Inhibition and shifting in children with learning deficits in arithmetic and reading

The executive functions of inhibition and shifting were studied in arithmetic-disabled children, reading-disabled children, reading plus arithmetic-disabled children, and controls (N = 74). Measures involved the rapid naming of objects, digits, letters, or quantities with or without additional task requirements that reflected inhibition or shifting. Also, the Making Trails task, reflecting shifting, was administered. For tasks without executive demands, arithmetic-disabled children were slower in the naming of digits and quantities, whereas reading-disabled children were slower in the naming of digits and letters. For the executive tasks, arithmetic-disabled children as well as reading plus arithmetic-disabled children were impaired on the Making Trails task and on an object naming task that required both inhibition and shifting. Reading-disabled children exhibited no problems in executive functioning. Furthermore, it was shown that reading plus arithmetic-disabled children experienced the combination of problems that characterize children with a single learning deficit.     

Relations between Big Five personality characteristics and perceived support in adolescents' families

The authors investigated the longitudinal relations between family members' Big Five personality factors and perceived support. Members of 285 two-parent families with 2 adolescent children judged their own and other family members' Big Five factors and the support perceived from the other members on 3 occasions at 12-month intervals. The Big Five factor Agreeableness was particularly related to perceived support. Changes in individuals' Big Five factors were linked to changes in the support they perceived themselves but even more to changes in the support that other family members perceived from them. Results are consistent with the parallel continuities hypothesis: Individual characteristics will be stable when there is stability in the supportive environment, but when the environment is changing, personality tends to change in the same direction, and vice versa.     

The concept of validity

This article advances a simple conception of test validity: A test is valid for measuring an attribute if (a) the attribute exists and (b) variations in the attribute causally produce variation in the measurement outcomes. This conception is shown to diverge from current validity theory in several respects. In particular, the emphasis in the proposed conception is on ontology, reference, and causality, whereas current validity theory focuses on epistemology, meaning, and correlation. It is argued that the proposed conception is not only simpler but also theoretically superior to the position taken in the existing literature. Further, it has clear theoretical and practical implications for validation research. Most important, validation research must not be directed at the relation between the measured attribute and other attributes but at the processes that convey the effect of the measured attribute on the test scores.     

Task-invariant aspects of goodness in perceptual representation.

In two experiments, pairs of Garner's classical 5-dot patterns were presented with an interstimulus interval of 500 ms in a same-different task in which a physical sameness criterion was used: Rotated or reflected versions of the same pattern were rated as different. Patterns varied in "goodness" according to Garner's equivalence set size measure. Both first and second pattern goodness affected reaction time and accuracy. This result and fits of models to reaction time data indicate that equivalence set representations are used in the task, as in a related categorical matching task in previous studies. Two effects were observed that contrast with the categorical matching task: One is a conflict between the need to respond different to patterns that are categorically equivalent under the equivalence set representation; the other is that extra time is needed for rechecking of the representation if pattern structures are hard to distinguish. In combination with previous studies, the present results show that even though the processes differ, the same representational mechanism is used across tasks.     

Interlimb coordination following stroke

Studies investigating whether simultaneous bilateral movements can facilitate performance of the impaired limb(s) of stroke patients have returned mixed results. In the present study we compared unilateral limb performance (amplitude, cycle duration) with performance during an interlimb coordination task involving both homologous (both arms, both legs) and non-homologous (one arm, one leg) limbs in stroke participants (n=7) and healthy age-matched controls (n=7). In addition, the effect of on-line augmented visual feedback on interlimb coordination was investigated. Participants performed cyclical flexion-extension movements of the arms and legs in the sagittal plane paced by an auditory metronome (1 Hz). Movement amplitudes were larger and cycle durations shorter during homologous limb coordination than non-homologous coordination. Compared with unilateral movements both groups had reduced movement amplitudes and the stroke group increased cycle duration when interlimb coordination tasks were performed. These effects were most evident during non-homologous (arm and leg) coordination. No evidence of facilitation of the impaired limb(s) was found in any of the interlimb coordination conditions. Augmented visual feedback had minimal effect on the movements of control participants but lead to an increase of cycle duration for stroke participants.     

The locus of adaptation to altered gain in aimed movements

Altered gain settings cause a mismatch between the actual movement amplitude across the surface and the distance covered on a real time visual display. The present study pursued three objectives of how adaptation to altered gain affects aimed motor behavior. First, we replicated findings of an earlier study reporting a negative linear relation between gain and both target acquisition time and end-point variability. This means that our data do not agree with the classic U-shaped relation between gain and acquisition time. Second, our results proved to be robust when we manipulated movement difficulty by varying target distance. And third, dividing a movement into four successive sections on the basis of key kinematic events revealed the locus of the adaptation to altered gain within movement execution. Time differences between gain conditions proved to start at a very early part of the movement, but appeared to be absent in the final movement section. In contrast, differences between gain conditions regarding the use of online feedback were also present in the last part of the movement during which the final target approach takes place.     

Comparison of fundus autofluorescence and minimum-motion measurements of macular pigment distribution profiles derived from identical retinal areas

The optical density of macular pigment was measured at twelve retinal locations in ten subjects by minimum motion photometry, comparing 460 nm with 580 nm or 550 nm. Fundus autofluorescence images were obtained for the same subjects with a scanning laser ophthalmoscope. Optical density was computed from mean calibrated grey-scale values for a central circular field and for annular segments, identical to areas tested psychophysically, and for complete annuli. Psychophysical assessments of optical density were similar irrespective of whether 550 nm or 580 nm was used. Optical density values derived psychophysically showed a linear correlation with assessments based on identical sampled areas of annular segments (slope = 0.98, r2 = 0.97) or complete annuli (slope = 0.89, r2 = 0.96) in autofluorescence images.     

Context in selection of men and women in hiring decisions: gender composition of the applicant pool

The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.     

Relationships of Functional Flexibility with Individual and Work Factors

To investigate how functional flexibility is related to demographics, personality traits, and work perceptions, 250 employees of a large Dutch passenger transport firm filled out a written questionnaire. Two dimensions of functional flexibility were discerned: willingness and ability to be flexible. Analysis of variance showed the support staff and managers were higher on willingness and ability to be flexible than workers. Hierarchic regression analysis showed that willingness to be flexible was positively related to initiative and trust in management, and was negatively related to age and task formalization. Ability to be flexible was positively related to general self-efficacy and initiative, and was negatively related to task formalization. It was concluded that willingness to be flexible depends on fair treatment and freedom provided by their organization and that ability to be flexible is part of the development of general self-efficacy.     

Rewarding leadership and fair procedures as determinants of self-esteem

In the present research, the authors examined the effect of procedural fairness and rewarding leadership style on an important variable for employees: self-esteem. The authors predicted that procedural fairness would positively influence people's reported self-esteem if the leader adopted a style of rewarding behavior for a job well done. Results from a scenario experiment, a laboratory experiment, and an organizational survey indeed show that procedural fairness and rewarding leadership style interacted to influence followers' self-esteem, such that the positive relationship between procedural fairness and self-esteem was more pronounced when the leadership style was high in rewarding behavior. Implications in terms of integrating the leadership and procedural fairness literature are discussed.