Implicit response-irrelevant number information triggers the SNARC effect: Evidence using a neural overlap paradigm

There is evidence from the SNARC (spatial–numerical association of response codes) effect and NDE (numerical distance effect) that number activates spatial representations. Most of this evidence comes from tasks with explicit reference to number, whether through presentation of Arabic digits (SNARC) or through magnitude decisions to nonsymbolic representations (NDE). Here, we report four studies that use the neural overlap paradigm developed by Fias, Lauwereyns, and Lammertyn (2001) to examine whether the presentation of implicit and task-irrelevant numerosity information (nonsymbolic arrays and auditory numbers) is enough to activate a spatial representation of number. Participants were presented with either numerosity arrays (1–9 circles or triangles) to which they made colour (Experiment 1) or orientation (Experiment 2) judgements, or auditory numbers coupled with an on-screen stimulus to which they made a colour (Experiment 3) or orientation (Experiment 4) judgement. SNARC effects were observed only for the orientation tasks. Following the logic of Fias et al., we argue that this SNARC effect occurs as a result of overlap in parietal processing for number and orientation judgements irrespective of modality. Furthermore, we found stronger SNARC effects in the small number range (1–4) than in the larger number range (6–9) for both nonsymbolic displays and auditory numbers. These results suggest that quantity is extracted (and interferes with responses in the orientation task) but this is not exact for the entire number range. We discuss a number of alternative models and mechanisms of numerical processing that may account for such effects.     

Timing of in situ visual information pick-up that differentiates expert and near-expert anticipation in a complex motor skill

The timing of visual information pick-up for visual anticipation was examined by comparing the capability of multiple skill groups, expert and near-expert karate athletes and novices, to block attacks using an in situ temporal occlusion paradigm. Participants stood facing a karate opponent and then attempted to block attacks (kicks and punches), whilst their vision of attacks was occluded: (a) prior to onset of opponent motion (O1), (b) after preparatory head movement (O2), and (c) after initiation of the attacking motion (O3). A no occlusion control condition provided complete vision of attacks (O4). Results revealed that expert anticipation was not significantly different to that of near-experts at O1, but was significantly different to the other group across O2–O4. Expert anticipation, however, was significantly above chance across all occlusion conditions, but near-experts performed above chance at O3 and O4, whilst novices were better than chance at O4. Unexpectedly, unique evidence was found that expert anticipation could be differentiated from near-expert anticipation in the earliest occlusion condition, where it was found that only experts were capable of using visual information from a static opponent to anticipate and block attacks above chance. The findings further understanding of expert visual anticipation to guide motor skills beyond existing expert–novice comparisons.     

Native language influence on the distributive effect in producing second language subject–verb agreement

Three experiments were conducted to investigate the distributive effect when producing subject–verb agreement in English as a second language (L2) when the participant's first language either does or does not require subject–verb agreement. Both Chinese–English and Uygur–English bilinguals were included in Experiment 1. Chinese has no required subject–verb agreement, whereas Uygur does. Results showed that the distributive effect was observed in Uygur–English bilinguals but not in Chinese–English bilinguals, indicating that this particular first language (L1) syntactic feature is one significant factor affecting the distributive effect in the production of subject–verb agreement in L2. Experiment 2 further investigated the matter by choosing Chinese–English participants with higher L2 proficiency. Still, no distributive effect was observed, suggesting that the absence of distributive effect in Chinese–English bilinguals in Experiment 1 was not due to low proficiency in the target language. Experiment 3 changed the way the stimuli were presented, highlighting the singular or distributive nature of the subject noun phrases, and the distributive effect was observed in Chinese–English bilinguals. Altogether, the results show that the L1 syntactic feature of subject–verb agreement is one significant factor affecting the distributive effect in the production of subject–verb agreement in L2. More specifically, distributive effects rarely occur in L2 when L1 has no requirement on subject–verb agreement, whereas distributive effects are more likely to occur in L2 when the L1 also has required subject–verb agreement.     

Conversational construction of new meaning configurations in organizational innovation: A generative approach

Abstract

Organizational innovation is approached as a joint conversational event where new configurations of meaning are constructed. The emphasis in this article is on understanding the social dynamic processes of creating new meaning. A perspectivistic approach is developed which looks at how actors speak from their perspectives and give form to the sense-making process through discursive practices. The innovation process is documented, using an interpretive research, in two case studies: the creation of a young high tech firm and the internal development of a manufacturing unit of a multinational corporation. Three theoretical propositions derived from the cases are discussed and interwoven with existing literature: generative characteristics of conversations, the experiential profundity which can be seen as inherently social-relational, and the paradoxical nature of innovation. These propositions are summarized in conceptual charts; their use lies in multiplying and developing them into new ones as new contexts are explored.     

