Spatial Semantics,Cognition, and Their Interaction: A Comparative Study of Spatial Categorization in English and Korean

This study has two goals. First, we present much‐needed empirical linguistic data and systematic analyses on the spatial semantic systems in English and Korean, two languages that have been extensively compared to date in the debate on spatial language and spatial cognition. We conduct our linguistic investigation comprehensively, encompassing the domains of tight‐ and loose‐fit as well as containment and support relations. The current analysis reveals both cross‐linguistic commonalities and differences: From a common set of spatial features, each language highlights a subset of those features for its principal categorization, and those primary features are importantly different between English and Korean: English speakers categorize events predominantly by containment and support relations (and do so with prepositions), whereas Korean speakers categorize them by tight‐fit and loose‐fit relations (and do so with verbs), with a further distinction of containment and support within the loose‐fit relation. The analysis also shows that the tight‐fit domain is more cross‐linguistically diverse in categorization than is the loose‐fit domain. Second, we test the language data against the nonlinguistic categorization results reported in Choi and Hattrup (2012). The results show a remarkable degree of convergence between the patterns predicted from the current linguistic analysis and those found in C&H's nonlinguistic study and thus provide empirical and strong evidence for an influence of language on nonlinguistic spatial cognition. At the same time, the study reveals areas where the two systems closely interact with each other as well as those where one is independent from the other. Taking both parts of the study together, we identify the specific roles that language and spatial perception/cognition play in spatial categorization.     

The relation between career decision-making strategies and person-job fit: A study of job changers

This study examined relations between three career decision-making strategies (rational, intuitive, and dependent) and person-job fit among 361 professionals who had recently changed jobs. We found that the relation between each decision-making strategy and fit was contingent upon the concurrent use of other strategies. A rational strategy related more strongly to fit when individuals also engaged in extensive intuitive decision making than when they engaged in limited intuitive decision making. In addition, a dependent strategy related negatively to fit only in the absence of extensive rational or intuitive strategies. Moreover, self-awareness and awareness of the environment mediated relations between career decision-making strategies and person-job fit. The implications of these findings for future research on career decision making were discussed.     

调节匹配对期望与绩效关系的影响

以往研究发现了调节定向、调节期望与绩效的关系。本研究基于调节匹配理论,以149名大学生为被试、通过与个体长期调节定向相一致或不一致的任务框架(收获/无收获vs无损失/损失)操作调节匹配性,进一步研究了调节匹配对期望与绩效关系的影响。结果显示,调节匹配会进一步加强以往研究中发现的调节定向对期望和绩效关系的调节模式,不匹配会起到削弱作用。当促进定向占主导的个体完成强调有无收获的任务时,高期望对绩效的促进作用显著高于完成强调有无损失的任务;而当预防定向占主导的个体完成强调有无损失的任务时,低期望对绩效的促进作用显著高于完成强调有无收益的任务。     

Authenticity at Work: A Matter of Fit?

Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit.     

Taking a deeper look inside autonomous and interdependent teams: why,how, and when does informational dissimilarity elicit dysfunctional versus beneficial effects

ABSTRACT

Organizations increasingly use cross-functional teams, characterized by autonomy and interdependence, to improve innovation and to adapt to a dynamic business environment. Based on this trend, prior research started to investigate informational dissimilarity (employee’s dissimilarity relative to teammates regarding education, job specialization, and expertise) in teams. Two key team outcomes are 1) team members’ satisfaction with the team and 2) the team’s proactivity. Paradoxically, some researchers reported dysfunctional informational dissimilarity effects on employee outcomes, while some reported beneficial effects. To integrate opposing informational dissimilarity effects, we apply the categorization-elaboration model of team diversity. We theorize that perceived informational dissimilarity can elicit simultaneously dysfunctional effects on satisfaction with the team and beneficial effects on the team member’s proactivity. We specify the mechanisms of both effects by investigating the mediating roles of peer unfairness (representing dysfunctional informational dissimilarity effects) and information elaboration (representing beneficial informational dissimilarity effects). To reconcile these contradicting processes, we analyse the role of trust. We conducted a survey study at three different measurement time points with team members from different organizations. The results indicate that trust in teammates dampens dysfunctional informational dissimilarity effects and amplifies beneficial effects.     

