Busy lifestyles and mammography screening: Time pressure and women’s reattendance likelihood

Time pressure is often cited as a reason for non-attendance at mammography screening, although evidence from other areas of psychology suggests that time pressure can improve performance when barriers such as time pressure provide a challenge. We predicted that time pressure would negatively predict attendance in women whose self-efficacy for overcoming time pressure is low, but positively predict attendance when self-efficacy is high. Time pressure was operationalised as the self-reported number of dependent children and others, and average number of working hours per week. Australian women were surveyed after being invited to attend second or subsequent screenings at a free public screening service, and subsequent attendance monitored until six months after screening was due. The majority (87.5%) attended screening. Women with more dependent children and higher self-efficacy showed greater attendance likelihood, and women with fewer non-child dependants and lower self-efficacy were less likely to attend. Working hours did not predict attendance. Findings provide partial support for the idea that time pressure acts as a challenge for women with high self-efficacy.     

Changes in need satisfaction and motivation orientation as predictors of psychological and behavioural outcomes in exercise referral

Employing Self-Determination Theory (Deci & Ryan, 1985) as a theoretical framework, this study examined psychological need satisfaction and motivational regulations as predictors of psychological and behavioural outcomes in exercise referral (ER). ER patients (N?=?293; mean age 54.49) completed the measures of motivational regulations, psychological need satisfaction, health-related quality of life, life satisfaction, anxiety, depression and physical activity at entry, exit and 6 months following the end of a supervised exercise programme. Change in (Δ) intrinsic motivation during the scheme significantly predicted adherence and Δ habitual physical activity. Δ psychological need satisfaction from entry to exit significantly predicted Δ habitual physical activity from exit to 6-month follow-up. Δ psychological need satisfaction significantly predicted Δ motivational regulation and Δ psychological outcomes. Contrary to expectations, Δ self-determined regulation did not significantly predict Δ psychological outcomes during the structured part of the scheme, however, it did significantly predict Δ in psychological outcomes from exit to 6-month follow-up. These findings expand on cross-sectional research to demonstrate that psychological need satisfaction during supervised ER longitudinally predicts motivational regulation and psychological outcomes up to 6 months after a structured programme.     

Associations of positive and negative life changes with well-being in young and middle-aged adult cancer survivors

Both positive and negative changes are commonly reported by cancer survivors, and both may impact quality of life. Yet few studies have directly compared the associations of positive and negative changes across multiple life domains with multiple aspects of well-being. This study examined positive and negative changes and their conjoint relation to a range of well-being indices. We used correlational and regression analyses of data from 237 young to middle aged (X?=?45.3?years) cancer survivors, several years after treatment. Measures included demographic and medical variables, medical post-cancer positive and negative changes on multiple life domains, and a range of positive and negative adjustment indices. Demographic factors, especially income, related to both positive and negative outcomes. On average, participants reported no change on most life domains, although modest amounts of both positive and negative changes were reported. Negative change, rather than positive change, was closely associated with cancer survivors’ adjustment. Detailed measurement of both positive and negative changes – as well as lack of change – is important to advance understanding of cancer's impact on survivors.     

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Microstructural investigations have been carried out on a fully lamellar Ti₄₉Al₄₇Cr₂Nb₂     

Whole-body posture planning in anticipation of a manual prehension task: Prospective and retrospective effects

This study examined the extent to which the anticipation of a manual action task influences whole-body postural planning and orientation. Our participants walked up to a drawer, opened the drawer, then grasped and moved an object in the drawer to another location in the same drawer. The starting placement of the object within the drawer and the final placement of the object in the drawer were varied across trials in either a blocked design (i.e., in trials where the same start and end location were repeated consecutively) or in a mixed fashion. Of primary interest was the posture adopted at the moment of grasping the drawer handle before pulling it out prior to the object manipulation task. Of secondary interest was whether there were sequential effects such that postures adopted in preceding trials influenced postures in subsequent trials. The results indicated that the spatial properties of the forthcoming object manipulation influenced both the postures adopted by the participants and the degree to which the drawer was opened, suggesting a prospective effect. In addition, the adopted postures were more consistent in blocked trials than in mixed trials, suggesting an additional retrospective effect. Overall, our findings suggest that motor planning occurs at the level of the whole body, and reflects both prospective and retrospective influences.     

Mentor status,occupational context,and protégé career outcomes: Differential returns for males and females

We report two studies examining the moderating effects of mentor status and protégé gender, along with the moderating role of occupational context, in the relationship of mentoring with protégé career outcomes. Our research replicates and extends previous findings, especially those by Ramaswami et al. (2010b). Results from Study 1 indicated that business school alumni with senior-male mentors earned more compensation than those with no mentors. Additionally, a 3-way interaction (protégé gender × senior-male mentor × occupation type) indicated that the senior-male mentor effect for compensation was especially prominent for females in male-gendered occupation types. Study 2, conducted in an aerospace manufacturing firm comprising both a male-gendered occupation and industry context, confirmed mentor-status by protégé gender interaction for compensation. Female protégés with senior mentors received more compensation than females with no mentors, and also more compensation than males with senior mentors. In contrast, protégés with “other” (not senior) mentors received less compensation than those with no mentors, with this negative effect being especially strong for females. Taken as a whole, these results confirm the importance of mentor status for protégé career success. The results also underscore the importance of considering both mentor attributes and work context in understanding male and female protégés' career returns from mentoring.     

Does longer job tenure help or hinder job performance?

There are two competing theoretical perspectives on how job tenure might affect job performance. Human capital theory suggests that as knowledge and skill increase with greater tenure, job performance will improve as well. In contrast, the literature on job design suggests that as job tenure increases, employees are likely to become more bored and less motivated at work. Consequently, the gains from human capital acquisition might be offset by losses of motivation. To examine these competing perspectives, we conducted meta-analyses on the relationships of job tenure with four types of job performance: core task performance, citizenship behavior, creativity and innovative behavior, and counterproductive work behavior. The results support the second perspective, as both the linear and curvilinear relationships of job tenure with the four types of job performance are weak. Further, the results do not change in strength across type of research design, job industry, age, or gender.     

Realization and the metaphysics of mind1

According to a familiar view in philosophy of mind, mental states or properties are realized by physical states or properties but are not identical to them. This view is often called realization physicalism. But what is realization? I argue that recent approaches to realization, represented by Carl Gillett's ‘dimensioned’ view, fail to acknowledge some textbook cases of realization. I also argue Gillett's account in particular admits realization relations that should not count if realization physicalism is to be distinguished from its competitors in the usual ways. I offer my own account of realization, and argue that it is superior not only in passing the above tests but also in its utility for answering questions about multiple realizability.