Changes in Newcomers' Person–Climate Fit following the First Stage of Socialization

The development of attitudes and activities of newcomers in the 18 months following the first period of socialization was investigated. At two points in time, persons' preferences for seven work climates were compared with perceived climate. Changes in person-climate fit were assessed, using a squared difference index, after alternative fit-indices were tested with hierarchical regression analysis. Person-climate fit and work attitudes at T1 (eight to ten months after entry) were examined by comparing three groups of respondents who did not change jobs, changed jobs within the organization or changed organizations. Results showed no alpha, beta or gamma changes for the total group of 108 respondents. Alpha changes were only found for respondents who changed jobs. They showed higher ratings for job satisfaction at T2. Finally, work attitudes at T1 were related to turnover. Organizational changers showed higher turnover intentions and higher discrepancies between preferred and perceived risk orientation and work pressure at T1.     

Gender and culture differences in emotion

In this article, the authors report a secondary analysis on a cross-cultural dataset on gender differences in 6 emotions, collected in 37 countries all over the world. The aim was to test the universality of the gender-specific pattern found in studies with Western respondents, namely that men report more powerful emotions (e.g., anger), whereas women report more powerless emotions (e.g., sadness, fear). The authors expected the strength of these gender differences to depend on women's status and roles in their respective countries, as operationalized by the Gender Empowerment Measure (GEM; United Nations Development Programme Human Development Report 2002). Overall, the gender-specific pattern of women reporting to experience and express more powerless emotions and men more powerful emotions was replicated, and only some interactions with the GEM were found.     

A goal activation approach to the study of executive function: an application to antisaccade tasks

We argue that a general control process, responsible for the activation and maintenance of task goals, is central to the concept of executive function. Failures of this process can become manifest as goal neglect: disregard of a task requirement even though it has been understood (Duncan, 1995). We discuss the results of several published and new experiments using various versions of the antisaccade task in order to investigate the circumstances under which goal neglect is likely to occur. Potentially conflicting results in the literature on adaptive control of saccadic eye movements are argued to be attributable to the extent to which different task versions elicit goal neglect. The results suggest an increased susceptibility to goal neglect of high-functioning older adults (Experiment 1) and of first-episode schizophrenia patients (Experiment 2), but not of patients with obsessive-compulsive disorder (Experiment 3). However, the degree to which such differences in susceptibility become manifest in task performance, is shown to be strongly influenced by manipulations of the relative saliency of task requirements. Theoretical and methodological implications for the study of executive function are discussed.     

RE‐ENACTING THE WARSAW GHETTO

The framework of this article is Freud's theory of trauma and its relevance to contemporary second‐generation Holocaust literature. In this literature, two complementary tendencies are distinguished: on the one hand, empathy as the urge to re‐enact the past and, on the other hand, the need for distancing and working through. This hypothesis is examined through an analysis of Henri Raczymow's novel Writing the Book of Esther, in which both tendencies are present. On a thematic level it is a novel about re‐enactment, but on a formal, technical level it is an example of what distance and working through may mean in literature.     

Personality in teams: Its relationship to social cohesion,task cohesion,and team performance

This study continued past research on the relationship between personality composition in teams and social cohesion and team performance (Barrick, Stewart, Neubert, & Mount, 1998). Results from the Barrick et al. sample (N = 50) were compared with data from two new samples, one comprising drilling teams in the US (N = 24), and the other comprising student teams in The Netherlands (N = 25). Furthermore, this study examined the relationship between personality composition and task cohesion, usually considered to be a stronger predictor of team performance than social cohesion. Results partly confirmed the relationships between personality composition, cohesion, and team performance that were found previously. Minimum levels of conscientiousness and agreeableness contributed positively to both task cohesion and team performance. High mean levels of extraversion and emotional stability contributed positively to social cohesion. Some results differed across the three samples, stressing the importance of task characteristics as a factor influencing relationships between team personality, team processes, and team performance. Although significant relationships were found between social cohesion, task cohesion, and performance, cohesion measures did not mediate relationships between personality composition and team performance.     

The Match Between Recruiters’ Perceptions of Organizational Climate and Personality of the Ideal Applicant for a Management Position

The relationship between recruiters’ perception of the ideal applicant for a managerial position and their perception of organizational climate was examined in real selection procedures. Recruiters (n = 124) from 83 organizations in three sectors of industry participated in this study. They assessed the ideal applicant for the vacant managerial position with personality attributes derived from the Abridged Big Five Circumplex (Hofstee et al. 1992). Furthermore, they described the existing organizational climate with 14 climate scales based on the Competing Values framework of Quinn (1988). Results indicate that recruiters’ perceptions of goal oriented climate dimensions are related to the sector of industry. These perceptions influence the way in which recruiters perceive the ideal manager regarding conscientiousness and compliance. Recruiters’ perceptions concerning other dimensions of organizational climate are not related to the sector of industry and the personality profile of the ideal manager. Homogeneity of personality in organizations will exist for only some personality attributes.     

Acknowledge,repeat, rephrase,elaborate: Witnesses can help each other remember more

Crimes are often observed by multiple witnesses. Research shows that witnesses can contaminate each other's memory, but potential benefits of co-witness discussion have not yet been investigated. We examined whether witnesses can help each other remember, or prune each other's errors. In a research design with high ecological validity, attendees of a theatre play were interviewed approximately one week later about a violent scene in the play. The couples that signed up for our study had known each other for 31 years on average. Participants were first interviewed individually and then took part in a collaborative interview. We also included a control condition in which participants took part in two individual interviews. Collaboration did not help witnesses to remember more about the scene, but collaborative pairs made significantly fewer errors than nominal pairs. Further, quantitative and qualitative analyses of retrieval strategies during the discussion revealed that couples who actively acknowledged, repeated, rephrased, and elaborated upon each other's statements remembered significantly more information overall. Taken together, our findings suggest that, under certain circumstances, discussion between witnesses is not such a bad idea after all.     

The differential effects of solution-focused and problem-focused coaching questions on the affect,attentional control and cognitive flexibility of undergraduate students experiencing study-related stress

Previous research has demonstrated that Solution-Focused (SF) coaching can help individuals to attain positive outcomes. However, not much is known about the processes through which these positive outcomes are achieved. In two experiments, we subjected undergraduate students to either SF or Problem-Focused (PF) questions about their study-related problems. In Experiment 1, we hypothesized and found that SF questioning (as compared to PF questioning) leads to higher positive affect (H1a) and lower negative affect (H1b). Contrary to our expectations, SF questions did not lead to higher attentional control (H2). In Experiment 2, we aimed to replicate the hypotheses for positive and negative affect and additionally hypothesized that SF questioning leads to higher cognitive flexibility (H3a). The results supported these hypotheses. However, our hypothesis that the differential effects of SF and PF questioning on cognitive flexibility are mediated by positive affect (H3b) was not supported. Theoretical and practical implications are discussed.     

Impaired appetitively as well as aversively motivated behaviors and learning in PDE10A-deficient mice suggest a role for striatal signaling in evaluative salience attribution

Phosphodiesterase 10A (PDE10A) hydrolyzes both cAMP and cGMP, and is a key element in the regulation of medium spiny neuron (MSN) activity in the striatum. In the present report, we investigated the effects of targeted disruption of PDE10A on spatial learning and memory as well as aversive and appetitive conditioning in C57BL/6 J mice. Because of its putative role in motivational processes and reward learning, we also determined the expression of the immediate early gene zif268 in striatum and anterior cingulate cortex. Animals showed decreased response rates in scheduled appetitive operant conditioning, as well as impaired aversive conditioning in a passive avoidance task. Morris water maze performance revealed not-motor related spatial learning and memory deficits. Anxiety and social explorative behavior was not affected in PDE10A-deficient mice. Expression of zif268 was increased in striatum and anterior cingulate cortex, which suggests alterations in the neural connections between striatum and anterior cingulate cortex in PDE10A-deficient mice. The changes in behavior and plasticity in these PDE10A-deficient mice were in accordance with the proposed role of striatal MSNs and corticostriatal connections in evaluative salience attribution.