LEARNED HELPLESSNESS ATTRIBUTIONAL STYLE AND EXAMINATION PERFORMANCE: ENHANCEMENT EFFECTS ARE NOT NECESSARILY MODERATED BY PRIOR FAILURE

Studies have replicated both negative and positive associations between helpless attributional style and academic performance. Laboratory studies indicate that when enhancement effects occur, they may be moderated by the degree of failure individuals experience prior to task performance. In a longitudinal study of 96 college students who completed four examinations in two introductory psychology courses, we examined the relationship between helpless attributional style and examination performance across the semester, and whether prior examination failure moderated this association. Correlational analyses revealed that helpless attributional style was unrelated to exam performance in the first half of the semester and was positively related to improvements in performance in the second half. Regression analyses indicated that these enhancement effects were not moderated by previous performance on examinations in the course. The present findings underscore the need for longitudinal studies that investigate the pattern of associations between helpless attributional style and performance across time in real-life contexts.     

Arousal interventions for athletic performance: Influence of mental preparation and competitive experience

Abstract

Mental preparation, or “psych-up” strategies have been assumed to promote physical arousal which subsequently improves certain athletic performances. The present experiment examined the role of arousal changes in the use of psych-up strategies on a physical strength task and a reaction time-decision task for subjects varying in competitive experience. Eighty-four subjects were reliably divided into high, moderate, or low competitive experience groups and randomly assigned to one of three mental preparation strategies. These strageies, which the subjects employed during a mental preparation period for both tasks, were either: (a) a self-generated arousal strategy, (b) a prescribed arousal strategy, or (c) a placebo-control strategy. While heart rate was being monitored, each subject completed a baseline trial, then one trial following a 45 sec mental preparation period and one trial following a 45 sec distraction interval. Order of presentation of tasks and order of presentation of distraction and mental preparation trials were counterbalanced and statistically analyzed. The results support the utility of different mental preparation strategies for increasing strength performance, but not reaction time-decision performance, for subjects with moderate and high levels of previous competitive experience. Self-generated arousal strategies enhanced performance of moderate experienced subjects. Analyses of the heart rate data failed to support the assumption that physiological arousal mediates the influence of psych-up strategies. Mental preparation strategies improved athletes' performance on certain tasks, however these strategies do not necessarily achieve their effects through increased autonomic arousal.     

Thought listing and endorsement measures of self-referential thinking in test anxiety

Abstract

The primary purpose of the present study was to examine cognitive reactions of high and low test-anxious subjects while performing a task of extreme difficulty. A sample of 44 subjects (28 females, 16 males) attempted a difficult analogies task and then reported their thoughts during the task. Subjects also completed the Sarason Test Anxiety Scale and several other self-report measures of their cognitive reactions to the task. Thought listings were classified according to their referent (self, task, or unrelated) and their valence (positive, negative, or neutral). Correlational analyses were then performed with the various measures and revealed an association between test anxiety and reports of negative thoughts involving the self. Test anxiety was not related significantly to the number of thoughts involving the task nor to actual performance on the task. However, test-anxious subjects did report more negative expectancies for their performance and greater cognitive interference during the task. Negative self-expectancies were also related to more negative self thoughts, fewer positive self thoughts, and fewer positive task-related thoughts. The results are interpreted as further evidence for both the role of negative self-related cognitions in the experience of test anxiety and the usefulness of unstructured measures in anxiety research.     

