Elaboration and numerical anchoring: Implications of attitude theories for consumer judgment and decision making

Researchers across many domains have examined the impact of externally presented numerical anchors on perceiver judgments. In the traditional paradigm, “anchored” judgments are typically explained as a result of elaborate thinking (i.e., confirmatory hypothesis testing that selectively activates anchor-consistent information in memory). Consistent with a long tradition in attitude change, we suggest that the same judgments can result from relatively thoughtful or non-thoughtful processes, with more thoughtful processes resulting in judgments that have more lasting impact. We review recent anchoring research consistent with this elaboration-based perspective and discuss implications for past anchoring results and theory in judgment and decision making.     

Three Reviews of For Life Abundant: Practical Theology,Theological Education,and Christian Ministry,edited by Dorothy C. Bass and Craig Dykstra, 2008

For Life Abundant, the fruit of sustained reflection among systematic theologians, practical theologians, and pastors, is an important new work that deserves attention. The volume provokes creative and critical thinking about practical theology. Its contributors conceptualize the field as a disciplined practice of imagination and skill residing at the confluence of Christian tradition and living ecclesial communities, and ask what such a construal of practical theology might mean for theological education. Given the significance of For Life Abundant, Teaching Theology and Religion asked three theological educators who are located in different regions, types of institutions, and fields, to review and respond to it. Rebecca Slough describes the volume's central questions and organization, and considers how it might contribute to the deliberations of a seminary faculty regarding a school's curriculum. Martha Stortz shows how the process and structure of For Life Abundant are in themselves illustrative of the conceptualization of practical theology for which it argues. Kwok Pui‐lan notes the volumes strengths and goes on to probe its lacunae, particularly with regard to global, gender, and multi‐cultural considerations relevant to a robust construal of pastoral theology in our time. While the authors of these three reviews and responses to the volume did not interact as they wrote them, together they comprise a conversation that should be on‐going. TTR invites further responses to the volume.     

Interpersonal Relationship Orientations,Leadership, and Managerial Level: Assessing the practical usefulness of the FIRO‐B in organizations

This paper investigated whether interpersonal relationship orientation, as measured by the Fundamental Interpersonal Relationship Orientations‐Behaviour (FIRO‐B), predicts ratings of leadership capability and managerial level of attainment. In all, 547 participants reported their managerial level in their organization, and were rated by trained consultants on their leadership capability. Results showed that several scores on the FIRO‐B positively predicted ratings of leadership capability and managerial level reached even after controlling for the effect of intelligence and demographic variables. This study provides some initial evidence for the validity of the FIRO‐B in the prediction of perceptual and objective measures of leadership capability. Implications for selection and assessment are discussed.     

Development and Initial Validation of an Implicit Measure of Religiousness‐Spirituality

An implicit measure of religiousness‐spirituality (RS) was constructed and used in two studies. In Study 1, undergraduates completed a Religiousness‐Spirituality Implicit Association Test (RS‐IAT) and several self‐report measures of RS and related constructs (e.g., religious fundamentalism, authoritarianism). Informants rated the participants’ RS. The RS‐IAT was internally consistent. Implicit RS correlated positively with self‐reported RS, spiritual transcendence, spiritual experiences, religious fundamentalism, and intrinsic religiousness. Informant ratings correlated positively with participants’ self‐reported religiousness but not implicit RS. In Study 2, implicit RS accounted for unique variability in self‐reported attitudes toward gay men and lesbian women when controlling for self‐reported religiousness and right‐wing authoritarianism. These findings demonstrate that an implicit measure of trait RS explains some variability in attitudes that self‐report measures do not. An implicit measure of RS could advance the scientific study of religion beyond what is known from self‐report measures.     

