Different mechanisms for role relations versus verb–action congruence effects: Evidence from ERPs in picture–sentence verification

Extant accounts of visually situated language processing do make general predictions about visual context effects on incremental sentence comprehension; these, however, are not sufficiently detailed to accommodate potentially different visual context effects (such as a scene–sentence mismatch based on actions versus thematic role relations, e.g., (Altmann & Kamide, 2007; Knoeferle & Crocker, 2007; Taylor & Zwaan, 2008; Zwaan & Radvansky, 1998)). To provide additional data for theory testing and development, we collected event-related brain potentials (ERPs) as participants read a subject–verb–object sentence (500 ms SOA in Experiment 1 and 300 ms SOA in Experiment 2), and post-sentence verification times indicating whether or not the verb and/or the thematic role relations matched a preceding picture (depicting two participants engaged in an action). Though incrementally processed, these two types of mismatch yielded different ERP effects. Role–relation mismatch effects emerged at the subject noun as anterior negativities to the mismatching noun, preceding action mismatch effects manifest as centro-parietal N400s greater to the mismatching verb, regardless of SOAs. These two types of mismatch manipulations also yielded different effects post-verbally, correlated differently with a participant's mean accuracy, verbal working memory and visual-spatial scores, and differed in their interactions with SOA. Taken together these results clearly implicate more than a single mismatch mechanism for extant accounts of picture–sentence processing to accommodate.     

On the dynamics of work identity in atypical employment: setting out a research agenda

Starting from the notion that work is an important part of who we are, we extend existing theory making on the interplay of work and identity by applying them to (so called) atypical work situations. Without the contextual stability of a permanent organizational position, the question “who one is” will be more difficult to answer. At the same time, a stable occupational identity might provide an even more important orientation to one’s career attitudes and goals in atypical employment situations. So, although atypical employment might pose different challenges on identity, identity can still be a valid concept to assist the understanding of behaviour, attitudes, and well-being in these situations. Our analysis does not attempt to “reinvent” the concept of identity, but will elaborate how existing conceptualizations of identity as being a multiple (albeit perceived as singular), fluid (albeit perceived as stable), and actively forged (as well as passively influenced) construct that can be adapted to understand the effects of atypical employment contexts. Furthermore, we suggest three specific ways to understand the longitudinal dynamics of the interplay between atypical employment and identity over time: passive incremental, active incremental, and transformative change. We conclude with key learning points and outline a few practical recommendations for more research into identity as an explanatory mechanism for the effects of atypical employment situations.     

Syntactic priming: Investigating the mental representation of language

We argue that psycholinguistics should be concerned with both the representation and the processing of language. Recent experimental work on syntax in language comprehension has largely concentrated on the way in which language is processed, and has assumed that theoretical linguistics serves to determine the representation of language. In contrast, we advocate experimental work on the mental representation of grammatical knowledge, and argue that sybtactic priming is a promising way to do this. Syntactic priming is the phenomenon whereby exposure to a sentence with a particular syntactic construction can affect the subsequent processing of an otherwise unrelated sentence with the same (or, perhaps, related) structure, for reasons of that structure. We assess evidence for syntactic priming in corpora, and then consider experimental evidence for priming in production and comprehension, and for bidirectional priming between comprehension and production. This in particular strongly suggests that priming is tapping into linguistic knowledge itself, and is not just facilitating particular processes. The final section discusses the importance of priming evidence for any account of language construed as the mental representation of human linguistic capacities.The order of the first two authors is arbitrary. H.B. is supported by an EPSRC Postgraduate Studentship. M.P. is supported by a British Academy Postdoctoral Felowship. S.L. is supported by a University of Nottingham Postdoctoral Fellowship. A.S. was supported by British Academy Research Grant awarded to M.P. T.U. is in part supported by a Mellon Science Development Grant. We would like to thank Dave Elmes, Tyler Lorig, Matt Traxler, an anonymous reviewer, and members of the Sentence Processing Group, Human Communication Research Centre, Universities of Edinburgh and Glasgow.     

