Exploring the relationship between retrieval disruption from collaboration and recall

When people recall together in a collaborative group they recall less than their potential. This phenomenon of collaborative inhibition is explained in terms of retrieval disruption. However, collaborative recall also re-exposes individuals to items recalled by others that they themselves might otherwise have forgotten. This re-exposure produces post-collaborative benefits in individual recall. The current study examined whether reduced retrieval disruption during group recall is related not only to less collaborative inhibition, but also to greater post-collaborative recall benefits. To test this we devised a paradigm to calculate the extent to which each individual experienced retrieval disruption during group recall. We also included two types of collaborative groups, one of which was expected to experience greater retrieval disruption than the other. Results suggest that the relationship between retrieval disruption and recall performance depends on the level at which retrieval disruption is measured. When retrieval disruption was assessed at the individual level, then minimising retrieval disruption was associated with higher recall (i.e., less collaborative inhibition and greater post-collaborative individual recall). However, when retrieval disruption was assessed at the group level there was no relationship with recall. Furthermore, the findings from this design suggest a role of cross-cueing in modulating group recall levels.     

Conceptions of Ability Affect Motor Learning

ABSTRACT

The authors examined the effects of induced conceptions of ability on motor learning. Participants in 3 groups practiced a balance task after receiving instructions suggesting that the task would reflect an inherent ability (IA group), represent an acquirable skill (AS group), or no ability-related instructions (control group). Across 2 days of practice, the AS and IA groups showed greater improvement in performance compared with the control group. For the retention test on Day 3, the AS group tended to demonstrate generally more effective balance performance than the control group and increasingly greater effectiveness compared with the IA group. Moreover, AS group participants made higher-frequency (reflexive) movement adjustments than participants of the other 2 groups, indicating a greater automaticity in the control of their movements. Thus, learning was enhanced by instructions portraying the task as a learnable skill, rather than revealing a fixed inherent capacity or no instructions (control group).     

Felt and behavioral engagement in workgroups of professionals

This research proposes a two-dimensional measure of engagement for professionals in technically-oriented workgroups. It examines the relationship of their engagement to five workgroup outcomes: innovation, performance, satisfaction with the organization, career success, and intentions to stay. Three studies are reported involving: (1) a random sample of 123 workgroups and 1351 self and reports by others of professionals employed by a Fortune 100 company, (2) a panel study of 1024 of the study one professionals four months later, and (3) the replication of results with 827 professionals across three cultures. The results support felt engagement and behavioral engagement as distinct constructs that can be measured by both a self-report and assessments by others of workgroup engagement. The relationship of engagement to workgroup innovation, performance, satisfaction with the organization, career success, and intentions to stay generalized across four countries and cultures: U.S./North America, The Netherlands/Europe, Argentina, and India. Felt engagement was the best predictor of affective outcomes and intentions to stay when all variables were measured concurrently. Behavioral engagement was the best predictor of workgroup performance concurrently and over time. This research indicates that the two dimensions of engagement are important aspects of vocational adjustment for the success of professionals in technically-oriented workgroups. Implications for future research are to consider multiple dimensions of engagement, clearly define the population and setting for engagement, and to study engagement as a dynamic experience that warrants ongoing management and workgroup attention.     

Identification of Interindividual and Intraindividual Movement Patterns in Handball Players of Varying Expertise Levels

The authors examined the movement patterns of 5 left-handed handball players (ranging from beginner to national level) who threw a handball to different sections of a goal as if a goalkeeper were present. The authors used time-continuous, 3-dimensional kinematic data to assess interindividual movement patterns and considered participants' intraindividual differences relative to different targets. Cluster analysis yielded the highest assignment rates for level of expertise; a mean of 92% of trials was correctly assessed. The authors observed an interaction with expertise for the intraindividual movement patterns. Variability in the novice throwers was increased, whereas (a) advanced throwers experienced a period of stability, and (b) the expert thrower's variability was increased. The results indicate that random variability characterizes novice motor performance, whereas active functional variability may exemplify expert motor performance.     

Sales Manager Behavior Control Strategy and its Consequences: The Impact of Manager Gender Differences

Salesperson gender studies have consistently reported no differences. In contrast, a single-company study found several differences based on sales manager gender concerning salesperson attitudes, behavior, and outcome (Piercy, Cravens, and Lane 2001). The present research examines the sales manager gender issue across multiple companies from the perspective of sales managers. Sales units led by female managers display higher effectiveness. Female sales managers perform significantly higher levels of behavior-based control activities and display higher competence in this management approach, compared to male counterparts. There are few differences in managers’ assessments of salespersons’ behavior performance based on gender. Female sales managers do not show higher levels of organizational citizenship behavior as part of their management approach. Interestingly, no differences based on gender were found concerning several salesperson and organizational characteristics. These findings suggest that different selling environments are not affecting the study gender results. Several promising future research directions are discussed.     