Bayesian analysis of mixtures in structural equation models with non‐ignorable missing data

Structural equation models (SEMs) have become widely used to determine the interrelationships between latent and observed variables in social, psychological, and behavioural sciences. As heterogeneous data are very common in practical research in these fields, the analysis of mixture models has received a lot of attention in the literature. An important issue in the analysis of mixture SEMs is the presence of missing data, in particular of data missing with a non‐ignorable mechanism. However, only a limited amount of work has been done in analysing mixture SEMs with non‐ignorable missing data. The main objective of this paper is to develop a Bayesian approach for analysing mixture SEMs with an unknown number of components and non‐ignorable missing data. A simulation study shows that Bayesian estimates obtained by the proposed Markov chain Monte Carlo methods are accurate and the Bayes factor computed via a path sampling procedure is useful for identifying the correct number of components, selecting an appropriate missingness mechanism, and investigating various effects of latent variables in the mixture SEMs. A real data set on a study of job satisfaction is used to demonstrate the methodology.     

Impact of the effort–reward imbalance model on intent to leave among Belgian health care workers: A prospective study

The aim of this study was to analyse the impact of the effort–reward imbalance (ERI) model on intent to leave the current organization (ITL organization) and intent to leave the nursing profession (ITL profession) in a prospective way. A total of 1,531 health care workers who remained in their job filled in a self‐administered questionnaire at baseline and 1 year later. ERI was measured at baseline by a 23‐item questionnaire. Multivariate logistic regression analyses were performed. Within a population with low intent to leave at baseline, we found that an imbalance between high efforts and low rewards (extrinsic hypothesis) increased the risk of high ITL organization (OR 4.98; 95% CI 2.07–11.97) and high ITL profession (OR 1.84; 95% CI 1.03–3.30), 1 year later. A high level of overcommitment (OC; intrinsic hypothesis) was not predictive for both intent to leave outcome variables, neither was the interaction between high efforts/low rewards and a high level of OC (interaction hypothesis). Our results showed that a perceived effort‐reward imbalance (ERI) at work is a significant predictor of intent to leave among health care workers. This contribution concludes with some directions aimed at boosting nurses' retention and recommendations for future research.     

Priming the mental time-line: effects of modality and processing mode

The notion of a mental time-line (i.e., past corresponds to left and future corresponds to right) supports the conceptual metaphor view assuming that abstract concepts like “time” are grounded in cognitively more accessible concepts like “space.” In five experiments, we further investigated the relationship between temporal and spatial representations and examined whether or not the spatial correspondents of time are unintentionally activated. We employed a priming paradigm, in which visual or auditory prime words (i.e., temporal adverbs such as yesterday, tomorrow) preceded a colored square. In all experiments, participants discriminated the color of this square by responding with the left or the right hand. Although the temporal reference of the priming adverb was task irrelevant in Experiment 1, visually presented primes facilitated responses to the square in correspondence with the direction of the mental time-line. This priming effect was absent in Experiments 2, 3, and 5, in which the primes were presented auditorily and the temporal reference of the words could be ignored. The effect, however, emerged when attention was oriented to the temporal content of the auditory prime words in Experiment 4. The results suggest that task demands differentially modulate the activation of the mental time-line within the visual and auditory modality and support a flexible association between conceptual codes.     

The Interactive Effects of Self‐Perceptions and Job Requirements on Creative Problem Solving

Over the years, researchers have focused on ways to facilitate creativity in the workplace by looking at individual factors and organizational factors that affect employee creativity (Woodman, Sawyer, & Griffin, 1993 ). In many cases, the factors that affect creativity are examined independently. In other words, it is uncommon for researchers to look at the interaction among individual and organizational factors. In this study, it is argued that to get a true understanding of how to maximize creativity in the workplace, organizational researchers must look at the interaction between organizational factors and individual factors that affect employee creativity. More specifically, the current study looked at an individual's perceptions about his or her ability to be creative (i.e., individual factor) and perceptions of requirements for creativity in the workplace (i.e., an organizational factor). The results indicated that individuals who have a high belief about their ability to be creative (an individual factor) were most creative when they also perceived requirements for creativity in the workplace (an organizational factor). Furthermore, individuals who had low perceptions of creative ability were still able to perform creatively when they had high perceptions of requirements for creativity. This suggests that, to maximize creativity, organizations should focus on both individual and organizational factors that affect employee creativity.