The relationship between visual search and categorization of own- and other-age faces

Young adult participants are faster to detect young adult faces in crowds of infant and child faces than vice versa. These findings have been interpreted as evidence for more efficient attentional capture by own-age than other-age faces, but could alternatively reflect faster rejection of other-age than own-age distractors, consistent with the previously reported other-age categorization advantage: faster categorization of other-age than own-age faces. Participants searched for own-age faces in other-age backgrounds or vice versa. Extending the finding to different other-age groups, young adult participants were faster to detect young adult faces in both early adolescent (Experiment 1) and older adult backgrounds (Experiment 2). To investigate whether the own-age detection advantage could be explained by faster categorization and rejection of other-age background faces, participants in experiments 3 and 4 also completed an age categorization task. Relatively faster categorization of other-age faces was related to relatively faster search through other-age backgrounds on target absent trials but not target present trials. These results confirm that other-age faces are more quickly categorized and searched through and that categorization and search processes are related; however, this correlational approach could not confirm or reject the contribution of background face processing to the own-age detection advantage.     

Investigating Individual Differences in Toddler Search with Mixture Models

Children's performance on cognitive tasks is often described in categorical terms in that a child is described as either passing or failing a test, or knowing or not knowing some concept. We used binomial mixture models to determine whether individual children could be classified as passing or failing two search tasks, the DeLoache model room task and the Berthier et al. door task. The data support categorical classification of the children and suggest that the increase in average proportion correct with age is the result of an increasing proportion of children who can solve the tasks. Performance on the two tasks was concordant, and improving performance could be due to advances in a single psychological ability, such as cognitive control. Copyright © 2014 John Wiley & Sons, Ltd.     

The relationship between employment quality and work-related well-being in the European Labor Force

In this article, data from the 2005 European Working Conditions Survey are used to examine the relationship between contemporary employment arrangements and the work-related well-being of European employees. By means of a Latent Class Cluster Analysis, several features of the employment conditions and relations characterizing jobs are combined in a typology of five employment arrangements: SER-like, instrumental, precarious unsustainable, precarious intensive and portfolio jobs. These job types show clear relationships with separate indicators of job satisfaction, perceived safety climate and the ability to stay in employment, as well as with an overall indicator for work-related well-being. The findings from this multifaceted approach towards employment quality raise questions about the long-term sustainability of highly flexible and de-standardized employment arrangements.     

Job search self-efficacy: Reconceptualizing the construct and its measurement

Job search self-efficacy (JSSE) is one of the most studied variables in the job search literature and an important component of the theory of planned behavior and self-regulation theory which have both been used to explain the job search process. However, even though JSSE has been a part of job search research for thirty years, the measurement of JSSE has varied from study to study. This questions both the validity of the measures used and the findings from each study that used a different measure. In this paper, we propose and test a two dimensional measure of JSSE that corresponds to job search behavior (JSSE-B) and job search outcomes (JSSE-O). The results of a longitudinal study of employed and unemployed job seekers support a two-factor model corresponding to the two dimensions of JSSE. We also found differential relationships between each dimension of JSSE and several antecedents and consequences. Among the antecedents, environmental exploration and self-exploration were stronger predictors of JSSE-B while career planning was a stronger predictor of JSSE-O. In terms of consequences, JSSE-B was a stronger predictor of job search intention and behavior while JSSE-O was a stronger predictor of the number of job offers received. These findings provide support for two dimensions of JSSE and have important implications for job search research and practice.     

Change-oriented behavior: A meta-analysis of individual and job design predictors

We propose and meta-analytically test a theoretical model of individual and job-based predictors of change-oriented behaviors. Meta-analytic tests (106 effect sizes, N = 28,402) demonstrate that employee's proactive personality is a stronger predictor of change-oriented behavior than the five-factor model (FFM) personality traits of openness and extraversion. Also, enriched job characteristics (autonomy, complexity, and task significance) are more important in predicting change-oriented behavior, than un-enriched job characteristics (routinization and formalization). Finally, we establish work engagement as a mediator that provides an explanation for how and why proactive personality and enriched job characteristics predict change-oriented behavior. We provide both theoretical and empirical integration of the literature with practical implications for managing change-oriented behaviors, which are increasingly recognized as important to both organizational effectiveness and employee career management.     

A comparison of individuals with unanswered callings to those with no calling at all

The purpose of this research was to compare the life-, job-, and health-related experiences of those who perceive an unanswered occupational calling to those who (1) are living a calling and (2) perceive no calling at all. Surveys containing measures of callings, work engagement, job involvement, career commitment, life and job satisfaction, turnover intentions, physical health and emotional well-being were administered to 378 American academics. As expected, academics with an answered occupational calling tended to report better job attitudes and domain-specific satisfaction and less withdrawal intentions than those who reported an unanswered occupational calling or no calling at all. Furthermore, those who did not have a calling to a particular vocation reported better life-, job-, and health-related outcomes than those experiencing an unanswered calling. Surprisingly, only those academics experiencing an unmet calling reported significantly poorer physical and psychological health as compared to the other two calling groups. These results are consistent with the self-determination theory, which predicts that those who are able to satisfy their basic psychological needs reap benefits in terms of psychological growth, optimal functioning, and wellbeing. The study contributes to the literature on callings by showing that having a calling is a benefit only if it is met, but can be a detriment when it is not as compared to having no calling at all.     

内部分配改革的职务评价技术探新

建立工资标准系统的关键是确定职务工资率。职务间可比价值成分变异越大,对确定职务工资率的贡献也越大。根据以上研究设想采用方差分析方法进行职务评价。评价步骤包括：职务描述;对职务要素作主成分分析;对职务样本作聚类分析和判别分析;通过方差分析为可比价值各成分建构权重系数ωｉ。ωｉ‘满足：（１）ωｉ≥０;（２）Σωｉ＝１;（３）ωｉ,间可直接比较;（４）ωｉ的大小与对应的可比价值成分变异一致。最后将职务评价值线性变换为工资率。在线性方程中配一个常数。和调节系数α以适合组织的管理约束条件。配合两个企业内部分配改革的研究结果显示了方差分析法的有效性和实用性。     

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.     

Redundant food searches by capuchin monkeys (Cebus apella): a failure of metacognition?

This study investigated capuchin monkeys' understanding of their own visual search behavior as a means to gather information. Five monkeys were presented with three tubes that could be visually searched to determine the location of a bait. The bait's visibility was experimentally manipulated, and the monkeys' spontaneous visual searches before tube selection were analyzed. In Experiment 1, three monkeys selected the baited tube significantly above chance; however, the monkeys also searched transparent tubes. In Experiment 2, a bent tube in which food was never visible was introduced. When the bent tube was baited, the monkeys failed to deduce the bait location and responded randomly. They also continued to look into the bent tube despite not gaining any pertinent information from it. The capuchin monkeys' behavior contrasts with the efficient employment of visual search behavior reported in humans, apes and macaques. This difference is consistent with species-related variations in metacognitive abilities, although other explanations are also possible.     

The costs of today’s jobs: Job characteristics and organizational supports as antecedents of negative spillover

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O∗NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and strain) had positive relationships, and job resources (autonomy and skill development) and organizational supports (flexible work arrangements and two work-life culture facets) had negative relationships to negative spillover, but not all relationships held when multiple predictors were examined. Organizational supports did not moderate relationships of job characteristics to negative spillover, and relative weights analysis indicated that job characteristics accounted for the majority of explained variance in negative spillover. The findings underscore the importance of job characteristics, and suggest that job characteristics and organizational supports both need to be considered when developing work-life policies intended to reduce employees’ negative work-to-nonwork spillover.