Reasonable reasons for waiting

Recent decision‐making research claims to establish that, in violation of Savage's normative sure‐thing principle, individuals often wait to acquire noninstrumental information and subsequently base their decisions upon this information. The current research suggests that characterizing individuals as pursuing noninstrumental or useless information may be overstated. Through a series of experiments we establish, first, that many people choose to wait, even when waiting provides no additional information at all. Second, the longer people are allowed to wait before having to decide, the more people prefer to wait rather than decide immediately. Third, those individuals who choose to wait are the ones less confident about committing themselves to a decision. For them, the benefit from waiting may be especially valuable by allowing them to come to terms with a less‐than‐ideal decision. Copyright © 2003 John Wiley & Sons, Ltd.     

Self-efficacy and successful school-to-work transition: A longitudinal study

A successful school-to-work transition is a precursor of promising career development. In the present longitudinal study we investigated whether academic self-efficacy beliefs and grades in school at the ages of 12-15 would be associated with unemployment and job satisfaction at the age of 21. We found that individuals with high self-efficacy beliefs and better grades were less likely to become unemployed and more likely to be satisfied with their jobs. The relationship between high self-efficacy and unemployment was mediated by higher career-related motivation and by less perceived application stress, measured at the time of vocational training at the age of 18. The relationship between self-efficacy and job satisfaction was primarily mediated by higher vocational congruence and less application stress. We conclude that school-based interventions targeted at increasing academic capabilities and self-efficacy would help prepare adolescents for a successful school-to-work transition.     

Voluntary aspects of attentional control setting for detecting a feature‐defined target1

Abstract: Singleton targets that differ from distractors in a single salient attribute can be discerned regardless of the number of items in the display. Recent studies have indicated that the perception of singleton targets is facilitated by an attentional control setting. We focused on the voluntary aspect of the attentional control setting. Psychophysical and functional magnetic resonance imaging (fMRI) experiments examined the temporal characteristics of the attentional control setting by using an auditory cue. In both experiments, an auditorily cued feature‐search task was used. The cue validity (valid vs. neutral) and the cue lead time (CLT) were varied. In the psychophysical experiment, we established the effect of a symbolic cue on detection of a singleton. When the CLT was short or the cue was neutral, there was no facilitation, as re?ected by the slow activation of the attentional control setting. In our fMRI experiment, the brain activity indicates that this detection task activated the prefrontal cortex. These results demonstrate that the attentional control setting for facilitation of the singleton‐target perception modulates activity in regions of the prefrontal cortex.     

Resiliency,Self-Regulation,and Reemployment After Job Loss

This study investigated self-regulation and resiliency in one's search for reemployment. Although trait-based approaches are central to many resiliency conceptualizations, recent research has found that self-regulation (affective, behavioral, and cognitive) contributes to predicting resiliency-related outcomes. We hypothesized that self-regulation would incrementally predict reemployment process outcomes, specifically the job search outcomes of psychological well-being, job search self-efficacy, and job search clarity. Results indicated that, over and above resiliency traits, behavioral and cognitive self-regulation incrementally predicted well-being and job search clarity, and cognitive self-regulation incrementally predicted job search self-efficacy. Implications for theory and continued research on resiliency in reemployment are discussed.     

Introspective access to implicit shifts of attention

Literature in metacognition has systematically rejected the possibility of introspective access to complex cognitive processes. This situation derives from the difficulty of experimentally manipulating cognitive processes while abiding by the two contradictory constraints. First, participants must not be aware of the experimental manipulation, otherwise they run the risk of incorporating their knowledge of the experimental manipulation in some rational elaboration. Second, we need an external, third person perspective evidence that the experimental manipulation did impact some relevant cognitive processes. Here, we study introspection during visual searches, and we try to overcome the above dilemma, by presenting a barely visible, “pre-conscious” cue just before the search array. We aim at influencing the attentional guidance of the search processes, while participants would not notice that fact. Results show that introspection of the complexity of a search process is driven in part by subjective access to its attentional guidance.     

Emotional intelligence,cognitive ability and information search in tactical decision-making

Emotional intelligence (EI) may promote more effective decision-making under stress. In the present study, 167 participants completed a situation judgment test for EI, and performed a decision-making task based on an Antarctic rescue scenario. Participants were assigned to either a negative or neutral feedback group. Negative feedback significantly increased distress and impaired decision-making. EI failed to moderate the impacts of negative feedback, but higher EI was associated with greater information-search activity irrespective of feedback condition. It is concluded that ability EI may have a motivational component that may support more exhaustive analysis of both social and non-social stimuli.     

The implications of low quality bicycle paths on gaze behavior of cyclists: A field test

Unlike for car driving and walking, the visual behavior during cycling is poorly documented. The aim of this experiment was to explore the visual behavior of adult bicycle users ‘in situ’ and to investigate to what extent the surface quality affects this behavior. Therefore cycling speed, gaze distribution and gaze location of five participants were analyzed on a high and a low quality bicycle track. Although there was no difference in cycling speed between the low and the high quality cycling path, there was an apparent shift of attention from distant environmental regions to more proximate road properties on the low quality track. These findings suggest that low quality bicycle tracks may affect the alertness and responsiveness of cyclists to environmental hazards.     

The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions

This study examined the relation between career adaptability (CA), promotability, and career satisfaction (CS), and their impacts on turnover intentions (TI). Eight hypotheses were proposed. Based on data collected from a sample of 431 employees in Macau, career adaptability was significantly and positively related to both promotability and CS after controlling for the influences of demographic variables including age, gender, education and tenure. CA, promotability and CS were also significantly and negatively linked to TI. The results further revealed that promotability and CS mediated the effect of CA on TI. The study contributed new insights that may inform career development and retention of employees. Practical implications on how to retain employees were discussed.     

Job characteristics and burnout: The moderating roles of emotional intelligence,motivation and pay among bank employees

This study investigated the prediction of burnout from job characteristics, emotional intelligence, motivation and pay among bank employees. It also examined the interactions of emotional intelligence, motivation, pay and job characteristics in the prediction of burnout. Data obtained from 230 (Males = 127, Females = 103) bank employees were analysed using Pearson's Product Moment Correlation and multiple regression analysis. Results showed that theses variables jointly and separately negatively predicted burnout components. The results further indicated that emotional intelligence, motivation and pay separately interacted with some job characteristic components to negatively predict some burnout components. The findings imply that emotional intelligence, motivation and pay could be considered by counsellors when designing interventions to reduce burnout among bank employees.     

The curvilinear effect of work engagement on employees' turnover intentions

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work‐engaged employees have lower levels of turnover intentions than non‐engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non‐linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed.