Behavioral consequences of fluctuating group success: an internet study of soccer-team fans

The authors tested the hypothesis that fans of a sports team avoid private contact with their team when it is unsuccessful (cutting off reflected failure, or CORF), whereas fans actively seek private contact with their team when it is successful (basking in reflected glory, or BIRG). During the 2nd half of the 1999-2000 soccer season, the authors registered the number of visitors who had surfed the Web sites of 16 Belgian and 18 Dutch 1st-division teams on the 1st working day following a championship game. The authors obtained 586 valid measurements, which were transformed into z scores for each team separately. In line with the hypothesis, there were significantly more visitors after the teams won (BIRG) than after they lost (CORF). The effects of game outcome were not mediated by pregame expectations or by the size of the wins or losses.     

Logique formalisee et philosophie

Sans résumé     

A longitudinal and multi-method examination of interest–occupation congruence within and across time

Remarkably little research has addressed change and stability in person–environment fit across time. The objective of the current study was to address this gap in the literature by investigating Holland interest–occupation congruence across time for a sample of college alumni (N = 167) that were tracked during the first third of their professional career. Congruence was examined in all its complexity, including a repeated assessment of both occupations and interests, the use of objective (O*NET) and subjective (self-report) environment assessment methods, and adopting sophisticated congruence calculation methods (i.e., Euclidean distance and profile correlation). This resulted in a total of 12 interest–occupation comparisons within and across time that could be related to general and career specific well-being. The results first indicated moderate levels of stability in interests and occupations across the 15-year time interval, yet also with room for change. Congruence analyses indicated significant interest–occupation fit at the beginning of the career and 15 years later, with the magnitude of congruence slightly varying depending on which occupation assessment and which congruence method was used. Profile correlation congruence did not change over time in absolute terms and evidenced relative stability. Euclidean distance indices had little relative stability over time but did manifest some absolute changes in levels of congruence. Finally, job change moderated the association between interest–occupation congruence and life satisfaction in such a way that higher levels of satisfaction were reported only when little job change was present.     

Mere ownership: Affective self-bias or evaluative conditioning?

Experimental evidence is presented supporting Nuttin's (1985, 1987) conclusion that the name letter effect (i.e. a preference for letters occurring in the own name above not-own name letters) is an affective consequence of mere ownership. We argue that ‘evaluative conditioning’ (e.g. Martin & Levey, 1987) was not fully eradicated by Hoorens (1990) as an alternative explanation for the name letter effect. In the present experiment, we tried to separate evaluative conditioning from ownership induction. An essential requirement for ‘mere’ ownership postulated by Nuttin (1987) is that the preferences for owned versus noi-owned objects are measured or obtained in absence of subjects' awareness of their belongingness to self. This criterion was perhaps not fully satisfied. However, our results are more in agreement with the mere ownership view than with an account solely based on evaluative conditioning. The mere ownership effect (i.e. a preference for any object belonging to the self above any similar object belonging to another) is described as disclosing a purely affective self-bias.     

Modèles a variables de differentes sortes pour les logiques modales M″ ou S 5

Sans résumé     

Vocational interests and Big Five traits as predictors of job instability

Although empirical research on this topic is scarce, personality traits and vocational interests have repeatedly been named as potential individual level predictors of job change. Using a long-term cohort study (N = 291), we examined RIASEC interest profiles and Big Five personality scores at the beginning of the professional career as predictors of subsequent job changes, both internal as well as external, over the next 15 years. Overall, results provide additional evidence for an individual difference perspective on job instability, although our findings vary across instability variables. Consistent with previous research, external job changes in particular related to individual differences. Specifically, scores on Investigative, Artistic, Enterprising and Conventional scales showed to be the most important interest related predictors. With regard to Big Five personality traits, strongest associations were found with Agreeableness and Openness. In addition, facet level analyses proved to be useful to further clarify linkages between personality and job instability.     

Eye-hand coordination asymmetries in manual aiming

The authors investigated whether movement-planning and feedback-processing abilities associated with the 2 hand-hemisphere systems mediate illusion-induced biases in manual aiming and saccadic eye movements. Although participants' (N = 23) eye movements were biased in the direction expected on the basis of a typical Müller-Lyer configuration, hand movements were unaffected. Most interesting, both left- and right-handers' eye fixation onset and time to hand peak velocity were earlier when they aimed with the left hand than they were when they aimed with the right hand, regardless of the availability of vision for online movement control. They thus adapted their eye-hand coordination pattern to accommodate functional asymmetries. The authors suggest that individuals apply different movement strategies according to the abilities of the hand and the hemisphere system used to produce the same outcome.     

Predictors of Pupils' and Teachers' Identification With a Merged School

This questionnaire study was designed to assess the relative impact of 8 social psychological predictors of identification with a merged school (i.e., pre-merger identification, in-group representation, satisfaction with in-group representation, in-group continuity, merger success, perceived necessity, satisfaction with information provision, and satisfaction with participation). Respondents were 317 pupils and 68 teachers of a Flemish high school that had merged the previous school year. The results revealed that pupils' identification with the merger school clearly was predicted best by a direct measure of the perceived success of the merger. By contrast, teachers' identification with the merger school was predicted best by their satisfaction with the representation of their pre-merger school in the new merger school. Overall, the included concepts explained 58% of the variance of pupils' identification and 68% of the variance of teachers' identification. These results underline the relevance of a social psychological perspective on school mergers.