Switching between global and local scopes of attention is resisted near the hands

Recently, several changes in perception, attention, and visual working memory have been reported when stimuli are near to compared to far from the hands, suggesting that such stimuli receive enhanced scrutiny. A mechanism that inhibits the disengagement of attention from objects near the hands, thus forcing a more thorough inspection, has been proposed to underlie such effects. Up until now, this possibility has been tested only in a limited number of tasks. In the present study we examined whether changes in one's global or local attentional scope are similarly affected by hand proximity. Participants analysed stimuli according to either their global shape or the shape of their constituent local elements while holding their hands near to or far from the stimuli. Switches between global and local processing were markedly slower near the hands, reflecting an attentional mechanism that compels an observer to more fully evaluate objects near their hands by inhibiting changes in attentional scope. Such a mechanism may be responsible for some of the changes observed in other tasks, and reveals the special status conferred to objects near the hands.     

The interactive effects of person-focused citizenship behaviour,task interdependence,and virtuality on team performance

A multifactorial between-groups experiment examined the effects of person-focused organizational citizenship behaviours (OCBP) on the performance of teams characterized by different levels of virtuality and task interdependence. Results reveal in low virtual teams the moderating effects of task interdependence on the OCBP–team performance relationship are positive; however, these effects are reversed in high virtual teams. Using social presence and task–technology fit theories, our results indicate that task context affects how OCBP impacts team performance, particularly across different levels of team virtuality. The implications for research on OCB and the management of virtual teams are discussed.     

The moderator role of followers’ personality traits in the relations between leadership styles,two types of task performance and work result satisfaction

Authentic leadership is changing our understanding of what makes good leadership. However, few studies have explored how followers’ individual differences and the nature of the task they perform affect its relation to followers’ work outcomes. We examine the moderator role of two core task types (intellective vs. generative) and two personality traits (conscientiousness and emotional stability) in the relationship between two leadership feedback styles (authentic vs. transactional) and task performance or work result satisfaction in a two-wave experiment. The sample consisted of 228 participants enrolled in an organizational psychology course, 34% of whom had work experience. Our results show that over time the effect of an authentic feedback style on task performance became stronger for those participants who previously scored very low on intellective tasks or very high on generative tasks. Furthermore, a significant three-way interaction between these two traits and our leadership feedback styles indicates that the effect of authentic feedback conforms different patterns depending on the followers’ personality traits and the type of task they perform. Moreover, authentic feedback had a stronger effect on participants’ work result satisfaction. Participants with low levels of either conscientiousness or emotional stability displayed higher levels of satisfaction in the authentic feedback condition.     

Bullying and harassment at work and their relationships to work environment quality: An exploratory study

Team-based working has become a popular model of work organization. One of the expected yields of working in teams is collective learning. As team members work closely together they are likely to exchange information, which can enhance learning. One of the processes that may facilitate team learning is team conflict. In this study, 471 respondents, working in 84 teams in 38 organizations, indicated their perceptions of task conflict, relationship conflict, team learning, and their rating of the performance of the team. Task conflict was not related to team learning but was negatively related to the team members' rating of team performance. As was hypothesized, relationship conflict negatively affected team learning. Importantly, team learning was a strong predictor of the perceived team performance and partially mediated the relation between relationship conflict and performance.     

Testing relations between group cohesion and satisfaction in project teams: A cross-level and cross-lagged approach

Based on a two-dimensional perspective of group cohesion, this study examines the emergence of task cohesion and interpersonal cohesion in project teams and their roles in changes in members’ individual satisfaction with the team. Specifically, we tested a direct-effect and mediation model of the cross-level relationship between team task and interpersonal cohesion and individual satisfaction with the team over time. With a sample of 74 newly created project teams, the hypotheses were tested using a two-wave panel design. Results indicate that task cohesion emerges more strongly than interpersonal cohesion during the first stages of work in project teams. Moreover, the cross-lagged relationship between team interpersonal cohesion and individual satisfaction with the team was mediated by team task cohesion.     

