The moderator role of followers’ personality traits in the relations between leadership styles,two types of task performance and work result satisfaction

Authentic leadership is changing our understanding of what makes good leadership. However, few studies have explored how followers’ individual differences and the nature of the task they perform affect its relation to followers’ work outcomes. We examine the moderator role of two core task types (intellective vs. generative) and two personality traits (conscientiousness and emotional stability) in the relationship between two leadership feedback styles (authentic vs. transactional) and task performance or work result satisfaction in a two-wave experiment. The sample consisted of 228 participants enrolled in an organizational psychology course, 34% of whom had work experience. Our results show that over time the effect of an authentic feedback style on task performance became stronger for those participants who previously scored very low on intellective tasks or very high on generative tasks. Furthermore, a significant three-way interaction between these two traits and our leadership feedback styles indicates that the effect of authentic feedback conforms different patterns depending on the followers’ personality traits and the type of task they perform. Moreover, authentic feedback had a stronger effect on participants’ work result satisfaction. Participants with low levels of either conscientiousness or emotional stability displayed higher levels of satisfaction in the authentic feedback condition.     

Testing relations between group cohesion and satisfaction in project teams: A cross-level and cross-lagged approach

Based on a two-dimensional perspective of group cohesion, this study examines the emergence of task cohesion and interpersonal cohesion in project teams and their roles in changes in members’ individual satisfaction with the team. Specifically, we tested a direct-effect and mediation model of the cross-level relationship between team task and interpersonal cohesion and individual satisfaction with the team over time. With a sample of 74 newly created project teams, the hypotheses were tested using a two-wave panel design. Results indicate that task cohesion emerges more strongly than interpersonal cohesion during the first stages of work in project teams. Moreover, the cross-lagged relationship between team interpersonal cohesion and individual satisfaction with the team was mediated by team task cohesion.     

Sacramental and spiritual use of hallucinogenic drugs

Arguably, the religious use of hallucinogenic drugs stems from a human search of metaphysical insight rather than from a direct need for cognitive, emotional, social, physical, or sexual improvement. Therefore, the sacramental and spiritual intake of hallucinogenic drugs goes so far beyond other biopsychosocial functions that it deserves its own category in the drug instrumentalization list.     

Why are auditory novels distracting? Contrasting the roles of novelty, violation of expectation and stimulus change

Past studies show that novel auditory stimuli, presented in the context of an otherwise repeated sound, capture participants’ attention away from a focal task, resulting in measurable behavioral distraction. Novel sounds are traditionally defined as rare and unexpected but past studies have not sought to disentangle these concepts directly. Using a cross-modal oddball task, we contrasted these aspects orthogonally by manipulating the base rate and conditional probabilities of sound events. We report for the first time that behavioral distraction does not result from a sound’s novelty per se but from the violation of the cognitive system’s expectation based on the learning of conditional probabilities and, to some extent, the occurrence of a perceptual change from one sound to another.     

Language deficits in pre-symptomatic Huntington's disease: evidence from Hungarian

A limited number of studies have investigated language in Huntington’s disease (HD). These have generally reported abnormalities in rule-governed (grammatical) aspects of language, in both syntax and morphology. Several studies of verbal inflectional morphology in English and French have reported evidence of over-active rule processing, such as over-suffixation errors (e.g., walkeded) and over-regularizations (e.g., digged). Here we extend the investigation to noun inflection in Hungarian, a Finno-Ugric agglutinative language with complex morphology, and to genetically proven pre-symptomatic Huntington’s disease (pre-HD). Although individuals with pre-HD have no clinical, motor or cognitive symptoms, the underlying pathology may already have begun, and thus sensitive behavioral measures might reveal already-present impairments. Indeed, in a Hungarian morphology production task, pre-HD patients made both over-suffixation and over-regularization errors. The findings suggest the generality of over-active rule processing in both HD and pre-HD, across languages from different families with different morphological systems, and for both verbal and noun inflection. Because the neuropathology in pre-HD appears to be largely restricted to the caudate nucleus and related structures, the findings further implicate these structures in language, and in rule-processing in particular. Finally, the need for effective treatments in HD, which will likely depend in part on the ability to sensitively measure early changes in the disease, suggests the possibility that inflectional morphology, and perhaps other language measures, may provide useful diagnostic, tracking, and therapeutic tools for assessing and treating early degeneration in pre-HD and HD.     

Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance

Organizations must improve their employees’ performance in order to compete effectively. Evidence shows that flow experiences enhance performance. However, a dynamic approach to this phenomenon is needed. Furthermore, different work patterns (based on task profiles) can have specific environmental requirements (office types). This research aims to analyze the dynamic relationship between office workers’ flow and in-role and extra-role performance, considering work pattern–office type fit as a predictor of the initial level of each of these three variables. A total of 83 workers participated in this diary study. Results of the latent growth model showed a positive association between: (1) the initial levels of flow and in-role and extra-role performance; and (2) the changes in flow and in-role and extra-role performance. Furthermore, work pattern–office type fit directly influenced workers’ flow. In addition, flow mediated between work pattern–office type fit and in-role performance. Our results show that workspaces that fit employees’ work patterns are more likely to induce flow, which, in turn, will have beneficial consequences for the organization.