Personality Psychology in the First Decade of the New Millennium: A Bibliometric Portrait

Nine principal personality psychology journals—Journal of Personality and Social Psychology (JPSP), Journal of Personality (JP), Journal of Research in Personality (JRP), European Journal of Personality (EJP), Personality and Individual Differences (PAID), Personality and Social Psychology Bulletin (PSPB), Personality and Social Psychology Review (PSPR), Journal of Personality Assessment (JPA), and Journal of Personality Disorders (JPD)—have published 8510 research papers from 2001 to 2010. These papers have been cited 149 108 times (September 2011) by papers published in journals indexed in the Web of Science. Although personality psychologists from the US published the largest number of papers (4924, 57.9%) and had the largest number of citations (101 875, 68.3%), their relative contribution to personality literature has slightly diminished during the first decade of the new millennium. Unlike other countries, personality psychologists residing in the US demonstrated a strong country self‐citation bias: They were about 14% more likely to cite papers which were written by their compatriots rather than non‐US authors in three leading journals JPSP, PSPB, and PSPR. The intensity and pattern of citations indicate that personality psychology indeed occupies one of the core positions at the heart of psychological knowledge. Copyright © 2012 John Wiley & Sons, Ltd.     

Not Enough of a ‘Dark’ Trait? Linking Machiavellianism to Job Performance

Machiavellianism is typically considered to encompass rather negatively connoted characteristics such as being ruthless, deceitful or self‐centred. Concerning its influence on job performance, there have been notions about a positive linear association as well as a negative one. Somewhat reflecting these different views, a recent meta‐analysis regarding this link indicated both large variability in respective empirical investigations and no substantial linear association. Herein, we aimed to integrate the theoretical underpinnings of both perspectives of a linear link by proposing an inverted U‐shaped relation between Machiavellianism and job performance. Using data from n = 235 dyads of self‐rating and colleague rating, results supported this hypothesis with regard to the three dimensions of organisational citizenship behaviour, whereas no support was found with regard to task performance. More precisely, intermediate levels of Machiavellianism yielded the highest organisational citizenship behaviour as compared with both lower and higher levels—although employees with lower levels had outcomes nearly as high as those of employees with intermediate levels. Further, tenure was found to moderate the curvilinear relation between Machiavellianism and organisational citizenship behaviour directed at individuals. In sum, this investigation might help to disentangle different understandings of the effects of Machiavellianism in organisational life and beyond. Copyright © 2013 European Association of Personality Psychology     

The Dimensionality of Contextual and Citizenship Performance in Military Recruits: Support for Nine Dimensions Using Self-, Peer,and Supervisor Ratings

Organizational Citizenship Behavior and Contextual Performance make up a domain that can be referred to as Contextual and Citizenship Performance (CCP). CCP is essential to assess and promote in military and civilian organizations because it defines the “good soldier” prototype. Unfortunately, extant research has led to confusion as to whether CCP consists of one, two, three, six, or nine dimensions. We shed new light on the composition of CCP by evaluating one-, two-, three-, six-, and nine-dimensional theoretical models using supervisor, self-, and peer ratings of military recruits undergoing basic training. We employed Relative Percentile Method ratings to improve distinctions among ratees when the level of CCP is high. Contrary to much recent literature, our results supported a nine-dimensional theoretical model in all three rating sources. Thus, conceptualizing, assessing and promoting the proverbial “good soldier” may require a more highly nuanced perspective of CCP than is generally acknowledged.     

Transforming Training: A Perspective on the Need for and Payoffs From Common Standards

Standards today position the research community on the eve of scientific breakthrough. Efficiency and warfighter competency are likely to improve greatly as a result of the feedback and research studies enabled by the use of common standards for defining competencies, assessing performance, and enabling technologies to collect data. Such standards make it possible to evaluate warfighter performance across sites and across time. Standards also make it possible to do rigorous comparisons in the lab, operational simulator settings, and even live exercises. The standardized methods and leveraging of common data will yield unprecedented scientific power and opportunity to rapidly transform training.     

AULA virtual reality test as an attention measure: Convergent validity with Conners’ Continuous Performance Test

The majority of neuropsychological tests used to evaluate attention processes in children lack ecological validity. The AULA Nesplora (AULA) is a continuous performance test, developed in a virtual setting, very similar to a school classroom. The aim of the present study is to analyze the convergent validity between the AULA and the Continuous Performance Test (CPT) of Conners. The AULA and CPT were administered correlatively to 57 children, aged 6–16 years (26.3% female) with average cognitive ability (IQ mean = 100.56, SD = 10.38) who had a diagnosis of attention deficit/hyperactivity disorder (ADHD) according to DSM-IV-TR criteria. Spearman correlations analyses were conducted among the different variables. Significant correlations were observed between both tests in all the analyzed variables (omissions, commissions, reaction time, and variability of reaction time), including for those measures of the AULA based on different sensorial modalities, presentation of distractors, and task paradigms. Hence, convergent validity between both tests was confirmed. Moreover, the AULA showed differences by gender and correlation to Perceptual Reasoning and Working Memory indexes of the WISC-IV, supporting the relevance of IQ measures in the understanding of cognitive performance in ADHD. In addition, the AULA (but not Conners’ CPT) was able to differentiate between ADHD children with and without pharmacological treatment for a wide range of measures related to inattention, impulsivity, processing speed, motor activity, and quality of attention focus. Additional measures and advantages of the AULA versus Conners’ CPT are discussed.