When does feature search fail to protect against attentional capture?

ABSTRACT

When participants search for a shape (e.g., a circle) among a set of homogenous shapes (e.g., triangles) they are subject to distraction by colour singletons that are more salient than the target. However, when participants search for a shape among heterogeneous shapes, the presence of a non-target colour singleton does not slow responses to the target. Attempts have been made to explain these results from both bottom-up and top-down perspectives. What both accounts have in common is that they do not predict the occurrence of attentional capture on typical feature search displays. Here, we present a case where manipulating selection history, rather than the displays themselves, leads to attentional capture on feature search trials. The ability to map specific colours to the target and distractor appears to be what enables resistance to capture during feature search.     

Categorical target templates: Typical category members are found and identified quickly during word-cued search

What information do people use to guide search when they lack precise details about the appearance of their target? In this study, we employed categorical (word-cued) search and eye tracking, to examine how category typicality influences search performance. We found that typical category members were fixated and identified more quickly than atypical categories. This finding held when the participant was cued at the superordinate level (finding “clothing” among non-clothing items) or the basic level (finding a “shirt” among other clothing items). This suggests that categorical target templates may be constructed by piecing together features from the most typical category member(s).     

A reversal of the search asymmetry favouring negative schematic faces

Quite a number of studies have tested whether the affective valence of stimuli can guide attention in visual search. Studies using schematic affective faces frequently found a relative search asymmetry (RSA), with more efficient search for a negative face in a friendly crowd than vice versa. Whether, however, this effect relates to differences in affect or to the confounded differences in perceptual features is unknown. The present study proposes and tests a similarity-based account for the RSA. Experiments 1a and 1b first replicate the typical RSA. Experiment 2 shows that the stimulus could be simplified to some degree without losing the RSA. Experiments 3 and 4, finally, demonstrate that the RSA could be reversed by a rather simple stimulus change, that leaves the facial expression intact. It is concluded that the strong dependence of the RSA on stimulus factors seriously questions the claim that emotional factors drive the RSA.     

Failure to exploit learned spatial value information during visual search

ABSTRACT

In recent years there has been rapid proliferation of studies demonstrating how reward learning guides visual search. However, most of these studies have focused on feature-based reward, and there has been scant evidence supporting the learning of space-based reward. We raise the possibility that the visual search apparatus is impenetrable to spatial value contingencies, even when such contingencies are learned and represented online in a separate knowledge domain. In three experiments, we interleaved a visual choice task with a visual search task in which one display quadrant produced greater monetary rewards than the remaining quadrants. We found that participants consistently exploited this spatial value contingency during the choice task but not during the search task – even when these tasks were interleaved within the same trials and when rewards were contingent on response speed. These results suggest that the expression of spatial value information is task specific and that the visual search apparatus could be impenetrable to spatial reward information. Such findings are consistent with an evolutionary framework in which the search apparatus has little to gain from spatial value information in most real world situations.     

Waldo reveals cultural differences in return fixations

ABSTRACT

Humans routinely perform visual search towards targets to adapt to the environment. These sequences of ballistic eye movements are shaped by a combination of top–down and bottom–up factors. Recent research documented that human observers display cultural-specific fixation patterns in a range of visual processing tasks. In particular, eye movement strategies extracting information from faces clearly differs between Western Caucasian (WC) and East Asian (EA) observers. However, whether such cultural differences are also present for visual scene processing remains debated. To this aim, we recorded the eye movements of WC and EA observers while they were solving visual search problems parametrically varying in difficulty: Where’s Waldo. Both groups had a comparable familiarity with the Waldo books reaching a comparable level of accuracy in target detection. Both cultural groups also showed a comparable temporal effect on inhibition of return, with longer fixation durations when saccades were performed to a return location compared to other locations. Westerners, however, located Waldo faster than Easterners. Interestingly, this modulation of speed was likely related to differences occurring on the low-level mechanisms of spatial inhibition of return, with EA observers returning more often to previously visited locations than the WC observers. This suboptimal eye movement strategy in the Easterners might be engendered by their cultural perceptual bias consisting in? a greater use of extra-foveal information. Overall, our data point towards the existence of a subtle, but significant difference in the processing of visual scenes across observers from different cultures during active visual search.     