Perceptual and motor attribute ratings for 559 object concepts

To understand how and when object knowledge influences the neural underpinnings of language comprehension and linguistic behavior, it is critical to determine the specific kinds of knowledge that people have. To extend the normative data currently available, we report a relatively more comprehensive set of object attribute rating norms for 559 concrete object nouns, each rated on seven attributes corresponding to sensory and motor modalities??color, motion, sound, smell, taste, graspability, and pain??in addition to familiarity (376 raters, M = 23 raters per item). The mean ratings were subjected to principal-components analysis, revealing two primary dimensions plausibly interpreted as relating to survival. We demonstrate the utility of these ratings in accounting for lexical and semantic decision latencies. These ratings should prove useful for the design and interpretation of experimental tests of conceptual and perceptual object processing.     

Extending the job design perspective on individual innovation: Exploring the effect of group reflexivity

Extending previous research on group reflexivity as a group level predictor of individual innovation, we examined group reflexivity as a possible moderator of the effect of job control and task complexity on individual innovation. We obtained data on job and group characteristics from 135 members of software development teams; line managers provided ratings on individual innovation. Data were analysed using hierarchical linear modelling. Results lend further support to a positive effect of job design on individual innovation, but no effect was found for group reflexivity. The interplay between job design and group reflexivity reveals a more complex picture. While the positive effect of job control is augmented in the presence of high reflexivity, in contrast, task complexity is negatively associated with innovation in teams with high reflexivity. Results are discussed from a time and cognitive resource perspective. Furthermore, the development of context‐specific models on group reflexivity is proposed.     

When proactivity produces a power struggle: how supervisors’ power motivation affects their support for employees’ promotive voice

Previous research informs us about facilitators of employees’ promotive voice. Yet little is known about what determines whether a specific idea for constructive change brought up by an employee will be approved or rejected by a supervisor. Drawing on interactionist theories of motivation and personality, we propose that a supervisor will be least likely to support an idea when it threatens the supervisor’s power motive, and when it is perceived to serve the employee’s own striving for power. The prosocial versus egoistic intentions attributed to the idea presenter are proposed to mediate the latter effect. We conducted three scenario-based studies in which supervisors evaluated fictitious ideas voiced by employees that – if implemented – would have power-related consequences for them as a supervisor. Results show that the higher a supervisors’ explicit power motive was, the less likely they were to support a power-threatening idea (Study 1, N = 60). Moreover, idea support was less likely when this idea was proposed by an employee that was described as high (rather than low) on power motivation (Study 2, N = 79); attributed prosocial intentions mediated this effect. Study 3 (N = 260) replicates these results.     

Mismaking memories: neural precursors of memory illusions in electrical brain activity

Memory illusions--vivid experiences of events that never occurred--could result from inaccuracies either in retrieving memories or in initially storing them. In two experiments, people studied lists of associated words that either did or did not induce later illusory (false) memories of associated but nonpresented lure words. The amplitude of the electrical brain activity during study of words (approximately 500-1,300 ms) that were themselves later correctly remembered reliably distinguished list words that led to such illusory memories from those that did not. This encoding difference associated with subsequent illusory memory (referred to as a DIM)--presumably reflecting item-specific encoding differences--is a neural precursor of memory illusions.     

Leader Member Exchange in Leaders’ Support for Voice: Good Relationships Matter in Situations of Power Threat

While previous research underscores the role of leaders in stimulating employee voice behaviour, comparatively little is known about what affects leaders’ support for such constructive but potentially threatening employee behaviours. We introduce leader member exchange quality (LMX) as a central predictor of leaders’ support for employees’ ideas for constructive change. Apart from a general benefit of high LMX for leaders’ idea support, we propose that high LMX is particularly critical to leaders’ idea support if the idea voiced by an employee constitutes a power threat to the leader. We investigate leaders’ attribution of prosocial and egoistic employee intentions as mediators of these effects. Hypotheses were tested in a quasi-experimental vignette study (N = 160), in which leaders evaluated a simulated employee idea, and a field study (N = 133), in which leaders evaluated an idea that had been voiced to them at work. Results show an indirect effect of LMX on leaders’ idea support via attributed prosocial intentions but not via attributed egoistic intentions, and a buffering effect of high LMX on the negative effect of power threat on leaders’ idea support. Results differed across studies with regard to the main effect of LMX on idea support.