Involuntary and voluntary demotion: employee reactions and outcomes

ABSTRACT

Demotion has received little attention from scholars and practitioners alike. The purpose of this study was to assess empirically the reaction to, and outcomes of, both involuntary and voluntary demotion. Drawing on 49 semi-structured in-depth interviews with 28 involuntarily demoted workers and 21 voluntarily demoted workers, we develop a conceptual model using organizational justice theory and person-job fit of the reaction to and outcomes of demotion. We show that involuntarily demoted individuals might react by expressing turnover intentions and lower motivation and commitment, indicating that the demotee’s reaction is related to perceptions of fairness. Voluntary demotion is related to a better work-life balance, greater satisfaction, less stress and burnout and is perceived to be a viable phased retirement option by older workers. In addition, the findings highlight the role of demotion-related stigma, status loss, identity threat, and age in the way employees react to the experience of demotion.     

Testing attitudes,social desirability and behavioral regulations as moderators of implicit-explicit exercise discrepancies: A replication study in Iranian students

IntroductionThere is mixed evidence regarding moderators of the relationship between implicitly and explicitly measured constructs. This study examined this issue with evaluations of exercise relative to health or appearance in a sample of Iranian adolescents. Investigaing automatic associations and reflective constructs might provide important implications for developing interventions targeting exercise behavior in a population with different cultural, social, and economic barriers to exercise than European or North American adolescents.MethodsParticipants were 471 students enrolled in grades 9 to 12, of whom 269 (54.9%) were female. Behavioral regulations, explicit attitudes, and social desirability were investigated as possible moderators. All students completed questionnaire measures of physical activity behavior, attitudes, social desieality and behavioral regulation. They also completed two Go/No Go Association tasks to measure automatic associations of exercise with health and apperarance.ResultsAttitude was a significant moderator of discrepancies between automatic associations of exercise with health and health motives. Interjected regulation moderated implicit-explicit appearance discrepancies. Participants with low social desirability and negative automatic appearance associations had the highest appearance motivation.ConclusionsParticipants focused on the potential of achieving positive health outcomes of exercise rather than physical appearance outcomes, which differs from research from other countries. It is possible that, health was strongly linked with exercise by the pervasive societal pressures in Iran to have a healthy body.     

领导-下属外向性人格匹配性与下属工作投入的关系:基于支配补偿理论

基于支配补偿理论,本研究考察领导与下属外向性人格的匹配性对下属工作投入的影响。对743对领导-下属进行配对问卷调查,在两个时间点获取调查数据。多项式回归与响应面分析表明,下属与领导外向性人格差异越大,下属工作投入水平越高。在下属与领导外向性人格存在差异的情形下,"高下属外向性、低领导外向性"组合比"低下属外向性、高领导外向性"组合,下属的工作投入水平更高。在下属与领导外向性人格一致的情形下,下属的工作投入和外向性人格存在倒U型曲线关系。研究证明了在外向性维度上领导和下属是支配互补的关系时,下属的工作投入水平更高。     

Diagnostic Classification Models: Recent Developments,Practical Issues,and Prospects

More than three decades after their introduction, diagnostic classification models (DCM) do not seem to have been implemented in educational systems for the purposes they were devised. Most DCM research is either methodological for model development and refinement or retrofitting to existing nondiagnostic tests and, in the latter case, basically for model demonstration or constructs identification. DCMs have rarely been used to develop diagnostic assessment right from the start with the purpose of identifying individuals’ strengths and weaknesses (referred to as true applications in this study). In this article, we give an introduction to DCMs and their latest developments along with guidelines on how to proceed to employ DCMs to develop a diagnostic test or retrofit to a nondiagnostic assessment. Finally, we enumerate the reasons why we believe DCMs have not become fully operational in educational systems and suggest some advice to make their advent smooth and quick.