Do testing effects change over time? Insights from immediate and delayed retrieval speed

Retrieving information from memory improves recall accuracy more than continued studying, but this testing effect often only becomes visible over time. In contrast, the present study documents testing effects on recall speed both immediately after practice and after a delay. A total of 40 participants learned the translation of 100 Swahili words and then further restudied the words with translations or retrieved the translations from memory during testing. As in previous experiments, recall accuracy was higher for restudied words than for tested words immediately after practice, but higher for tested words after 7 days. Response times for correct answers, however, showed a different result: Learners were faster to recall tested words than restudied words both immediately after practice and after 7 days. These results are interpreted in light of recent suggestions that testing selectively strengthens cue–response associations. An additional outcome was that testing effects on recall accuracy were related to perceived retrieval success during practice. When several practice retrievals were successful, testing effects on recall accuracy were already significant immediately after practice. Together with the reaction time data, this supports recent models that attribute changes in testing effects over time to limited item retrievability during practice.     

Validation of Assessment for Learning Questionnaires for teachers and students

Background. Assessment can be a powerful force in promoting student learning. Still, few measures exist to gauge Assessment for Learning (AFL) in the classroom. Literature on AFL suggests that it encompasses both a monitor to track student progress as well as a scaffold to show or help students recognize in what areas they need to improve. Aims. Based on a review of recent attempts to measure the AFL, we constructed Assessment for Learning Questionnaires for Teachers (TAFL‐Q) and for students (SAFL‐Q) for evaluating perceptions regarding AFL practices in classrooms using matching items. Sample. The total sample included 1,422 students (49% girls, 51% boys) and 237 teachers (43% females, 57% males) in lower vocational secondary education. Methods. The 28‐item questionnaires were examined by means of confirmatory factor analysis (CFA) using EQS on one random half of the sample. The CFA was cross‐validated on the second half. Measurement invariance tests were conducted to compare the students and teacher versions of the questionnaires. Results. CFA revealed a stable second‐order two‐factor structure that was cross‐validated: perceived monitoring, and perceived scaffolding subsumed under a common factor: AFL. Tests for measurement invariance showed that the parallel constructs were measured similarly for both students and teachers. Conclusion. The TAFL‐Q and SAFL‐Q capture the construct AFL in two subscales: Monitoring and Scaffolding, and allows for comparisons between teacher and student perceptions. The instruments can be useful tools for teachers and students alike to identify and scrutinize assessment practices in classroom.     

Predicting the Development of Analytical and Creative Abilities in Upper Elementary Grades

In some models, intelligence has been described as a multidimensional construct comprising both analytical and creative abilities. In addition, intelligence is considered to be dynamic rather than static. A structural equation model was used to examine the predictive role of cognitive (visual short-term memory, verbal short-term memory, selective attention) and socio-emotional (motivation, self-concept, well-being) child characteristics in the development of analytical and creative abilities in 116 Dutch children over the course of 5th and 6th grade. Results showed increasing levels of both analytical and creative abilities over the grades with the 2 types of abilities developing more or less independently. The development of analytical abilities was predicted by visual and verbal short-term memory and self-concept, the development of creative abilities by visual short-term memory and well-being. These results show that analytical and creative abilities have highly independent developmental trajectories, each with specific cognitive and socio-emotional predictors.     

Protean and boundaryless careers: A study on potential motivators

This paper conceptually links hypothesized scales of the Motivation Questionnaire (SHL (1992). Motivation questionnaire: Manual and users’ guide. Thames Ditton: SHL) to the underlying dimensions of the protean (values-driven and self-directedness) and boundaryless career (physical and psychological mobility) attitudes. Results of regression-analyses (N = 13,000) confirmed most of the hypotheses in terms of the influence of gender, age, education, and managerial experience on motivators linked to the underlying dimensions. A cluster analysis that was conducted to explore how many profiles can be observed when matching work motives to the protean and boundaryless careers, resulted in four motivational groups (Protean career architects, Trapped/lost, Hired/hired hand, and Curious/wanderer). The clusters are discussed in light of the current career literature and provide empirical support for the latest theorizing about the protean and boundaryless career models. Managerial implications and directions for future research are offered.     

