The word superiority effect: A comparison between restricted and unrestricted alternative set

Three experiments were conducted to investigate the word superiority effect (WSE) (Reicher, 1969). The first two experiments used mixed presentations of words and nonwords, and positional uncertainty of the critical letter. Experiment 1 used an unrestricted set of alternatives, while Experiment 2 used only two alternatives (R and L). Experiment 3 compared letter detection in nonwords with a restricted and unrestricted alternative set. WSE was found for both Experiments 1 and 2, at about the same level. Experiment 3 showed superior performance when alternatives were known in advance. It was concluded that context has an effect on letter recognition even with prior knowledge of alternatives if the critical position is not known in advance. Some incompatibilities between the present results and those of other investigators in the field are discussed.     

A longitudinal study of relations between job stressors and job strains while controlling for prior negative affectivity and strains

Interpretation of observed relations between job stressors and job strains in cross-sectional surveys is often ambiguous because of possible 3rd variables (both stable background factors, such as personality, and transitory occasion factors, such as mood). In this longitudinal study, negative affectivity (NA) and strains were assessed both in college and later on the job. Stressors were assessed only on the job. Evidence was found that some background factors affected measures of job stressors and job strains in that college measures were significantly related to subsequent measures on the job. Relations between job stressors and job strains, however, were in most cases not affected significantly when prior strains and NA were controlled for. Furthermore, the results suggested that NA measures are subject to occasion factors.     

Explaining the surprisingly weak relationship between organizational constraints and job performance

Organizational constraints are contextual factors that interfere with task performance. Study 1 was a meta-analysis of constraints-performance studies that found a smaller than expected relationship. Two additional studies were designed to understand why constraints fail to relate as expected to performance. Study 2 found support for the rater-bias hypothesis that raters take constraints into consideration when rating performance. Study 3 showed that constraints were both a challenge and a hindrance, and the two components tend to cancel one another. Two important conclusions that arise are that the constraints–performance relationship observed in field studies using raters is an underestimate of the true relationship, and constraints are not simply a hindrance, but can have a challenging effect that enhances motivation, as well.     

Job satisfaction and firm performance: Can employees’ job satisfaction change the trajectory of a firm’s performance?

Contemporary trends in business have focused on enhancing the employee work experience. Proponents argue that doing so will improve employees’ productivity and ultimately the firm's performance. However, critics argue that job satisfaction has only a modest relationship with an employee's job performance, and therefore, such an investment will likely have little impact on the firm's financial performance. To investigate the relationship between employees’ job satisfaction and firm performance, we collected a sample of 404 employees working in 31 firms. We tested this relationship using latent growth modeling which allows us to latently examine how employees’ job satisfaction at one time point can predict the trajectory of firm performance. Study results indicated that job satisfaction predicted a positive linear change in two financial indices of firm performance (i.e., return on assets and return on equity) over the course of four years when controlling for three indicators of firm size. These results suggest that the effects of job satisfaction on firm performance are not immediate but rather take time to manifest.     

Post-training ethanol disrupts trace conditioned fear in rats: effects of timing of ethanol, dose and trace interval duration

Ethanol has complex effects on memory performance, although hippocampus-dependent memory may be especially vulnerable to disruption by acute ethanol intoxication occurring during or shortly after a training episode. In the present experiments, the effects of post-training ethanol on delay and trace fear conditioning were examined in adolescent rats. In Experiment 1, 30-day-old Sprague-Dawley rats were given delay or trace conditioning trials in which a 10s flashing light CS was paired with a 0.5 mA shock US. For trace groups, the trace interval was 10 s. On days 31-33, animals were administered ethanol once daily (0.0 or 2.5 g/kg via intragastric intubation), and on day 34 animals were tested for CS-elicited freezing. Results showed that post-training ethanol affected the expression of trace, but had no effect on delay conditioned fear. Experiment 2 revealed that this effect was dose-dependent; doses lower than 2.5 g/kg were without effect. Experiment 3 evaluated whether proximity of ethanol to the time of training or testing was critical. Results show that ethanol administration beginning 24h after training was more detrimental to trace conditioned freezing than administration that was delayed by 48 h. Finally, in Experiment 4 animals were trained with one of three different trace intervals: 1, 3 or 10s. Results indicate that post-training administration of 2.5 g/kg ethanol disrupted trace conditioned fear in subjects trained with a 10s, but not with a 1 or 3s, trace interval. Collectively the results suggest that ethanol administration impairs post-acquisition memory processing of hippocampus-dependent trace fear conditioning.     

Employee Control and Occupational Stress

Occupational stress has been recognized as a major health issue for modern work organizations. Conditions of the workplace have been shown to lead to negative emotional reactions (e.g., anxiety), physical health problems in both the short term (e.g., headache or stomach distress) and the long term (cardiovascular disease), and counterproductive behavior at work. Perceptions of control play an important role in this process, being associated with all of these variables. Evidence is growing that enhanced control at work can be an important element in employees'health and well–being. These relationships can be understood in the context of the control–stress model.     

Job stress and well‐being: An examination from the view of person‐environment fit

The current study investigated the impact of job stressors on well‐being from the perspective of person‐environment fit. Based upon a 288‐case sample from six organizations, we found that the actual and preferred career advancement themselves and their second‐order (curvilinear) combinations jointly predicted job satisfaction, mental well‐being, and turnover intention. Also, the actual and preferred quality of relationships at work and their second‐order (curvilinear) combinations jointly predicted job satisfaction, mental and physical well‐being, and turnover intention. Some possible mechanisms underlying the stressor‐outcome relationship and their implications are discussed.     

The Relation of Cognitive Ability and Personality Traits to Assessment Center Performance

The aim of the current study was to examine cognitive ability and personality correlates of assessment center exercise ratings. The sample included 429 individuals who participated in a 2-day management development assessment center during a 5-year period. The assessment center yielded scores on 8 exercises. Assessees also completed a measure of cognitive ability (Watson-Glaser Critical Thinking Appraisal) and the California Psychological Inventory (CPI). The CPI scales were incorporated into 4 of the Big Five personality factors for easier interpretation. Our hypotheses were partially supported since ratings of exercises that were largely interpersonal in nature tended to correlate with interpersonal personality constructs (emotional stability, extraversion, and openness to experience), and ratings of cognitive problem-solving exercises correlated with cognitive ability and conscientiousness.     

Exposure to rf electromagnetic energy decreases aggressive behavior

It was predicted from the dopamine-opiate system hypothesis that aggression induced by light tail pressure would be modified by exposure of the animals to radiofrequency electromagnetic energy. In a series of three experiments, it was found that there was a substantial decrease in aggressive behavior during exposure to EM energy at incident power densities as low as 50 μW/cm². This is consistent with previously published reports that indicate the dopamine and opiate systems of the brain are influenced by exposure to low-intensity EM energy. It would appear that EM energy exposure could be used as a probe in the study of aggression and in relating it to brain chemistry. Since this energy has become ubiquitous in the environment, and quite uneven in distribution, there may be implications for understanding aggressive behavior from a clinical standpoint as well as from the standpoint of necessary controls in experiments.