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Team diversity
(2007)
Team diversity refers to the differences between team members on any attribute that may lead each single member of the group to perceive any other member of the group as being different from the self of this particular member. These attributes and perceptions refer to all dimensions people can differ on, such as age, gender, ethnicity, religious and functional background, personality, skills, abilities, beliefs, and attitudes.
We examined relations between eye movements (single-fixation durations) and RSVP-based event-related potentials (ERPs; N400’s) recorded during reading the same sentences in two independent experiments. Longer fixation durations correlated with larger N400 amplitudes. Word frequency and predictability of the fixated word as well as the predictability of the upcoming word accounted for this covariance in a path-analytic model. Moreover, larger N400 amplitudes entailed longer fixation durations on the next word, a relation accounted for by word frequency. This pattern offers a neurophysiological correlate for the lag-word frequency effect on fixation durations: Word processing is reliably expressed not only in fixation durations on currently fixated words, but also in those on subsequently fixated words.
Using the gaze-contingent boundary paradigm with the boundary placed after word n, we manipulated preview of word n+2 for fixations on word n. There was no preview benefit for first-pass reading on word n+2, replicating the results of Rayner, Juhasz, and Brown (2007), but there was a preview benefit on the three-letter word n+1, that is, after the boundary, but before word n+2. Additionally, both word n+1 and word n+2 exhibited parafoveal-on-foveal effects on word n. Thus, during a fixation on word n and given a short word n+1, some information is extracted from word n+2, supporting the hypothesis of distributed processing in the perceptual span.
The authors used the frameworks of reciprocal determinism and occupational socialization to study the effects of work characteristics (consisting of control and complexity of work) on personal initiative (PI)--mediated by control orientation (a 2nd-order factor consisting of control aspiration, perceived opportunity for control, and self-efficacy) and the reciprocal effects of PI on changes in work characteristics. They applied structural equation modeling to a longitudinal study with 4 measurement waves (N = 268) in a transitional economy: East Germany. Results confirm the model plus 1 additional, nonhypothesized effect. Work characteristics had a synchronous effect on PI via control orientation (full mediation). There were also effects of control orientation and of PI on later changes in work characteristics: As predicted, PI functioned as partial mediator, changing work characteristics in the long term (reciprocal effect); unexpectedly, there was a 2nd reciprocal effect of an additional lagged partial mediation of control orientation on later work characteristics.