The nature of rhyme processing in preliterate children

Background. Rhyme awareness is one of the earliest forms of phonological awareness to develop and is assessed in many developmental studies by means of a simple rhyme task. The influence of more demanding experimental paradigms on rhyme judgment performance is often neglected. Addressing this issue may also shed light on whether rhyme processing is more global or analytical in nature. Aims. The aim of the present study was to examine whether lexical status and global similarity relations influenced rhyme judgments in kindergarten children and if so, if there is an interaction between these two factors. Sample. Participants were 41 monolingual Dutch-speaking preliterate kindergartners (average age 6.0 years) who had not yet received any formal reading education. Method. To examine the effects of lexical status and phonological similarity processing, the kindergartners were asked to make rhyme judgements on (pseudo) word targets that rhymed, phonologically overlapped or were unrelated to (pseudo) word primes. Results. Both a lexicality effect (pseudo-words were more difficult than words) and a global similarity effect (globally similar non-rhyming items were more difficult to reject than unrelated items) were observed. In addition, whereas in words the global similarity effect was only present in accuracy outcomes, in pseudo-words it was also observed in the response latencies. Furthermore, a large global similarity effect in pseudo-words correlated with a low score on short-term memory skills and grapheme knowledge. Conclusions. Increasing task demands led to a more detailed assessment of rhyme processing skills. Current assessment paradigms should therefore be extended with more demanding conditions. In light of the views on rhyme processing, we propose that a combination of global and analytical strategies is used to make a correct rhyme judgment.     

Age‐related differences in work motivation

This paper examines age‐related differences in work motivation in two samples of 9,388 and 2,512 individuals who completed a comprehensive motivation questionnaire for selection or development purposes. In the first sample, age differences were examined by controlling for gender and investigating whether relationships between age and motivation were non‐linear. Statistically significant relationships between motivation and age were found for most motivation scales, explaining up to 12% of the variance in specific scales. The second sample was used to confirm these results and to determine whether differences on these motivation scales could be explained by additional demographic variables, which were not available in the first sample. When controlling for demographic variables, such as gender, managerial experience, and university education, the pattern of results was similar in the second data set although effects were smaller. Results generally support propositions from the literature, which suggest a shift in people's motives rather than a general decline in motivation with age: older employees were less motivated by extrinsically but more by intrinsically rewarding job features.     

Establishing team knowledge coordination from a learning perspective

Research has identified the importance of knowledge coordination in high-performing teams. However, little is known on the processes through which these cognitive structures are developed, more specifically on the learning occurring as teams communicate and interact to build new team knowledge. In a multiple-measures experiment, 33 teams with no prior experience in flight simulations were assigned to newly formed dyads to complete 4 successive performance episodes of a flight simulation task, modeling a complex, fast-paced, and high workload task context. The study showed how team learning processes (i.e., team learning behaviors and team reflexivity), driven by task cohesion, and group potency supported coordination development, which in turn predicted team performance.     

Measuring adaptive expertise: development and validation of an instrument

Individuals with adaptive expertise possess the skills to deal with novel problems. Whereas this concept has been around since the mid-1980s, no instrument exists that provides a good operationalization of the theoretical construct. This inhibits the further development of research on adaptive expertise and the evaluation of employees’ adaptive expertise levels. Adaptive expertise has been unanimously described as a composition of domain-specific and innovative skills. Some researchers argue that metacognitive skills are also crucial. This study aimed to establish whether an instrument measuring adaptive expertise is composed of these three dimensions. In addition, it was tested whether such an instrument is influenced by task variety and work experience, as previously reported in literature. A sample of 383 professionals and graduates were used to test the Adaptive Expertise Inventory. Through exploratory factor analysis (EFA), (E/CFA), and confirmatory factor analysis (CFA), the quality of the instrument was evaluated. Good model fit was achieved. The final instrument consisted of two dimensions—i.e., domain-specific and innovative skills—with five items each. Regression analysis showed that not work experience, but task variety is related to level of adaptive expertise. The Adaptive Expertise Inventory proved to be a valid instrument for measuring adaptive expertise.     

Where to seat the applicant? How spatial distance influences the effect of self‐promotion on interviewer evaluations

In high‐stakes contexts such as job interviews, people seek to be evaluated favorably by others and they attempt to accomplish such favorable judgments particularly through self‐promotional behaviors. We sought to examine the persuasiveness of job candidates’ self‐promotion by examining job applicants’ subjective hireability from the perspective of construal‐level theory. Construal‐level theory states that perceptions occur from different levels of psychological distance (i.e., distal vs. proximal). This distance is created by other dimensions of distance (e.g., spatial or social distance) and affects how individuals construe incoming information. From a large distance, people more readily process abstract information, whereas from a close distance, people more readily process concrete information. Specifically, construal compatibility occurs when abstract versus concrete features of a stimulus match the psychological distance experienced by message‐recipients. Construal compatibility (vs. incompatibility) makes evaluations (e.g., of messages) more favorable. To apply this principle to self‐promotion, we created self‐promotional videos of a job interview, in which the applicant sat either far away from or close to the hiring manager (manipulating psychological distance); the applicant, then, used either direct or indirect self‐promotion (manipulating message construal level). The results showed participants reported stronger intention to hire the applicant when distance matched (vs. did not match) the type of self‐promotion the applicant used.