Examining Moderators of Signature Strengths Use and Well-being: Calling and Signature Strengths Level

This study examined the relation between signature strengths use and satisfaction with a sample of diverse undergraduate students. We measured strengths use and satisfaction in both the life and academic domains and identified two possible moderators of this relation: the level of one’s signature strengths and the presence of calling. Results revealed a three way interaction between signature strengths use, signature strengths level, and calling in the prediction of life satisfaction and a two way interaction between signature strengths use and calling in the prediction of academic satisfaction. Contrary to our hypotheses, people low in calling and high in signature strengths level showed the strongest relation between signature strengths use and life satisfaction. For the academic domain, participants low in calling showed the strongest relation between strengths use and academic satisfaction but those high in calling still benefited from using their strengths. Implications for future research and limitations of the study are discussed.     

Buy three but get only two: The smallest effect in a 2 × 2 ANOVA is always uninterpretable

Loftus (Memory & Cognition 6:312–319, 1978) distinguished between interpretable and uninterpretable interactions. Uninterpretable interactions are ambiguous, because they may be due to two additive main effects (no interaction) and a nonlinear relationship between the (latent) outcome variable and its indicator. Interpretable interactions can only be due to the presence of a true interactive effect in the outcome variable, regardless of the relationship that it establishes with its indicator. In the present article, we first show that same problem can arise when an unmeasured mediator has a nonlinear effect on the measured outcome variable. Then we integrate Loftus’s arguments with a seemingly contradictory approach to interactions suggested by Rosnow and Rosenthal (Psychological Bulletin 105:143–146, 1989). We show that entire data patterns, not just interaction effects alone, produce interpretable or noninterpretable interactions. Next, we show that the same problem of interpretability can apply to main effects. Lastly, we give concrete advice on what researchers can do to generate data patterns that provide unambiguous evidence for hypothesized interactions.     

Famous talker effects in spoken word recognition

Previous work has demonstrated that talker-specific representations affect spoken word recognition relatively late during processing. However, participants in these studies were listening to unfamiliar talkers. In the present research, we used a long-term repetition-priming paradigm and a speeded-shadowing task and presented listeners with famous talkers. In Experiment 1, half the words were spoken by Barack Obama, and half by Hillary Clinton. Reaction times (RTs) to repeated words were shorter than those to unprimed words only when repeated by the same talker. However, in Experiment 2, using nonfamous talkers, RTs to repeated words were shorter than those to unprimed words both when repeated by the same talker and when repeated by a different talker. Taken together, the results demonstrate that talker-specific details can affect the perception of spoken words relatively early during processing when words are spoken by famous talkers.     

Fluency and Attitudes

The goal of this article is to review how, when, and why fluency, or processing ease, affects attitudes. The current article first defines fluency and then discusses its direct impact on attitudes, noting that fluency usually makes attitudes more positive and that it does so for a wide array of attitude objects. Mechanisms and moderators of these direct effects are also described. The article then summarizes how fluency can affect attitudes indirectly, through its impact on other judgments (like perceptions of confidence or truth) and on cognitive operations (like information processing). The article ends by highlighting a few areas where additional research is likely to reap impressive benefits.     

Calling and career adaptability among undergraduate students

The present study examined the relation of calling and career adaptability with a sample of 330 undergraduate students. The presence of a calling weakly to moderately correlated with the four components of adaptability — concern, control, curiosity, and confidence. A moderated, multiple mediation model was used to test the potential mediating effects of the four components of career adaptability on career decision self-efficacy (CDSE) and how these relations differed according to strengths use. Using bootstrapping techniques, concern and confidence were found to be significant mediators in the calling–CDSE relation. Additionally, strengths use was found to moderate the relation between curiosity and CDSE, with curiosity being a significant mediator at high levels of strengths use. After including the mediators in the model, the relation of calling to CDSE was weakened, but still significant, indicating partial mediation. These results suggest that calling relates to greater levels of CDSE in part because of increased concern, curiosity (when strengths use is high), and confidence. Directions for future research are discussed.     

Better to Give and to Compete? Prosocial and Competitive Motives as Interactive Predictors of Citizenship Behavior

Research has returned mixed results concerning the relationship between prosocial motivation and citizenship behavior. Building from research suggesting that mixed motives might explain these equivocal findings, we conducted two field studies examining the interaction between prosocial and competitive motives and two types of citizenship behavior. Prosocial motivation, but not competitive motivation, was positively related to citizenship behavior directed at others, though this relationship was weakened when prosocial motives were accompanied by competitive motives. Prosocial motives compensated for weak competitive motives to predict citizenship behavior directed toward the organization. Our studies expand research on prosocial and competitive motivation, mixed-motives, and citizenship behavior. Further, they carry personnel implications given that many organizations seek to hire employees high on both competitive and prosocial motivation.