Rapid Error Correction During Human Arm Movements

Studies were made of rapid error correction movements in eight subjects performing a visually guided tracking task involving flexion-extension movements about the elbow. Subjects were required to minimize reaction times in this two-choice task. Errors in initial movement direction occurred in about 3% of the trials. Error correction times (time from initiation to reversal of movement in incorrect direction) ranged from 30-150 ms. The first sign of correction of the error movement was a suppression of the electromyographic (EMG) activity in the muscle producing the error movement. This suppression started as early as 20-40 ms after the initiation of the error-related EMG activity and as much as 50 ms before any overt sign of limb movement. The correction of the error movement was also accompanied by an increase in the drive to the muscle which moved the arm in the correct direction. This increased activity always occurred after the initiation of the error movement. It is concluded that the first step in the error correction, suppression of drive to the muscle producing the error movement, cannot be based on information from the moving limb. It is thus suggested that this earliest response to the error movement is based on central monitoring of the commands for movement.     

Reliability and Specificity of Individual Differences In Reminiscence

In investigating Eysenck’s (1965) suggestion of the specificity of reminiscence, 50 high school boys were tested on 2 gross motorcoordination tasks—one involving tracking and the other balance. In the practice schedule, which was identical for both tasks, all Ss were given 20 50-sec. trials with a 10-sec. intertrial rest. A 5-min. interpolated rest was given after every fourth trial. The reliability of individual differences in reminiscence for both tasks was found to be extremely low. While Eysenck’s hypothesis was not necessarily weakened, doubt was cast upon the specificity of reminiscence in the usual context of the word.     

不同列队呈现方式下反馈对目击证人辨认自信心的影响

采用辨认后反馈范式研究不同队列呈现方式下反馈对目击证人辨认自信心的影响。结果发现：（1）所有辨认者中,反馈组被试自信心显著高于控制组被试的自信心;反馈方式与辨认选择的交互作用显著,辨认选择与列队呈现方式的交互作用显著;（2）积极辨认者中,反馈组被试的自信心显著高于控制组被试的自信心;正确辨认被试的自信心显著高于错误辨认被试的自信心。结果表明：目击辨认中存在辨认后反馈效应;积极辨认者中辨认自信心可以作为辨认准确性的一个参考指标。     

The Reflected Best Self field experiment with adolescent leaders: exploring the psychological resources associated with feedback source and valence

This study provides a preliminary examination of the efficacy of the Reflected Best Self Exercise. We conducted a field quasi-experiment with 108 adolescent leaders assigned to a 2 × 2 design: (1) valence of feedback (i.e., strengths-only versus strengths and improvement-oriented) and (2) source of feedback (i.e., professional (e.g., teachers, coaches, bosses) only versus professional and personal (e.g., friends and family)). By ANOVA, support was found for the hypothesis that feedback from the combination of professional and personal sources is associated with more positive emotional, agentic, and relational resources than feedback from only professional sources. Little support was found for the hypothesis that strengths-based feedback generates more positive emotional, agentic, or relational resources. Limitations, implications for practice and directions for future research are discussed.     

Harnessing members' positive mood for team-directed learning behaviour and team innovation: The moderating role of perceived team feedback

This study examines the role of individual team members' positive mood and perceived team feedback for their team-directed learning behaviour. Results obtained in a sample of 186 members from 27 work teams showed that positive mood was positively associated with team-directed learning behaviour if individual members perceived that the feedback they received was based on the performance of the team as a whole, but not if they perceived such team feedback to be lacking. Moreover, teams were found to be more innovative to the extent that their members, on average, engaged in team-directed learning behaviour to a greater extent. These results offer new insights into the micro-foundations of team learning. Our findings explicate why the contributions of individual members to their team's learning may differ and suggest that, if managed effectively, members' positive mood may be an important resource in facilitating team learning.     

