Prioritizing new elements with a brief preview period: Evidence against visual marking

Watson and Humphreys (1997) have proposed that the ability to prioritize new elements over old elements involves a time-consuming process (of at least 400 msec) of active inhibition of the locations of the old elements, which they referred to asvisual marking. Recently, Donk and Theeuwes (2001) have suggested that prioritized selection of new over old elements is an instantaneous process related to the luminance change accompanying the appearance of the new elements. The aim of the present study was to test these two alternatives by investigating whether prioritized selection of new over old elements could be achieved with a very short preview of the old elements (50 msec). The results indicated that participants were able to prioritize selection of new over old elements when the new elements were presented with luminance onset whereas the old elements were not. New elements could not be prioritized if both the old and the new elements appeared with luminance onset. The results indicated that prioritization of new elements is based on an instantaneous process, rather than on a time-consuming process.     

Social information processing and job characteristics.

This study simultaneously tested 2 theories that attempt to explain differences in job satisfaction: job characteristics theory (Hackman & Oldham, 1976) and social information processing theory (Salancik & Pfeffer, 1978). The theories were tested using data collected from the civilian employees of the public works division at a U.S. military base. The results indicated that individuals' social environments had significant effects upon their attitudes. Multiple social networks were used to operationalize individuals' social environments. The results also suggested that job characteristics had an independent main effect upon job satisfaction, in addition to the effects of the social environment. Based on prior research, employees' past experience and self‐monitoring were tested as moderators of the effects of the social environment, and growth need strength was tested as a moderator of the effects of job characteristics upon job satisfaction. Only self‐monitoring was found to have a significant moderating effect on the relationship between information from the social environment and job satisfaction, and growth need strength had no significant moderating effect.