义符启动范式下义符的语义和语法激活的时间进程

采用义符启动范式,探讨义符的语义、语法信息的激活进程。结果表明,就义符总体而言,义符的语义激活从启动早期一直持续到启动晚期,义符的语法信息未见有激活。然而,对不成字义符和成字义符分析发现,不成字义符和成字义符的语义、语法激活存在着差异。不成字义符的语义激活只在启动中期出现,语法信息则未见有激活;成字义符的语义信息一直处于激活状态,并且在启动晚期,语法信息也得到了激活。义符的语义、语法信息的激活进程和顺序是由义符的功能决定的。     

Investigating intellect from a trait activation perspective: Identification of situational moderators for the correlation with work-related criteria

We applied trait activation theory to investigate the situational properties that moderate the correlation of intellect, a sub-dimension of the Big Five factor openness to experience, with work-related criteria. We collected data from a sample of 185 employees from diverse organizations and positions. Results from moderated hierarchical regression analyses revealed that perceived situational properties at the task level moderated the correlation between intellect and job performance. Additionally, correlations between intellect and organizational commitment were moderated at task and organizational levels. This study shows how trait activation theory can be utilized to investigate the situational properties moderating the correlation of personality variables with external criteria. Implications for applied purposes are discussed.     

Investigating curvilinear relationships of explicit and implicit aggression with workplace outcomes

ABSTRACT

Although previous research has demonstrated the value of integrating explicit and implicit measures of aggression for predicting workplace outcomes, such investigations only examined linear and interactive effects. Here we examine nonlinear (i.e., curvilinear) effects of explicit and implicit aggression, which revealed subtleties in the manifestation of aggression. We found significant curvilinear effects of explicit aggression on peer-reported deviance (property deviance, production deviance, and personal aggression). In each case, deviance was lowest when explicit aggression was low, and increased as explicit aggression increased. However, production and property deviance decreased at elevated levels of explicit aggression. In contrast, for disciplinary actions, explicit and implicit aggression interacted, but there was also a curvilinear effect of implicit aggression. This pattern led to discipline being highest when explicit and implicit aggression were very incongruent, but being quite low when they were congruent. The results show that examining nonlinear effects with respect to explicit and implicit aggression can reveal unexpected relationships when predicting peer-reported criteria or organizational personnel data. Propositions for future research on the relationship of personality to workplace outcomes are presented deriving from the trait activation model, and implications for workplace interventions are discussed.