Associative processes in repetition priming

Three experiments that investigated alternative accounts of repetition priming are reported. All 3 experiments used semantic comparison tasks and included trials in which each of the 2 words being compared had previously occurred on separate trials. In the re-pair match condition, the response required matched that on the 2 previous trials in which the words had occured. In there-pair mismatch condition, the response required was opposite to that on the previous trials containing the words forming the critical pair. In all 3 experiments, responses were faster and more accurate in the re-pair match condition than in the re-pair mismatch condition. Possible accounts of this effect within the frameworks of instance theory and of transfer appropriate processing are considered.     

What you get out of memory depends on the question you ask

Following study, participants received 2 tests. The 1st was a recognition test; the 2nd was designed to tap recollection. The objective was to examine performance on Test 1 conditional on Test 2 performance. In Experiment 1, contrary to process dissociation assumptions, exclusion errors better predicted subsequent recollection than did inclusion errors. In Experiments 2 and 3, with alternate questions posed on Test 2, words having high estimates of recollection with one question had high estimates of familiarity with the other question. Results supported the following: (a) the 2-test procedure has considerable potential for elucidating the relationship between recollection and familiarity; (b) there is substantial evidence for dependency between such processes when estimates are obtained using the process dissociation and remember-know procedures; and (c) order of information access appears to depend on the question posed to the memory system.     

Is all sexual harassment viewed the same? Mock juror decisions in same- and cross-gender cases

Given recent court decisions, there is a need to investigate less common forms of sexual harassment, including women harassing men and same-gender harassment. The present study was a 2 (harasser gender) x 2 (target gender) x 2 (participant gender) factorial design in which 408 mock jurors made decisions in a hostile work environment case. Women harassing men were more likely to be found guilty than were men harassing women, and harassers in same-gender cases were more likely to be found guilty and were perceived more negatively than harassers in cross-gender cases. Participant gender differences were found in cross-gender, but not same-gender, conditions. Results suggest that the gender composition of the harasser and target may be an extralegal factor influencing managerial and juror decision making.     

Remote delivery of cognitive science laboratories: A solution for small disciplines in large countries

Numerically small disciplines can be jeopardized by geographic difficulties, if student populations at universities are small and distances between them large. This problem could be addressed, if teaching resources could be shared among several universities and students in several locations could be taught simultaneously. We present the results of a trial in simultaneous Internet and videoconferencing delivery of an introductory cognitive science laboratory. The trial relied on off-the-shelf software and hardware. Students found the delivery nearly as effective as a locally run laboratory, despite a noticeable difference in the level of interactivity between the remote and other, local laboratory classes. We discuss possible further improvements in teaching efficiency and efficacy.     

The Interactive Role of Negative Affectivity and Job Characteristics: Are High-NA Employees Destined to Be Unhappy at Work?1

The present study examined whether employees high in negative affectivity (NA) are destined to be unhappy at work. Managerial employees provided information regarding perceptions of job characteristics, negative affectivity (NA), job satisfaction, and intentions to turnover. Using hierarchical regression, our findings suggest that employees who reported being high NA were more reactive to the environmental cues of perceived job scope. Specifically, NA interacted with job scope such that individuals high in NA who perceived their jobs as being higher (lower) in scope reported more (less) job satisfaction than did individuals low in NA. Implications for organizations and future research directions are discussed.     

Mitigating Burnout Among High-NA Employees in Health Care: What Can Organizations Do?

The purpose of this study was to examine the extent to which factors in the nursing environment have differential effects on burnout levels among nurses high and low in negative affectivity (NA). Specifically, this field study examined the moderating relationships among role ambiguity, role conflict, and collective efficacy on the NA–burnout relationship among nurses in a hospital setting. Findings suggest that perceived role conflict exacerbates while perceptions of collective efficacy reduce specific dimensions of burnout for nurses high in NA. These results offer some evidence regarding which environmental characteristics may mitigate burnout for high-NA nurses.     

The Reduction of Adverse Impact in an Employment Setting Using a Short-Term Memory Test

Research suggests that less adverse impact should result from the use of employment tests assessing memory abilities than is obtained from tests assessing cognitive abilities. To test the application of this principle, a Short-Term Memory test and a Reading Comprehension test were administered as part of a selection battery for entry level police. Subjects were 1423 police officer applicants for a Midwestern city in the U.S. The results for the overall sample showed a smaller standardized difference between the scores of Blacks and Whites on the Short-Term Memory test than on the Reading Comprehension test, a difference which was further reduced when a subsample of Blacks and Whites was created which had been matched on gender, years of education and age.