Outcome expectations and work design characteristics in post-retirement work planning

Today, a growing number of individuals decide to work beyond normal retirement age (Eurofound, 2012). Research has revealed influencing factors for post-retirement work at the individual, job and organizational, family, and socioeconomic levels. However, not much is known about post-retirement work planning and its antecedents. The purpose of this study is to examine the effects of outcome expectations regarding post-retirement work and two work design characteristics (i.e., physical demands and social support at work) on post-retirement work planning by applying the framework of social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994). Data from 1065 employees of a German logistics company were used in this study. Results provide support for SCCT to be a suitable theoretical framework for understanding post-retirement career planning and thereby expand the application of SCCT to a new field. Furthermore, multilevel analysis revealed that physical demands were negatively related to the intention to continue to work for the pre-retirement employer after retirement entry, whereas social support at work strengthened the relationship between outcome expectations and same-employer-post-retirement work intention. Organizations who want their retired employees to continue to work in retirement should develop interventions to strengthen post-retirement work outcome expectations. An increase in social support at work as well as a reduction in physical demands may also contribute to increased participation in continued work with the same employer in retirement.     

Redesigning work through idiosyncratic deals

This study links idiosyncratic deals (i-deals) to job design theory. It investigates the impact of individually negotiated job changes on performance, self-efficacy, and psychological strain through their intervening effects on work design. Based on a sample of 187 health care professionals employed by a hospital in Germany, three types of work design-related i-deals were investigated: (1) task, (2) career, and (3) flexibility i-deals. Consistent with hypotheses, the three types of i-deal had differential effects on work characteristics, and each in turn related to different outcomes. Specifically, job autonomy mediated the task i-deals—job performance relationship; skill acquisition mediated the career i-deals—occupational self-efficacy relationship; and reduced work overload mediated the flexibility i-deals—emotional and affective irritation relationships. Leader–Member Exchange was confirmed as an antecedent of all three types of i-deals. Task, career, and flexibility i-deals are discussed as ways to make work more intrinsically motivating, ensure one’s professional advancement, and balance workplace stressors.     

Popular or unpopular? Therapists' use of structured interviews and their estimation of patient acceptance

An accurate diagnosis is an important precondition for effective psychotherapeutic treatment. The use of structured interviews provides the gold standard for reliable diagnosis. Suppiger et al. (2009) showed that structured interviews have a high acceptance among patients. On a scale from 0 (not at all satisfied) to 100 (totally satisfied) patients rated overall satisfaction with a structured interview at M = 86.55. Nevertheless, therapists rarely seem to use structured interviews in clinical practice. The aim of this study was to assess how frequently therapists use structured interviews in daily practice. Secondly, we hypothesized that therapists underestimate patient acceptance of structured interviews. As a third goal, we explored further reasons why therapists choose not to use structured interviews. We conducted an online survey of 1,927 psychiatrists and psychotherapists in Switzerland and asked them how frequently they used structured interviews and how they estimated patient satisfaction with these interviews. Furthermore, we asked therapists why they chose to use or not use structured interviews. Therapists reported using structured interviews on average with about 15% of their patients. Furthermore, therapists estimated significantly lower patient acceptance than patients themselves indicated (M_therapist = 49.41, M_patient = 86.55). Our data suggest lack of familiarity with these instruments as well as an overestimation of the utility of open clinical interviews as further reasons for not using structured interviews.     

Heterogeneity of auditory verbal working memory in schizophrenia

The heterogeneity of schizophrenia remains an obstacle for understanding its pathophysiology. Studies using a tone discrimination screening test to classify patients have found evidence for 2 subgroups having either a specific deficit in verbal working memory (WM) or deficits in both verbal and nonverbal memory. This study aimed to (a) replicate in larger samples differences between these subgroups in auditory verbal WM; (b) evaluate their performance on tests of explicit memory and sustained attention; (c) determine the relation of verbal WM deficits to auditory hallucinations and other symptoms; and (d) examine medication effects. The verbal WM and tone discrimination performance did not differ between medicated (n = 45) and unmedicated (n = 38) patients. Patients with schizophrenia who passed the tone screening test (discriminators; n = 60) were compared with those who did not (nondiscriminators; n = 23) and healthy controls (n = 47). The discriminator subgroup showed poorer verbal WM than did controls and a deficit in verbal but not visual memory on the Wechsler Memory Scale-Revised (Wechsler, 1987), whereas the nondiscriminator subgroup showed overall poorer performance on both verbal and nonverbal tests and a marked deficit in sustained attention. Verbal WM deficits in discriminators were correlated with auditory hallucinations but not with negative symptoms. The results are consistent with a verbal memory deficit in a subgroup of schizophrenia having intact auditory perception, which may stem from dysfunction of language-related cortical regions, and a more generalized cognitive deficit in a subgroup having auditory perceptual and attentional dysfunction.     

Employee-oriented leadership and quality of working life: mediating roles of idiosyncratic deals

Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive.     

Neural circuitry of the bilingual mental lexicon: Effect of age of second language acquisition

Numerous studies have proposed that changes of the human language faculty caused by neural maturation can explain the substantial differences in ultimate attainment of grammatical competences between first language (L1) acquirers and second language (L2) learners. However, little evidence on the effect of neural maturation on the attainment of lexical knowledge in L2 is available. The present functional magnetic resonance study addresses this question via a cross-linguistic neural adaptation paradigm. Age of acquisition (AoA) of L2 was systematically manipulated. Concrete nouns were repeated across language (e.g., French–German, valise^suitcase–Koffer^suitcase). Whereas early bilinguals (AoA of L2 < 3 years) showed larger repetition enhancement (RE) effects in the left superior temporal gyrus, the bilateral superior frontal gyrus and the right posterior insula, late bilinguals (AoA of L2 > 10 years) showed larger RE effects in the middle portion of the left insula and in the right middle frontal gyrus (MFG). We suggest that, as for grammatical knowledge, the attainment of lexical knowledge in L2 is affected by neural maturation. The present findings lend support to neurocognitive models of bilingual word recognition postulating that, for both early and late bilinguals, the two languages are interconnected at the conceptual level.     

Longitudinal effects of egoistic and fraternal relative deprivation on well-being and protest

According to the social justice literature, fraternal relative deprivation causes protest, but has little impact on well-being. We consider this view incomplete and predict that fraternal relative deprivation can impair well-being if it is enduring and difficult to ameliorate. As part of a longitudinal study of the German unification process, measures of egoistic relative deprivation, fraternal relative deprivation, life satisfaction, mental health, and protest were obtained on three occasions of measurement (1996, 1998, 2000) from a demographically heterogeneous sample of 1276 East German citizens. Model tests and parameter estimation were performed with LISREL. In line with our predictions, unique longitudinal effects of fraternal relative deprivation on well-being were identified. No longitudinal effect of fraternal relative deprivation on protest was identified.