Distraction while driving: The case of older drivers

As the impairment of older drivers is especially found in perception and attention, one could assume that they are especially prone to distraction effects of secondary tasks performed while driving. The aim of the study was to examine the effect of age on driving performance as well as the compensation strategies of older drivers under distraction. 10 middle-aged and 10 older drivers drove in a simulator with and without a secondary task. To assess driving performance the Lane Change Task (Mattes, 2003) was used. This method aims at estimating driver demand while a secondary task is being performed, by measuring performance degradation on a primary driving-like task in a standardized manner. The secondary task – a self-developed computer-based version of “d2 Test of Attention” was presented both with and without time pressure. The results show that older participants’ overall driving performance (mean deviation from an ideal path) was worse in all conditions as compared to the younger ones. With regard to lane change reaction time both age groups were influenced by distraction in a comparable manner. However, when the lane keeping performance (standard deviation of the lateral position) was examined, the older participants were more affected than the younger ones. This pattern could be explained by compensation strategies of the older drivers. They focused on the most relevant part of the driving task, the lane change manoeuvres and were able to maintain their performance level in a similar way as did younger drivers. The driving performance of the older participants was not additionally impaired when the secondary task imposed time pressure. Overall, subjective rating of driving performance, perceived workload and perceived distraction was found to be similar for both age groups. The observed trends and patterns associated with distraction while driving should contribute to the further research or practical work regarding in-vehicle technologies and older drivers.     

Influence of general and specific autobiographical recall on subsequent behavior: The case of cognitive performance

Two studies tested the impact of autobiographical recall of general versus specific academic success or failure on actual task performance. As expected, it was found that general memories of failure and specific memories of success resulted in worse performance than general memories of success and specific memories of failure. In Study 1, this performance pattern was obtained on a standard math test. In Study 2, it was replicated on a test of intellectual ability, and a mediation by fear of failure was documented. The present findings offer direct evidence that autobiographical memories of success and failure impact actual performance and also reveal the role of memory specificity in this influence.     

Effects of practice on task architecture: combined evidence from interference experiments and random-walk models of decision making

Does extensive practice reduce or eliminate central interference in dual-task processing? We explored the reorganization of task architecture with practice by combining interference analysis (delays in dual-task experiment) and random-walk models of decision making (measuring the decision and non-decision contributions to RT). The main delay observed in the Psychologically Refractory Period at short stimulus onset asynchronies (SOA) values was largely unaffected by training. However, the range of SOAs over which this interference regime held diminished with learning. This was consistent with an overall shift observed in single-task performance from a highly variable decision time to a reliable (non-decision time) contribution to response time. Executive components involved in coordinating dual-task performance decreased (and became more stable) after extensive practice. The results suggest that extensive practice reduces the duration of central decision stages, but that the qualitative property of central seriality remains a structural invariant.     

An investigation of the partial-assignment completion effect on students' assignment choice behavior

This study was designed to investigate the partial assignment completion effect. Seventh-grade students were given a math assignment. After working for 5 min, they were interrupted and their partially completed assignments were collected. About 20 min later, students were given their partially completed assignment and a new, control assignment that contained the same number of equivalent problems that were incomplete on their partially completed assignment. Students were told that they would have to complete an assignment but could choose which assignment they completed. Significantly more students chose their partially completed assignment. Theoretical and applied implications and directions for future research are discussed.     

Incidental anger and the desire to evaluate

Our results indicate that people experiencing incidental anger are more likely than people in neutral and other emotional states to prefer to perform evaluative tasks, even though their anger may bias the evaluations they make. Induced anger increased participants’ desire to evaluate others’ ideas (Experiment 1) and made the evaluations of those ideas more negative in valence (Experiment 2). Anger increased the appeal of evaluating ideas when evaluations were expected to be largely negative but not when evaluations were expected to be positive (Experiments 3 and 4). Mediation analyses revealed that this willingness to evaluate when angry stems from a belief that evaluating others can leave angry people in a positive mood. Because people are often free to decide when to perform the tasks required of them, this tendency may have implications for how and when ideas are evaluated.