A job characteristics approach to explain workplace bullying

This article analyses job characteristics as antecedents of workplace bullying, in line with the early Scandinavian research tradition. Research thus far suggests a large variety of possible job related antecedents. Recent review findings and methodological criticism, however, suggests that these findings need to be treated with caution. Warr's Vitamin model is used to summarize relevant job-related antecedents of workplace bullying. All relationships are tested simultaneously in a hierarchical regression analysis, controlling for covariates. A large and heterogeneous sample of Belgian workers is used to test the hypotheses (n = 6175). The results show that task autonomy is not significantly related to bullying. In line with earlier research, role conflicts and role ambiguity are the most important antecedents. Also (lack of) participation in decision making, (lack of) skill utilization, workload, cognitive demands, changes in the job, job insecurity, and (lack of) task-related feedback are found to be directly related to workplace bullying. These findings are discussed in the light of the literature and some suggestions for practice are formulated.     

Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job–Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N ₁ = 261 and N ₂ = 441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice.     

Demands,resources, and work ability: A cross-national examination of health care workers

Understanding work ability, with the goal of promoting it, is important for individuals as well as organizations. It is especially important to study work ability in health care workers, who face many work-related challenges that may threaten work ability. We studied various job demands, job resources, and interactions of demands and resources relating to work ability using the Job Demands–Resources model as a framework. Acute care health care workers from six nations (US, Australia, UK, Brazil, Croatia, and Poland) completed a survey. Role demands related to work ability in the Australia sample only, and supervisor support related to work ability in the Australia sample only. Yet, high levels of supervisor support significantly moderated (buffered) negative relationships between physical demands and work ability in the US sample, along with negative relationships between role demands and work ability in both the Croatia and UK samples. Skill discretion related to work ability in every nation sample, and therefore appears to be particularly important to work ability perceptions. In addition, skill discretion moderated (buffered) a negative relationship between role demands and work ability in the Australia sample. We therefore recommend that interventions to help preserve or improve work ability target this important job resource.     

Do core self-evaluations and coping style influence the perception of job insecurity?

Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that affects more and more employees. Since worrying about potential job loss (quantitative job insecurity) or possible loss of valued job features (qualitative job insecurity) constitutes a subjective perception, it has been claimed that personality factors may be decisive for job insecurity perceptions. Furthermore, the perception of a stressor, in this case job insecurity, could be argued to be dependent on appraisals of available coping resources. This study investigates whether core self-evaluations predict job insecurity perceptions, and whether coping mediates this relationship, in a two-wave data set from a Swedish sample of white-collar workers (N = 425). The results show that core self-evaluations had a negative total effect on both qualitative and quantitative job insecurity. Core self-evaluations were positively related to problem-focused coping but not to emotion-focused coping. However, there was no mediating effect of coping style on the association between core self-evaluations and job insecurity.     

The third dimension: Value‐oriented contents in psychological contracts

We propose value-oriented content of psychological contracts as being distinct from transactional and relational content, which we affirm using confirmatory factor analysis for employee, as well as organizational obligations. In a sample of 171 German parish volunteers, value-oriented volunteer and relational organizational obligations are significantly and positively related to job satisfaction as well as to time spent volunteering. The distinctive role of value-oriented content is reinforced by the finding that its associated employee obligations were the only ones that were significantly and positively related to both outcomes. Thus, value-oriented obligations may foster favourable work relationships and may even have the potential to stabilize work relationships during crises if obligations regarding an organization's core values are fulfilled. Examining the generalizability of these findings to nonvolunteer samples in future research is recommended.