Klaus B: The success story of an entrepreneur - a case study

Interorganizational teams are rapidly becoming more prevalent as a means to improve organizations' responsiveness. To achieve their objective, interorganizational teams must engage in extensive amounts of boundary spanning activity. This study juxtaposed three structural variables, namely team informational diversity, team boundedness, and extrateam links, in an integrated model aimed at promoting our understanding of how to increase interorganizational team boundary spanning activity and its effectiveness. The model was tested with 49 health promotion teams. Our findings indicated that three types of boundary spanning—scouting, ambassadorial, and coordinating—were positively associated with interorganizational team effectiveness. In addition, for team informational diversity, team boundedness, and extrateam links, scouting and ambassadorial activities fully mediated their relationships with team effectiveness; for team boundedness, coordinating activity also fully mediated its relationship with team effectiveness. These findings highlight the importance of incorporating structural considerations into the management of interorganizational teams.     

Bullying and harassment at work and their relationships to work environment quality: An exploratory study

Team-based working has become a popular model of work organization. One of the expected yields of working in teams is collective learning. As team members work closely together they are likely to exchange information, which can enhance learning. One of the processes that may facilitate team learning is team conflict. In this study, 471 respondents, working in 84 teams in 38 organizations, indicated their perceptions of task conflict, relationship conflict, team learning, and their rating of the performance of the team. Task conflict was not related to team learning but was negatively related to the team members' rating of team performance. As was hypothesized, relationship conflict negatively affected team learning. Importantly, team learning was a strong predictor of the perceived team performance and partially mediated the relation between relationship conflict and performance.     

The interactive effects of person-focused citizenship behaviour,task interdependence,and virtuality on team performance

A multifactorial between-groups experiment examined the effects of person-focused organizational citizenship behaviours (OCBP) on the performance of teams characterized by different levels of virtuality and task interdependence. Results reveal in low virtual teams the moderating effects of task interdependence on the OCBP–team performance relationship are positive; however, these effects are reversed in high virtual teams. Using social presence and task–technology fit theories, our results indicate that task context affects how OCBP impacts team performance, particularly across different levels of team virtuality. The implications for research on OCB and the management of virtual teams are discussed.     

反馈干预对学习判断的影响

将反馈干预作为外部线索引入元记忆研究,采用重复学习任务,在第一轮次学习-测验之后插入反馈干预,用两个实验分别考查任务反馈和能力反馈两种形式下的反馈效价对第二轮次即时学习判断的影响.结果表明：①在学习过程中,学习者会进行自我监测;②在任务反馈形式下,反馈信息与自我监测信息冲突,导致反馈干预对元认知监测和认知过程没有影响;③在能力反馈形式下,反馈信息与自我监测信息的冲突消失,结果消极反馈影响了元认知监测.由此得出结论：只有在不与自我监测信息冲突的情况下,反馈干预才对学习判断产生影响.此外,在有反馈干预的情况下,两个实验中都出现了显著的练习伴随低估效应.     

Symptoms,blood-pressure information and mood effects on symptom recall

Abstract

After completion of an illness symptom checklist (PILL) covering the previous three months, 97 nor-motensives were allocated to either experimental (false pressor feedback, n=42), or information control (accurate pressor feedback, n = 55), groups. The median reported symptom score divided high from low symptom subjects. All were given standard cuff blood pressure (BP) assessment and were normotensive. However, experimental subjects were misinformed that their BP was raised while information control subjects were told their BP was normal. Subsequently, subjects completed the state anxiety form of the State-Trait Personality Inventory, the PILL, and were asked about their belief of the ascribed BP label (normo/hypertensive) and then any perceived causal relationship between their BP and symptoms. Experimental subjects had significantly higher anxiety scores but no change in symptom recall after pressor feedback, whereas control subjects showed lower anxiety scores and decreases in symptom recall.

A post hoc treatment control (no pressor information) group (n = 20) excluded effects of BP labeling on post-BP scores, and a post hoc symptom control group (n = 55) ensured that symptom levels were representative of the normal population. The majority of subjects in both groups rejected any association between BP labels and symptoms. Data are discussed in the light of Leventhal's models of illness representation.