Children with Attention Deficit Hyperactivity Disorder

ABSTRACT

It is estimated that there have been over 4,000 articles in the literature on the subject of attentional problems, addressing its etiology, epidemiology, assessment, diagnosis, and treatment. This article reviews recent and relevant literature with an eye toward functional conclusions and linkages between assessment and intervention. The article concludes by providing a problem-solving model that integrates parent or teachers' referral concerns, reasons for these concerns, assessment methods, and intervention strategies. In the end, four definitive conclusions are drawn, and the importance of multimodal strategies that collaboratively involve home, school, and community settings is emphasized.     

Athletes' perceptions of how cognitive interference during competition influences concentration and effort

Abstract

This paper investigates athletes' perception of the relationship between cognitive interference and its effects on concentration and effort during sport performance. The sample consisted of 115 volleyball players that took part in a national university tournament. Three different kinds of thoughts were investigated: ‘performance worries’, ‘situation-irrelevant thoughts’, and ‘thoughts of escape’. Path analysis was used to examine the relationships. All kinds of thoughts were reported to be detrimental to concentration, whereas different patterns of associations emerged between different thoughts and subsequent effort. ‘Performance worries’ were reported to be related to increases in effort for athletes holding higher goal attainment expectancies and decreases in effort for athletes holding lower goal attainment expectancies. ‘Thoughts of escape’ were reported to be related to decreases in effort, while no significant relation between ‘situation irrelevant thoughts’ and effort emerged. Results stress the importance of further examining the role of interfering thoughts athletes experience during competition.     

A randomised Monty Hall experiment: The positive effect of conditional frequency feedback

The Monty Hall dilemma (MHD) is a notorious probability problem with a counterintuitive solution. There is a strong tendency to stay with the initial choice, despite the fact that switching doubles the probability of winning. The current randomised experiment investigates whether feedback in a series of trials improves behavioural performance on the MHD and increases the level of understanding of the problem. Feedback was either conditional or non-conditional, and was given either in frequency format or in percentage format. Results show that people learn to switch most when receiving conditional feedback in frequency format. However, problem understanding does not improve as a consequence of receiving feedback. Our study confirms the dissociation between behavioural performance on the MHD, on one hand, and actual understanding of the MHD, on the other. We discuss how this dissociation can be understood.     

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.     

Are predictions based on situational judgement tests precise enough for feedback in leadership development?

In this article, Vansina's assertions expressed in his comments on my article: "Fantasies and fairy tales in groups and organizations: Bion's basic assumptions and the deep roles" (Moxnes, 1998) are refuted. Bion's possible hatred for his parents, his tendency for schizoid isolation, his abandonment of group studies, and his detached leadership style are discussed. The relationship between basic assumptions and deep roles are clarified, and some new ideas about the unconscious in groups and organizations are suggested. It is maintained that access to the unconscious is an age-old function of everyday life and that introspection of the collective unconscious is possible. A fourth basic assumption related to deep roles is proposed, and support for the existence of deep roles in psychodynamic group research is given.     

The world turns at 33 and 45: Defining simple cutoff scores for the Negative Acts Questionnaire–Revised in a representative sample

Workplace bullying is a serious hazard in every day working life that needs to be assessed carefully. In order to achieve such a goal, both victims of severe bullying as well as targets of less intensive bullying need to be identified, the latter in order to prevent further escalation into severe bullying. Previous research has mainly offered simple and crude measures of who is and who is not a victim of bullying. In this article we show how cutoff scores for the scale Negative Acts Questionnaire–Revised (NAQ-R) can be calculated. Based on a representative sample of the Norwegian workforce, we formulated 2 cutoff points or thresholds for the NAQ-R with a Receiver Operation Characteristic curve. Employees with a score lower than 33 are not bullied, employees with a score between 33 and 45 may be considered as being bullied occasionally, and employees who score above 45 can be considered to be victims of workplace bullying. As the NAQ-R is used in more than 300 research projects worldwide, we hope to inspire other scholars to define similar cutoff points. In addition, we hope that clear cutoff scores may be of assistance to practitioners for designing interventions regarding workplace bullying in line with the identified problems.     

