talent management should seek to identify employee motivation and job satisfaction interventions that might help to retain talented staff.     

Serial and subjective clustering on a verbal learning test (VLT) in children aged 5–15: The nature of subjective clustering

This study investigated which strategies children aged 5–15 years (N?=?408) employ while performing a multitrial free recall test of semantically unrelated words. Serial clustering (i.e., a relatively passive strategy) is an index of the sequential consistency of recall order. Subjective clustering (i.e., a more active strategy) is based on similar word groupings in successive trials. Previously, Meijs et al. (2009 Meijs, C. J. C., Hurks, P. P. M., Kalff, A. C., Slaats-Willemse, D. I. E., Rozendaal, N. and Jolles, J. 2009. Differential development of learning strategies on a Pictorial Verbal Learning Test (PVLT) in primary school children. Child Neuropsychology, 15: 247–261. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) found that the level of (serial and subjective) clustering increases with age. At all ages, the level of serial clustering correlates positively with the ability to recall information on VLT trials. However, subjective clustering is more predictive of VLT performance than serial clustering after ≥ 3 trials, but only in children aged 8+. Knowledge on how children organize words (based on, for example, sound or meaning) and how this relates to developmental stage is still lacking. This study revealed that the level of subjective clustering is primarily determined by the position of words in a VLT list. More specifically, primacy (i.e., recall of words 1–3 of the VLT list — whether recalled in the same order or reversed) and recency (i.e., recall of words 14–15) effects primarily determine level subjective organization over successive trials. Thus, older children still organize words based on the serial position of the VLT list and are much less likely to organize them based on any other feature of the words, for example, sound or meaning. This indicates that the most important information to be learned needs to be presented first or last, even in older children and even with repeated presentations.     

Report on work in progress: “Towards a new science of the human”

A multidisciplinary and global study of the evolutionary process of the universe in general and mankind in particular is proposed, drawing from both modern science, approached by taking into consideration its various interdependent aspects; and the study of western and eastern ancient traditions, which prove to have a common foundation that is the comprehension and the control of the evolutionary process itself.

Such a study will lead to the compilation of a “Corpus Unus” of the new science of the human, a science which does not belong to a race, a culture or an age, but is specific to the human being as such.

Such a science will imply the exploration of mankind and of the evolutionary process, and applying the results in a pragmatic way to the betterment of human beings, society, and universe.