Skill‐based versus effort‐based task difficulty: A task‐analysis approach to the role of specific emotions in motivating difficult actions

We make a distinction between primarily effort-based and skilled-based tasks and examine the correspondence between emotion and task. We reverse attribution theory results wherein failure to expend effort engenders regret and accomplishing tasks with skill engenders pride, and propose these emotions as antecedents to effort-based and skill-based behaviors. Specifically, pride (regret) produces higher self-efficacy, behavioral intentions and sign-ups when the task (CPR training) is portrayed as skill-intensive (effort-intensive) compared to effort-intensive (skill-intensive) or easy. Our research highlights the value of integrating an attributional analysis of tasks into an appraisal theory of emotions and suggests mechanisms that might underlie this relationship.     

Task‐Related Factors that Influence the Spontaneous Use of Diagrams in Math Word Problems

Diagrams are effective tools for problem solving. However, previous findings indicate that students generally do not use diagrams spontaneously. This study examined task‐related factors that may influence the spontaneity of diagram use. Experiment 1 compared two possible explanations: the first, that the length‐relatedness of the story context of the problem (i.e. whether it involves the measurement of length) determines the likelihood of diagram use; and the second, that the cognitive cost of transforming the situation described in the word problem to an abstract diagrammatic representation is the more important factor. Four math word problems, differing in their story context and structure, were administered to eighth‐grade Japanese students (n = 125) to solve. The results provide support for the cognitive transformation cost explanation. The results of experiment 2, in which the problems were administered to students in both Japan (n = 291) and New Zealand (n = 323), confirm this finding. Copyright © 2011 John Wiley & Sons, Ltd.     

Components of task switching: A closer look at task switching and cue switching

Research using the diffusion model to decompose task-switching effects has contributed to a better understanding of the processes underlying the observed effect in the explicit task cueing paradigm: Previous findings could be reconciled with multiple component models of task switching or with an account on compound-cue retrieval/repetition priming. In the present study, we used two cues for each task in order to decompose task-switch and cue-switch effects. Response time data support previous findings that comparable parts of the switching effect can be attributed to cue-switching and task-switching. A diffusion model analysis of the data confirmed that non-decision time is increased and drift rates are decreased in unpredicted task-switches. Importantly, it was shown that non-decision time was selectively increased in task-switching trials but not in cue-switching trials. Results of the present study specifically support the notion of additional processes in task-switches and can be reconciled with broader multiple component accounts.     

Self‐regulation predicts risk‐taking through people's time horizon

In the context of decision‐making research, people's regulatory orientation mode (i.e., assessment and locomotion modes) has been included among the most prominent individual difference variables, which may potentially account for choice behaviour. Thus, the main objective of our experiment was to investigate the relations between habitual use of regulatory mode and risk‐taking through people's time horizon. Risk‐taking was appraised using a behavioural measure (i.e., BART) 1 month following evaluation of habitual use of regulatory mode. The findings revealed a significant negative association between the assessment mode and risk‐taking through individual differences in time horizon.     

Framing (implicitly) matters: The role of religion in attitudes toward immigrants and Muslims in Denmark

Denmark is currently experiencing the highest immigration rate in its modern history. Population surveys indicate that negative public attitudes toward immigrants actually stem from attitudes toward their (perceived) Islamic affiliation. We used a framing paradigm to investigate the explicit and implicit attitudes of Christian and Atheist Danes toward targets framed as Muslims or as immigrants. The results showed that explicit and implicit attitudes were more negative when the target was framed as a Muslim, rather than as an immigrant. Interestingly, implicit attitudes were qualified by the participants’ religion. Specifically, analyses revealed that Christians demonstrated more negative implicit attitudes toward immigrants than Muslims. Conversely, Atheists demonstrated more negative implicit attitudes toward Muslims than Atheists. These results suggest a complex relationship between religion, and implicit and explicit prejudice. Both the religious affiliation of the perceiver and the perceived religious affiliation of the target are key factors in social perception.     

Compensation method affects risk-taking in the Balloon Analogue Risk Task

Different participant compensation methods may have discrepant effects on decision-making in behavioral measures of risk-taking. Participants in clinical samples tend to receive session-based payment (often in conjunction with decision-based payment), whereas participants in student samples generally receive decision-based payment or no payment at all. This study examined the effect of different methods of participant payment on a behavioral measure of individual differences in risk-taking. Participants completed the Balloon Analogue Risk Task (BART) as well as questionnaire measures of sensation-seeking and impulsivity. Participants who received session-based payment engaged in significantly greater risk-taking in the BART compared to those who were paid based on their decisions and those who were not paid at all (i.e., those who were only compensated with course credit). These effects were not influenced by age, gender, sensation-seeking or impulsivity. These findings provide evidence that different compensation methods significantly influence participants’ risk-taking propensity as measured by the BART.     

A shield against distraction

In this paper, we apply the basic idea of a trade-off between the level of concentration and distractibility to test whether a manipulation of task difficulty can shield against distraction. Participants read, either in quiet or with a speech noise background, texts that were displayed either in an easy-to-read or a hard-to-read font. Background speech impaired prose recall, but only when the text was displayed in the easy-to-read font. Most importantly, recall was better in the background speech condition for hard-to-read than for easy-to-read texts. Moreover, individual differences in working memory capacity were related to the magnitude of disruption, but only in the easy-to-read condition. Making a task more difficult can sometimes facilitate selective attention in noisy work environments by promoting focal-task engagement.     

Challenging tasks: The role of employees' and supervisors' goal orientations

Research shows that challenging jobs stimulate employee learning and retention. Nevertheless, empirical knowledge on what influences the amount of challenging tasks employees perform in their job is lacking. In this study, we examined the extent to which the performance of challenging tasks is related to employees' and supervisors' goal orientations. We found a positive relationship between employees' mastery-approach orientation and the performance of challenging tasks. Furthermore, if supervisors had authority over the tasks of their employees, supervisors' goal orientations were related to employees' task challenge. Performing challenging tasks was negatively related to supervisors' performance-approach orientation and positively related to supervisors' performance-avoidance orientation.     

Expanding the link between core self-evaluations and affective job attitudes

The present study examined the differentiated relationship between core self-evaluations and affective job attitudes. In previous research, job characteristics were proposed to mediate this relationship. However, the facets of the job characteristics model have not yet been assessed separately. In the present study we tested which job characteristics (i.e., skill variety, task identity, task significance, autonomy, and feedback) mediate the relationship between core self-evaluations and job satisfaction as well as organizational commitment in a sample of 199 employees. Results revealed that core self-evaluations were related to job satisfaction and organizational commitment. Task significance was found to mediate these relationships. These findings are discussed with respect to the level on which people regulate their actions.     

The Job Demands and Resources Decision Making (JD-R-DM) Model

This study explores the effects of nurses’ daily job characteristics (i.e., job demands and resources) and general work engagement on their daily decision making (i.e., analytical and intuitive) and consequently their daily performance (i.e., task and contextual). Participants completed a baseline questionnaire and a diary for five consecutive days. Results reveal a positive influence of the job demands “work pressure” and “predictability” on analytical decision making. In turn, analytical decision making promotes task performance. Work pressure also negatively influences intuitive decision making which, in turn, stimulates task and contextual performance. However, the job resource (i.e., autonomy) had a nonsignificant relationship with decision making. General work engagement had positive effects on analytical decision making and moderated the relationship between intuitive decision making and contextual performance. For those high on work engagement, the relation was stronger compared to their counterparts low on work engagement. Results corroborate that expanding and testing decision-making theories can increase understanding on how the work environment and engagement influence employee decision making and performance.