Shift of manual preference in right-handers following unimanual practice

The effect of unimanual practice of the non-preferred hand on manual asymmetry and manual preference for sequential finger movements was evaluated in right-handers before, immediately after, and 30 days following practice. The results demonstrate that unimanual practice induced a persistent shift of manual preference for the experimental task in most participants, but no significant correlation between manual asymmetry and manual preference was detected. These findings are explained by proposing that manual preference is influenced by a task-specific confidence developed from the recent history of differential use of the limbs, in interaction with a generalized confidence on a single hand for performance of motor skills.     

Antecedents and consequences of the frequency of upward and downward social comparisons at work

The current paper examines the dispositional and situational antecedents, as well as the attitudinal and behavioral consequences, of the frequency of upward and downward social comparisons. We predicted social comparison frequency would be influenced by uncertainty-related antecedents, and that social comparisons in organizations would be characterized by contrast, not assimilation, effects. A large and occupationally diverse sample of 991 employed adults was surveyed at three separate points in time over a 12–16 week period. Our results, based on structural equation modeling, indicated that (a) role ambiguity, task autonomy, and core self-evaluations were significant predictors of upward social comparison, (b) upward social comparison was significantly negatively related to job satisfaction and affective commitment, (c) downward social comparison was significantly positively related to job satisfaction and affective commitment, and (d) upward and downward social comparisons had significant positive and negative indirect effects on the frequency of job search behaviors, respectively. The findings are discussed in terms of their general implications for understanding the importance of directional social comparison processes in organizational settings.     

Forming and reacting to overall fairness: A cross-cultural comparison

This study compared the cross-cultural formation and reactions toward overall fairness perception of employees from the US, China, Korea, and Japan. Distributive justice was related to overall fairness less strongly for Americans and Japanese than for Chinese and Koreans. In contrast, interactional justice was related to overall fairness more strongly for Americans and Japanese than for Chinese and Koreans. As expected, materialism seems to provide a coherent account of these cultural differences. In addition, overall fairness showed a stronger effect on turnover intention for Americans than for Chinese and Koreans. For job satisfaction, the effect of overall fairness was stronger for Americans than for Chinese, Koreans, and Japanese. Power distance seems to provide an adequate account of these cultural differences.     

Women’s occupational career patterns over 27 years: Relations to family of origin, life careers, and wellness

This study aimed at identifying and describing occupational career patterns (OCPs) from age 16 to 43 by applying optimal matching techniques to sequence data obtained from a sample of Swedish women. Women’s occupational trajectories were found to be diverse. Upward mobility (3 patterns) and stable careers (4 patterns) were prevalent, but there were also women characterized by downward mobility, fluctuation and being outside the labor market (1 pattern each). Women’s OCPs were related to family of origin, but more strongly to their overall life career (i.e., multiple role constellations over the life course). The study indicates that occupational mobility patterns do matter in terms of job perceptions, work attitudes, and quality of life. The results generally confirm the popular belief of the advantage of upward mobility, followed by stable occupational careers, whereas women with downward or fluctuating careers fared worst.     

Against Anthropocentrism: A Jobian Appeal to Science on Theology's Behalf

Abstract : The author asks how science can affect the work of the theologian and uses the experience of Job in the “wild” as pointing toward a new seeing. From science's study of temporality the theologian may learn (1) that humans belong with the (other) creatures, against anthropocentrism, (2) that the traditional distinction between creation and preservation inadequately recognizes God's continuing creative work, and (3) that Christian soteriology needs to address the “groaning” (Romans 8) of the whole creation. While science may help the theologian see thus newly, theology needs to retain its own integrity, as represented by the distinction between creation and fall.     

The motivating potential of teams: Test and extension of cross-level model of motivation in teams

Although individual- and team-level studies of motivational processes abound, very few have sought to link such phenomena across levels. Filling this gap, we build upon Chen and Kanfer’s (2006) multilevel theoretical model of motivation in teams, to advance and test a cross-level model of relationships between individual and team motivation and performance. Data from two samples of undergraduates performing simulated team tasks supported the direct and mediated cross-level relationships between team-level prior performance, efficacy, and action processes with individual-level self-efficacy, goal striving, and performance. The findings provide support for a multilevel, system-based formulation of motivation and performance in teams. Findings also contribute to the on-going debate on whether motivational processes account for performance once controlling for prior performance.     

The Separate, relative, and joint effects of employee job performance domains on supervisors’ willingness to mentor

The purpose of our study was to further elucidate how employees should behave at work to increase their chances of being mentored by their immediate supervisor. To that end, we experimentally tested how three domains of employee performance [task performance (TP), organizational citizenship behavior (OCB) targeting the supervisor, and counterproductive work behavior (CWB) targeting coworkers] affect supervisors’ willingness to mentor. Each performance domain affected willingness to mentor. OCB had the weakest of the three main effects. Finally, the positive effect of TP was stronger when employees displayed less CWB.     

Negative self-evaluations and the relation to performance level in socially anxious children and adolescents

The current study investigated whether negatively biased self-evaluations of nervousness and social skills are related to how well an individual actually performs, that is performance level. Sixty-eight high socially anxious and 68 control participants (age range 9–17 years) gave a 5 min speech in front of a pre-recorded audience of same age peers and a teacher. Participants' evaluations immediately after the task were measured on a number of performance dimensions. Three independent observers also evaluated recordings of the speech performances. Participants were further divided into good and bad performers based on their actual performance level as judged by the observers. Self-evaluations of the high socially anxious participants were negatively biased for nervous appearance regardless of how well they actually performed. In contrast, a negative bias for social skills only occurred in the high anxious participants with a good performance. The social skill evaluations of the poor performers appear warranted. Taking actual performance level into account may help to clarify the exact nature of a negative bias in socially anxious youth and has clear implications for the choice of treatment approach.     

The influence of performance feedback on goal-setting and mental effort regulation

Goal-setting and mental effort investment may be influenced by the perception of success or failure. The aim of the current study was to investigate the dynamics of motivational intensity model using false performance feedback. Forty participants performed a demanding cognitive task over five successive (5 min) blocks. Participants received performance feedback of either progressive success or progressive failure. A number of psychophysiological variables were used to index mental effort investment and emotion, including: HRV components, blood pressure, skin conductance level, EEG, and facial EMG. Subjective estimates of mood, workload and motivation were also collected alongside performance measures. The success group experienced positive affect and a less pronounced decline in subjective motivation in response to a perception of successful achievement. In contrast, feedback of failure led to adverse changes in mood/motivation, but did not lead to the absolute withdrawal of effort, although trends in the psychophysiological data suggest that participants in the failure group were on the verge of abandoning the task. The implications of these findings are discussed within the context of goal-setting and effort regulation models.     

儿童注意力检测单片机的研制及动态分析指标的试用

儿童注意力的测量途径包括家长或教师评定法、行为观察法、生理检测法及实验室测量法等。在实验室测量法中,持续性操作测试（CPT技术）是主要的测量范式。传统的CPT技术主要应用漏报率和误报率作为评价指标。但是,由于注意不是静态的,而是一个高度动态和波动的过程,漏报率和误报率还不足以反映注意状态的动态变化。近年来的国外研究发现,把注意作为一个动态的现时过程来评估,以儿童在作业中反应状态的波动情况作为新的指标能提供更有价值的信息。本研究以此为依据,开发研制了基于CPT技术的儿童注意力检测单片机SCM-CPT测试仪,在测试结果处理上采用了新的动态分析指标,在98名普通小学生中进行了试用,并为新指标建立了参考性评价标准。