MMPI-2 configurations among victims of bullying at work

Bullying at work, the systematic exposure to psychological violence and harassment in the workplace, places a serious strain on many employees. The aim of this study was to investigate psychological correlates of bullying among former and current victims using the MMPI-2. A total of 85 individuals, recruited among members of two Norwegian associations of bullying victims, participated in the study. Two hypotheses were tested: (1) Bullied victims have an elevated personality profile on the MMPI-2, although different kinds of personality profiles may be distinguished; (2) the personality profiles of the victims are related to the type of behaviour and the intensity of the behaviours experienced by the victim. Both hypotheses were confirmed. The study demonstrated, using cluster analysis, that the sample of bullied victims can be divided into three personality groups (“The seriously affected”, “The disappointed and depressed”, and “The common”.) The elevated 3-2-1 personality profile was most typical. Surprisingly, the victims of the common cluster reported the highest level of exposure to bullying, suggesting a vulnerability factor among the other victims. The scores on the new MMPI-2 Content scales were also analysed. The seriously affected group reported a high level of generalized anxiety, fear of specific incidences, and many health concern worries.     

Research note: A motivational perspective on change processes and outcomes

A reengineering process in a chemical plant with technostructural and human-process-oriented interventions was analysed in order to develop and test a generalized expectancy?–?valence-theory model for participation in the change process and effective change. It was assumed that both supervisory support and favourable colleagues' change attitudes enhance one's change motivation, and participation in the change process, by increasing participation opportunities, and positive attitudes toward change. In turn, employee participation should have a positive impact on outcomes of the change process. After 2 years of restructuring, 104 employees participated in the evaluation of the change process. Path analyses revealed results that supported our model by and large. Employee participation in the change process predicts positive organizational effects. Favourable change attitudes as well as perceived participation opportunities, and supervisory support, which were integrated into one scale, predict the degree of employee participation. The latter also showed a direct path to organizational effects.     

Job Demand–Control–Support and diabetes risk: The moderating role of self-efficacy

Work-related stressors, including high demands and low control, play a significant role in the aetiology of diabetes. Nevertheless, most studies focus on main effects, and few consider individual differences that may moderate the stress–health association. Drawing from the Job Demands–Control-–Support (JDC-S) model, this study addresses this gap by testing how baseline levels of JDC-S affect an increase in two risk factors for diabetes—glycated haemoglobin (HbA1C) and fasting plasma glucose (FPG)—and by investigating the moderating role of self-efficacy. Participants (N = 1618) were Israeli employees who attended two consecutive routine health examinations. All were free of diabetes at baseline. JDC-S and self-efficacy were assessed at baseline (T1), and HbA1C and FPG were assessed at T1 and T2. Data were analysed with logistic and linear regressions, controlling for well-established diabetes risk factors. High demands and low support predicted an increase in HbA1C and FPG. In addition, high self-efficacy interacted with high demands and with low control in the prediction of an increase in HbA1C and FPG. Although employees with high self-efficacy might function well at work, overloading them may harm their physical health. Similarly, incongruence between employees’ sense of ability and the control given to them at work may result in physical impairment.     

How psychological resources facilitate adaptation to organizational change

The purpose of this 1-year follow-up study among 580 police officers is to investigate whether identity-related resources are positively related to adaptive behaviour during times of organizational change. Combining the social identity perspective with resources theories, we hypothesized that leader–member exchange (LMX) and personal resources (meaning-making and organization-based self-esteem) are positively related over time. In addition, we hypothesized that resources captured before change implementation, show a positive relationship with adaptivity captured during change. Structural equation modelling analyses showed that LMX and personal resources were positively related. Further, all T1 resources were positively related to T2 adaptivity. The study emphasizes the importance of managing identity-related resources during turbulent times, in order to foster behavioural adaptation to change.     

Emotion regulation in leader–follower relationships

This study investigates the extent to which leaders and followers express, suppress or fake their emotions during interaction, using a sample of 135 leaders and 207 followers. The respondents completed questionnaires on emotion regulation, the relationship quality between leaders and followers (LMX), job satisfaction, and health complaints. The data indicate that negative emotions such as disappointment, uncertainty, and annoyance are typically suppressed, while positive emotions such as enthusiasm, interest, and calmness are typically expressed or faked. The reported level of emotion regulation was higher for leaders than for followers. Suppressing and faking emotions correlated negatively with the LMX and job satisfaction, and positively with health complaints among both groups. Emotion regulation is thus a prominent and complex facet of leader – follower relationships with possible negative effects for both leaders and followers.     

Passive responses to interpersonal conflict at work amplify employee strain

Interpersonal conflict at work correlates with stress related outcomes such as psychological strain and exhaustion. Consistent with conflict theory, we argued that this relationship is moderated by the way conflict is managed. Cross-sectional data collected in The Netherlands, from students with part-time jobs (Sample 1, n = 104), healthcare workers (Sample 2, n = 191), and mid-level administrative personnel (Sample 3, n = 161) indeed revealed that conflict was related to psychological strain and exhaustion especially when interpersonal conflict was managed passively (through avoiding and yielding). Active conflict management strategies (forcing and problem solving) did not moderate the relationship between interpersonal conflict and employee strain. Implications for conflict theory, for future research, and for practice are discussed.