The maintenance of information in visual working memory has been shown to bias the concurrent processing in favor of matching visual input. The present study aimed to examine whether this bias can act at an early stage of processing to enhance target feature perception in single-item displays. Participants were sequentially presented with two distinct colored stimuli as memory samples and a retro-cue indicating which of the two samples should be maintained for subsequent memory test. During the retention interval, they had to discriminate the gap orientation of a Landolt target presented through a single visual stimulus that could match one or neither of the two samples. Across two experiments, we consistently found that discrimination performance was more accurate when the Landolt target was situated within a stimulus that matched the sample being retained in visual working memory, as compared with when the target was not. This effect cannot be attributed to the mechanism of passive priming, because we failed to observe priming effects when the stimulus containing the target matched the sample that was retro-cued to be irrelevant to the working memory task, as compared to when the stimulus matched neither sample. Given the fact that target stimuli were presented in single-item displays wherein external noise was precluded, the present findings demonstrate that the working memory bias of visual attention operating in the absence of stimulus competition facilitates early perceptual processing at the attended location via signal enhancement.
This study examined the underlying dimensions of the Pay Satisfaction Questionnaire to test whether the robust 4-factor structure (Pay Level, Benefits, Raises, and Structure or Administration) often established in the United States can be generalized to other countries and cultures as well. Data of 4 samples (for-profit employees, nonprofit nurses, cultural centre employees, and nonprofit teachers) were analysed with confirmatory factor analyses. The results for the first 3 samples yielded support for the original 4-factor structure of the Pay Satisfaction Questionnaire. In the teachers' sample, the irrelevant Benefits items were excluded from the analysis, resulting in a 3-factor structure of pay satisfaction. 相似文献
