Semisupervised category learning facilitates the development of automaticity

In the human category of learning, learning is studied in a supervised, an unsupervised, or a semisupervised way. The rare human semisupervised category of learning studies all focus on early learning. However, the impact of the semisupervised category learning late in learning, when automaticity develops, is unknown. Therefore, in Experiment 1, all participants were first trained on the information-integration category structure for 2 days until they reached an expert level. Afterwards, half of the participants learned in a supervised way and the other half in a semisupervised way over two successive days. Both groups received an equal number of feedback trials. Finally, all participants took part in a test day where they were asked to respond as quickly as possible. Participants were significantly faster on this test in the semisupervised group than in the supervised group. This difference was not found on day 2, implying that the no-feedback trials in the semisupervised condition facilitated automaticity. Experiment 2 was designed to test whether the higher number of trials in the semisupervised condition of Experiment 1 caused the faster response times. We therefore created an almost supervised condition where participants almost always received feedback (95%) and an almost unsupervised condition where participants almost never received feedback (5%). All conditions now contained an equal number of trials to the semisupervised condition of Experiment 1. The results show that receiving feedback almost always or almost never led to slower response times than the semisupervised condition of Experiment 1. This confirms the advantage of semisupervised learning late in learning.     

How many exemplars are used? Explorations with the Rex Leopold I model

The goal of this research is to test the hypothesis that a category is not necessarily represented by all observed exemplars, but by a reduced subset of these exemplars. To test this hypothesis, we made use of a study reported by Nosofsky, Clark, and Shin (1989), and replicated their Experiment 1 in order to gather individual-participant data. Both a full exemplar model and a reduced exemplar model were fit to the data. In general, the fits of the reduced exemplar model were superior to those of the full exemplar model. The results suggest that only a subset of exemplars may be sufficient for category representation.     

Semisupervised category learning: The impact of feedback in learning the information-integration task

In a standard supervised classification paradigm, stimuli are presented sequentially, participants make a classification, and feedback follows immediately. In this article, we use a semisupervised classification paradigm, in which feedback is given after a prespecified percentage of trials only. In Experiment 1, feedback was given in 100%, 0%, 25%, and 50% of the trials. Previous research reported by Ashby, Queller, and Berretty (1999) indicated that in an information-integration task, perfect accuracy was obtained supervised (100%) but not unsupervised (0%). Our results show that in both the 100% and 50% conditions, participants were able to achieve maximum accuracy. However, in the 0% and the 25% conditions, participants failed to learn. To discover the influence of the no-feedback trials on the learning process, the 50% condition was replicated in Experiment 2, substituting unrelated filler trials for the no-feedback trials. The results indicated that accuracy rates were similar, suggesting no impact of the no-feedback trials on the learning process. The possibility of ever learning in a 25% setting was also researched in Experiment 2. Using twice as many trials, the results showed that all but 2 participants succeeded, suggesting that only the total number of feedback trials is important. The impact of the semisupervised learning results for ALCOVE, COVIS, and SPEED models is discussed.     

The Relationship Between Career-Related Antecedents and Graduates’ Anticipatory Psychological Contracts

Purpose  The purpose of this study was to investigate career-related antecedents of graduates’ anticipatory psychological contracts. Design/Methodology/Approach  A survey was filled out by a sample of 722 graduates addressing questions on career strategy, individual career management, work importance, and beliefs about employer and employee obligations. Findings  Graduates with a high score on careerism, who are engaged in a high level of individual career management and with management ambitions, reported a higher level of employer obligations and a higher level of employee obligations related to flexibility and employability. Implications  This study adds to the literature by addressing the initial stage of psychological contract formation, taking place in the anticipatory socialization stage. The obligations that are salient in graduates’ pre-employment beliefs are likely to affect their psychological contracts after organizational entry. Moreover, depending on their career goals and other career-related factors, graduates approach their future employment relationship with different beliefs about what they should contribute and what they will receive in return. Employers may use these findings when working out recruitment strategies for young graduates. They also provide input for actively managing the expectations of new hires. Originality/Value  Most studies on psychological contracts addressed the relationship between employees’ psychological contract evaluations and subsequent attitudes and behaviors. Only recently scholars have started to address the topic of psychological contract formation. This study adds to this line of research by addressing the pre-employment stage. It also adds to the literature by addressing the relationship between career-related antecedents and psychological contracts.     

Proactivity with image in mind: How employee and manager characteristics affect evaluations of proactive behaviours

This paper investigates image cost as a potential downside of proactivity. Drawing on attribution theory, we examine how people construct subjective evaluations of one manifestation of proactivity, feedback‐seeking behaviour. Using a scenario methodology, we examined how employees' performance history, their manager's implicit person theory (IPT), and the frequency of their feedback‐seeking affect how managers evaluate employees' feedback seeking. Results indicate that manager attribute average performers' feedback seeking significantly less to performance‐enhancement motives than superior performers' seeking. Results further show that the frequency of feedback seeking and a manager's IPT interact in influencing managers' attributions for feedback seeking, with more entity oriented managers attributing frequent feedback seeking significantly more to impression‐management motives than infrequent feedback requests. These results highlight the importance of not only the instrumental benefits of employee proactivity, but also its potential costs.     

Processes of change in a school-based mindfulness programme: cognitive reactivity and self-coldness as mediators

The underlying mechanisms of the effectiveness of mindfulness-based interventions for emotional well-being remain poorly understood. Here, we examined the potential mediating effects of cognitive reactivity and self-compassion on symptoms of depression, anxiety and stress using data from an earlier randomised controlled school trial. A moderated time-lagged mediation model based on multilevel modelling was used to analyse the data. The findings showed that post-treatment changes in cognitive reactivity and self-coldness, an aspect of self-compassion, mediated subsequent changes in symptoms of depression, anxiety and stress. These results suggest that cognitive reactivity and self-coldness may be considered as transdiagnostic mechanisms of change of a mindfulness-based intervention programme for youth.     

Mindfulness May Buffer Psychological Distress in Adolescents during the COVID-19 Pandemic: The Differential Role of Mindfulness Facets

The COVID-19 pandemic strongly impacts adolescents’ mental health, a population particularly vulnerable to mental disorders, highlighting the need to identify protective factors against COVID-19 related psychological distress to inform policies and intervention strategies. Previous research suggests that mindfulness may be a promising factor that can lower the risk of detrimental psychological consequences related to the COVID-19 pandemic. However, it is currently unknown which aspects of mindfulness contribute most to its protective effects. Moreover, previous studies mainly focused on adult samples. The present study aimed to address this gap by investigating the impact of specific mindfulness facets on adolescents’ COVID-19 related psychological functioning. 246 Dutch-speaking adolescents were recruited via social media to complete a cross-sectional online survey between June 29 and October 11, 2020. Participants were 16–18 years of age, most of them women (71%), and the majority followed the highest level of Belgian secondary education. Logistic regression analyses were performed to test the differential effects of each mindfulness facet on psychological functioning. Our results identified decentering as the facet of mindfulness that was uniquely associated with decreased worry and stress, improved mental health and quality of life, as well as with an increase in social connectedness with others following the outbreak of the COVID-19 pandemic. Unexpectedly, decentering was negatively associated with adolescents’ helping behaviour during compared to before the pandemic. Implications for research on and application of mindfulness are discussed. Taken together, these findings suggest that the facet of decentering, among all facets of mindfulness, may represent the main protective factor against psychological distress during the COVID-19 pandemic.