The generation effect with homographs: Evidence for postgeneration processing

The generation effect is the phenomenon in which words are remembered better when generated than when read. These experiments test the possibility that at least one consequence of generating is enhanced semantic processing. Homographs were used as targets, presented with rhymes in Experiment 1 so as not to bias meaning, and with synonyms in Experiment 2 to bias one meaning of each homograph. In beth experiments, extralist synonym cues were provided at recall. In Experiment 1 a generation effect was obtained when the retrieval cues biased the dominant meaning of the homograph (determined from free association norms), whereas in Experiment 2 a generation effect was found when the retrieval cues biased the same meaning that was biased during study. In neither experiment was a generation effect obtained with retrieval cues that biased the other meaning of each homograph. These results indicate that the generation effect is dependent upon the compatibility of the semantic processing conducted at study and test. Since it is impossible to process the meaning of a homograph when generating it from a rhyme cue, the meaning of the homograph could only have been processed after the word had been generated. The finding in Experiment 1 that a generation effect was obtained with rhymes when semantic retrieval cues were provided demonstrates that the enhancement properties associated with generation are not restricted to the information used to guide the generation process. This finding also indicates that one locus of the generation effect is in the processing that occurs after the word has been generated.     

Perceptions of the importance of training,experience, and athletic talent for achievement in sports

Ratings by 97 NCAA Division I athletes showed belief that successful athletes benefit more from training and experience and athletic talent than less successful athletes.     

Humean dispositionalism

Humean metaphysics is characterized by a rejection of necessary connections between distinct existences. Dispositionalists claim that there are basic causal powers. The existence of such properties is widely held to be incompatible with the Humean rejection of necessary connections. In this paper I present a novel theory of causal powers that vindicates the dispositionalist claim that causal powers are basic, without embracing brute necessary connections. The key assumptions of the theory are that there are natural types of causal processes, and that manifestations of powers are identified with certain kinds of causal processes. From these assumptions, the modal features of powers are explained in terms of internal relations between powers themselves and the process-types in which powers are manifested.     

Is modesty a subdomain of humility?

Although many scholars have sharply distinguished humility from modesty, several research teams recently conceptualized modesty as a subdomain of humility. In the present study, we compare these competing conceptualizations using confirmatory factor analyses. In Study 1, a model with general humility (i.e. second-order factor) predicting the subscales of the Relational Humility Scale (RHS) and the Modesty facet of the HEXACO-PI showed adequate fit; and modesty showed one of the stronger factor loadings on the higher order factor. In Study 2, we used a set of items designed to sharpen the potential distinction between modesty (i.e. interpersonal behavior involving moderating attention to self) and humility. Then, we tested a model with a general humility factor (i.e. second-order factor) predicting subscales of the RHS and modesty items. Once again, modesty items loaded strongly on the higher order factor.     

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender

Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.     

Turnover and organizational performance: a comparative analysis of the effects of voluntary, involuntary, and reduction-in-force turnover.

Data were collected from 31 regional subunits of a national financial services company to examine differential effects of 3 types of turnover (voluntary, involuntary, and reduction-in-force) on measures of organizational subunit performance. Although each form of turnover exhibited adverse effects on subunit performance when examined separately, partial correlation results revealed greater and more pervasive adverse effects for reduction-in-force turnover (i.e., downsizing) in comparison with the effects of voluntary and involuntary turnover. The results confirm the negative effects of downsizing, suggesting the need to move beyond the traditional voluntary-involuntary classification scheme used in turnover research.     

On the other hand am I rational? Hemispheric activation and the framing effect

In recent decades the investigation of framing effects has become the foremost studied phenomenon of rational/irrational decision making. Two experiments were conducted to determine whether the functional specializations of the left and the right hemispheres would produce different responses to a traditional framing task. In Experiment 1, a behavioral task of finger tapping was used to induce asymmetrical activation of the respective hemispheres. In Experiment 2, a monaural listening procedure was used. In both experiments, the predicted results were found. Framing effects were found when the right hemisphere was selectively activated whereas they were not observed when the left hemisphere was selectively activated. The results are interpreted in light of a dual-processing approach of decision-making.     

Concept Redundancy and Rater Naivety in Organizational Research

The validity of five work commitment concepts is assessed via content analysis. The role of rater naivety (i.e., familiarity) with the concepts and measures used is also evaluated. Organizational commitment and Protestant work ethic were found to be least redundant. Naive raters demonstrated more redundancy than raters familiar with the concepts and measures. The implications of these findings for the study of work commitment and organizational research in general are discussed.