Effects of lifestyle and stress on the employee and organization: Implications for promoting health at work

Abstract

This research was designed to determine the extent to which employee health and performance are predicted by lifestyle and stress. Data were collected from 345 employees working in a variety of organizations in southern California. Additionally, supervisors evaluated the work performance of the participating employees whom they directly supervised, and company records of employee health care costs were obtained. Hierarchical multiple regression analyses revealed (a) that physical lifestyle (i.e., exercise pattern, eating habits, and general health practices) predicted unique variance in vitality and positive well-being; (b) that psychosocial lifestyle (i.e., social relations, intellectual activity, occupational conditions, and spiritual involvement) predicted unique variance in vitality, positive well-being, anxiety, depression, lack of self-control, and somatic complaints; (c) that employee stress predicted unique variance in vitality, positive well-being, anxiety, depression, physician visits, somatic complaints, illness absences, and supervisory ratings of job performance, absenteeism and tardiness; (d) that physical lifestyle buffered the adverse consequences of stress for anxiety, depression, physician visits, and company health care costs; and (e) that there was a Physical x Psychosocial Lifestyle interaction for anxiety, depression, and lack of self-control. However, the employee lifestyle factors were not related to supervisory ratings of performance at work. The findings have direct implications for organizational health programs and policies.     

Effects of anxiety on handgun shooting behavior of police officers: a pilot study

Abstract

The current pilot study aimed at providing an initial assessment of how anxiety influences police officers’ shooting behavior. Seven police officers participated and completed an identical shooting exercise under two experimental conditions: low anxiety, against a non-threatening opponent, and high anxiety (HA), against a threatening opponent who occasionally shot back using colored soap cartridges. Measurements included shooting accuracy, movement times, head/body orientation, and blink behavior. Results showed that under HA, shooting accuracy decreased. Underlying this degradation of performance, participants acted faster and made themselves smaller to reduce the chance of being hit. Furthermore, they blinked more often, leading to increases in the amount of time participants had their eyes closed. Findings provide support for attentional control theory, hereby also pointing to possible interventions to improve police officers’ shooting performance under pressure.     

Does home life interfere with or facilitate job performance?

The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one.     

Substitutes for leadership in anaesthesia teams and their impact on leadership effectiveness

In this study we aim to increase our understanding of leadership in anaesthesia teams by investigating the relationship between substitutes for leadership, leadership behaviour, and team performance in situations with varying levels of routine and standardization. The present study relied on video recordings of 12 anaesthesia teams in a simulated setting with the occurrence of a nonroutine event. Clinical team performance was measured by the speed of adequate team reaction to this event. The leadership behaviours observed were coded either as content oriented (e.g., information transmission) or structuring (e.g., assigning tasks). Results showed that leadership behaviour changed depending upon the level of routine of a situation, the degree of standardization, and, to some extent, on the experience of team members. Leadership tends to be positively related to team performance during nonroutine and low standardized situations but negatively related to team performance in routine and highly standardized situations. Furthermore, leadership is only slightly related to team member experience. This study improves our understanding of influences of substitutes for leadership on successful leadership behaviour in anaesthesia teams. The findings also lead to suggestions for both further research and the enhancement of team leadership in critical care.     

Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.     

When and why creativity‐related conflict with coworkers can hamper creative employees' individual job performance

We examined when and why focal employees' creativity-related conflict with coworkers is related to their individual job performance. As hypothesized, a survey among 113 employees in 14 manufacturing work groups showed that creativity-related conflict with coworkers escalates into dysfunctional relationship conflict when focal employees have low rather than high trust in those coworkers. In its turn, relationship conflict with coworkers was found to be negatively associated with focal employees' individual job performance when they lack support from their supervisor. Finally, the indirect effect of creativity-related conflict on job performance through relationship conflict was found to be significant when both the first stage moderator of coworker trust and the second stage moderator of supervisory support were low rather than high.     

Positivity bias in employees' self-ratings of performance relative to supervisor ratings: The roles of performance type,performance-approach goal orientation,and perceived influence

As hypothesized, data from two field studies among employees and their supervisors showed that employees are more likely to positively bias their self-ratings relative to supervisor ratings when creative performance rather than inrole performance is being evaluated. In addition, employees' performance-approach goal orientation and perceived influence were found to enhance positivity bias in self-ratings of creative performance. Moreover, performance-approach goal orientation and perceived influence appeared to combine and interact in their effects, such that the impact of perceived influence on positivity bias in self-ratings was larger when performance-approach goal orientation was weaker rather than stronger.