Effects on organizational context (culture and climate) from implementing a 360-degree feedback system: The case of Arcelik

The current study aims to investigate the impact of the 360-degree feedback system (DFS) on organizational context (culture and climate). This longitudinally designed study was conducted at the Arcelik Cooking Appliances Plant in Turkey with 77 white-collar workers. 360-DFS was based on relevant literature and feedback given to the employees by The Arcelik Competency Model. Results have shown that the 360-DFS has effects on organizational context (e.g., employees' perceptions regarding support and achievement culture). The results have also revealed some significant effects on the participants' perception of the communication and performance appraisal system in the organization.     

The role of prior knowledge in error correction for younger and older adults

Previous work has demonstrated that, when given feedback, younger adults are more likely to correct high-confidence errors compared with low-confidence errors, a finding termed the hypercorrection effect. Research examining the hypercorrection effect in both older and younger adults has demonstrated that the relationship between confidence and error correction was stronger for younger adults compared with older adults. However, recent work suggests that error correction is largely related to prior knowledge, while confidence may primarily serve as a proxy for prior knowledge. Prior knowledge generally remains stable or increases with age; thus, the current experiment explored how both confidence and prior knowledge contributed to error correction in younger and older adults. Participants answered general knowledge questions, rated how confident they were that their response was correct, received correct answer feedback, and rated their prior knowledge of the correct response. Overall, confidence was related to error correction for younger adults, but this relationship was much smaller for older adults. However, prior knowledge was strongly related to error correction for both younger and older adults. Confidence alone played little unique role in error correction after controlling for the role of prior knowledge. These data demonstrate that prior knowledge largely predicts error correction and suggests that both older and younger adults can use their prior knowledge to effectively correct errors in memory.     

Age-related changes in deterministic learning from positive versus negative performance feedback

Feedback-based learning declines with age. Because older adults are generally biased toward positive information (“positivity effect”), learning from positive feedback may be less impaired than learning from negative outcomes. The literature documents mixed results, due possibly to variability between studies in task design. In the current series of studies, we investigated the influence of feedback valence on reinforcement learning in young and older adults. We used nonprobabilistic learning tasks, to more systematically study the effects of feedback magnitude, learning of stimulus–response (S–R) versus stimulus–outcome (S–O) associations, and working-memory capacity. In most experiments, older adults benefitted more from positive than negative feedback, but only with large feedback magnitudes. Positivity effects were pronounced for S–O learning, whereas S–R learning correlated with working-memory capacity in both age groups. These results underline the context dependence of positivity effects in learning and suggest that older adults focus on high gains when these are informative for behavior.     

Positive and negative affect,depression, and cognitive processes in the Cognition in the Study of Tamoxifen and Raloxifene (Co-STAR) Trial

ABSTRACT

Objectives: This study examined the relationship between positive and negative affect, depressive symptoms, and cognitive performance. Methods: The sample consisted of 1479 non-demented, postmenopausal women (mean age = 67 years) at increased risk of breast cancer enrolled in the National Surgical Adjuvant Breast and Bowel Project’s Study of Tamoxifen and Raloxifene. At each annual visit, women completed a standardized neuropsychological battery and self-report measures of affect and depression. Data from three visits were used in linear mixed models for repeated measures using likelihood ratio tests. Separate analyses were performed to relate positive/negative affect and depression to each cognitive measure. Results: Higher positive affect was associated with better letter fluency (p = .006) and category fluency (p < .0001). Higher negative affect was associated with worse global cognitive function (p < .0001), verbal memory (CVLT List B; p = .002), and spatial ability (p < .0001). Depressive symptoms were negatively associated with verbal knowledge (p = .004), figural memory (p < .0001), and verbal memory (p’s ≤ .0001). Discussion: Findings are consistent with some prior research demonstrating a link between positive affect and increased verbal fluency and between depressive symptoms and decreased memory. The most novel finding shows that negative affect is related to decreased global cognition and visuospatial ability. Overall, this research in a large, longitudinal sample supports the notion that positive affect is related to increases and negative affect to decreases in performance on distinct cognitive measures.