Avoiding the problem state bottleneck by strategic use of the environment

We investigated whether environmental support can be used to circumvent the problem state bottleneck in human multitasking. Previously, it was shown that people can only maintain a single chunk of information in their problem state resource, the central part of working memory. Consequently, when the problem state resource was required by multiple tasks concurrently, performance decreased. This phenomenon was termed the problem state bottleneck. To investigate whether the environment can be used to circumvent this bottleneck, we conducted an experiment with two main conditions. In the No-Support condition we replicated an earlier experiment that indicated the existence of the problem state bottleneck. In the Support condition we presented external cues, reducing the load on the problem state resource. To support the results of the experiment we present a computational cognitive model. The experiment and model indicated that the problem state bottleneck can be avoided by using external cues. However, subjects only used external cues when this led to faster behavior. These results were interpreted in the light of the Soft Constraints Hypothesis, which states that humans always follow the fastest strategy possible, as opposed to the most accurate strategy.     

The Importance of Career Insecurity for Turnover Intentions in the Dutch Military

The effects of two dimensions of job insecurity (job loss insecurity and career insecurity) on turnover intentions were tested in a sample from the Dutch armed forces (N = 3,580) after a major downsizing operation was announced. Results suggested that especially perceptions of career insecurity increased turnover intentions. Next to this direct effect, career insecurity was also associated with lowered affective organizational commitment which in turn increased turnover intentions as well. Our results imply that, at least during downsizing operations, a multidimensional conceptualization of job insecurity helps to predict important organizational outcomes in the military. Both perceptions of the risk of losing one’s job and perceptions of possible future career opportunities are important for employee retention.     

Warding off the evil eye: when the fear of being envied increases prosocial behavior

The fear of being envied makes people act prosocially, in an attempt to ward off the potentially destructive effects of envy. In three experiments, people who were in a superior position and could be envied were more likely than control participants to give time-consuming advice to a potentially envious person or to help a potentially envious person pick up erasers she had accidentally scattered. However, helping behavior increased only if envy was likely to be malicious rather than benign. People who were better off did not increase their helping behavior toward people in general, but increased their helping only toward the potentially envious. This finding is consistent with the idea that the better off act more prosocially as an appeasement strategy. The fear of being envied serves useful group functions, because it triggers prosocial behavior that is likely to dampen the potentially destructive effects of envy and simultaneously helps to improve the situation of people who are worse off.     

Social change in the aftermath of successful minority influence

This chapter describes a programme of research on group dynamics in the aftermath of successful minority influence that reverses minority and majority positions within a group. Supporting the authors' gain - loss asymmetry model of change, converging evidence suggests that loss of the majority position generates strong disidentification from the superordinate group whereas gaining the majority position does not yield comparable identification. This overall decrease in identification is associated with a general increase in hostility, reduced helpfulness, and a desire to exit the group. Thus groups may be especially fragile following internal changes in the majority - minority positions. Additional research suggests that such a pattern of reactions to majority - minority change is a specifically group phenomenon (versus aggregates of individuals) and occurs when majority - minority reversals follow the attitude change of existing group members (versus an influx of new members). New majorities will increase their identification with the group when converts provide genuine support or when their new majority position persists over time. Implications of these findings for intra-group relations in the aftermath of social change are discussed.     

Fungible Weights in Multiple Regression

Every set of alternate weights (i.e., nonleast squares weights) in a multiple regression analysis with three or more predictors is associated with an infinite class of weights. All members of a given class can be deemed fungiblebecause they yield identical SSE (sum of squared errors) and R ² values. Equations for generating fungible weights are reviewed and an example is given that illustrates how fungible weights can be profitably used to evaluate parameter sensitivity in multiple regression. The author wishes to thank Drs. Robyn Dawes, William Grove, Markus Keel, Leslie Yonce, Joe Rausch, the editor, and three anonymous reviewers for helpful comments on earlier versions of this article.