The Influence of Positive Appearance and Personality Feedback on Self-Esteem as a Function of Self-Monitoring

Various psychological research has examined self-esteem formation and the importance of positive feedback from others in determining one’s self-worth. Additionally, contingencies of self-worth, or aspects of the self in which people deem important to their self-concept, play an important role in self-esteem formation. The current study expands upon this research by examining how personality traits, specifically the self-monitoring personality characteristic, may moderate fluctuations in self-esteem after receiving positive personality or appearance-based feedback. Participants in the current study completed a self-monitoring questionnaire, and were assigned to one of the following conditions: positive personality-based feedback, positive appearance-based feedback, or no feedback. Self-esteem levels were measured using the Rosenberg Self-Esteem scale after the feedback condition. Results revealed a significant interaction between feedback condition and self-monitoring for women, but not men. The findings of the current study have various implications across clinical and social settings, and shed light on potential gender differences in contingencies of self-worth and self-esteem formation, which should be further explored

A Critical Examination Of The Use Of Preliminary Tests In Two-Sample Tests Of Location

This paper explores the appropriateness of testing the equality of two means using either a t test, the Welch test, or the Wilcoxon-Mann-Whitney test for two independent samples based on the results of using two classes of preliminary tests (i.e., tests for population variance equality and symmetry in underlying distributions)

Role Breadth and OCB: An Investigation of Antecedents and Consequences

Two studies were conducted to further investigate how organizational citizenship behavior (OCB) is conceptualized through the psychological mechanisms relating to OCB role definition, outcomes of OCB role definition, and the structure of OCB definition ratings. Previous research on OCB has suggested that organizational members have different perspectives, such that supervisors have a broader role definition than do their subordinates (Morrison, 1994). Study 1 tested a theoretical model using SEM that included the underlying psychological processes that relate to role breadth as well as individual-level and organizational-level outcome variables. The results supported a significant positive relationship between employee rated OCB definition and supervisor rated OCB performance, which extended work by Chiaburu and Byrne (2009). OCB role definition mediated the relationship between relational psychological contracts and OCB performance. Study 2 investigated the structure of role breadth by comparing subordinate and supervisor ratings through measurement invariance and multidimensional scaling. While supervisors are more likely to rate OCB as being in-role than employees, the results from Study 2 concluded that employees and supervisors may have a similar cognitive understanding of OCB definition. Limitations and implications of this study were discussed

The Effect of Task Interruptions and Reliable Cues on Detection Changes Within Dynamic Scenes

Interruptions are a common problem for attention and pose a threat to visual task performance. The Memory for Goals (MFG) theory suggests that strongly and accurately encoded cues can assist the ability to resume a primary task after an interruption (Altmann & Trafton, 2002). Encoded cues can undergo an activation decay during an interruption and become forgotten. Currently, there has been limited research on how visual interruptions affect cued recall within a dynamic environment. Thus, the goal of the present study was to examine the effect of cuing and task interruptions on change detection within dynamic scenes. Undergraduate students watched 24 videos (12 with interruptions and 12 without) and answered general questions about the scene. Of the 24 videos, 8 contained a single object that underwent a perceptual feature change in color, brightness, appearance, or disappearance. Participants were assigned to one of three cueing conditions (reliable, unreliable, or no cue). It was predicted that the reliable cue group would report more changes than the unreliable and no cue groups. It was also predicted that more changes would be detected within uninterrupted than interrupted trials. Findings from the present study supported most of these predictions. Participants correctly detected more object changes during uninterrupted trials. Additionally, the reliable cue group correctly detected more object changes during uninterrupted trials. However, providing reliable cues had no effect when interruptions were present. Overall, these results support the MFG theory suggesting that visual interruptions may have allowed the encoded cues to decay resulting in poorer change detection performance compared to uninterrupted viewing conditions

A Comparative Analysis of Coaching Programs Offered by the Graduate School Alliance for Executive Coaching (GSAEC)

The field of executive coaching has grown dramatically over the past 15 years and continues to increase in size and scope. A growing number of academic institutions in the United States and Canada now offer coaching programs packaged as graduate degrees, graduate certificates, continuing education courses, workshops, and other professional development for students, faculty and staff. Academic coaching programs are located in many departments or schools including psychology, business, education, public policy, and human resources. A single institution may have multiple yet autonomous coaching programs or offerings. Out of the chaos and turmoil of coaching education offerings, an orderly academic system began to emerge. Coaching now seems on a pathway toward becoming an academic discipline. At this juncture, the nidus of executive coaching exploded into a universe of possibilities in a fashion similar to cosmology’s Big Bang. In 2005, an expansion of the U.S. academic coaching community occurred when a small number of other colleges and universities offering coaching programs where enjoined. One important goal was to form an alliance around the establishment of educational standards for academic and professional coaching programs. At this epicenter the “Graduate School Alliance for Executive Coaching” (GSAEC) formally assembled. Eight academic institutions in North America provided financial support for this new organization and hence become the “founding members” of GSAEC (Ibid). If indeed GSAEC is the epicenter of the academic universe for executive coaching, what are the characteristics of the institutions and their programs? Can they b

Morphogenesis along the animal-vegetal axis: fates of primary quartet micromere daughters in the gastropod Crepidula fornicata.

BackgroundThe Spiralia are a large, morphologically diverse group of protostomes (e.g. molluscs, annelids, nemerteans) that share a homologous mode of early development called spiral cleavage. One of the most highly-conserved features of spiralian development is the contribution of the primary quartet cells, 1a-1d, to the anterior region of the embryo (including the brain, eyes, and the anterior ciliary band, called the prototroch). Yet, very few studies have analyzed the ultimate fates of primary quartet sub-lineages, or examined the morphogenetic events that take place in the anterior region of the embryo.ResultsThis study focuses on the caenogastropod slipper snail, Crepidula fornicata, a model for molluscan developmental biology. Through direct lineage tracing of primary quartet daughter cells, and examination of these cells during gastrulation and organogenesis stages, we uncovered behaviors never described before in a spiralian. For the first time, we show that the 1a2-1d2 cells do not contribute to the prototroch (as they do in other species) and are ultimately lost before hatching. During gastrulation and anterior-posterior axial elongation stages, these cells cleavage-arrest and spread dramatically, contributing to a thin provisional epidermis on the dorsal side of the embryo. This spreading is coupled with the displacement of the animal pole, and other pretrochal cells, closer to the ventrally-positioned mouth, and the vegetal pole.ConclusionsThis is the first study to document the behavior and fate of primary quartet sub-lineages among molluscs. We speculate that the function of 1a2-1d2 cells (in addition to two cells derived from 1d12, and the 2b lineage) is to serve as a provisional epithelium that allows for anterior displacement of the other progeny of the primary quartet towards the anterior-ventral side of the embryo. These data support a new and novel mechanism for axial bending, distinct from canonical models in which axial bending is suggested to be driven primarily by differential proliferation of posterior dorsal cells. These data suggest also that examining sub-lineages in other spiralians will reveal greater variation than previously assumed

Academic Guidelines Distribution Project

The number and scope of programs of organizational and executive coaching has dramatically increased over the past 15 years. An unknown number of private and professional consulting companies offer proprietary or standardized workshops, classes, and coaching services. A growing number of academic institutions in the United States and Canada offer or have plans to offer coaching programs packaged or delivered as educational workshops; graduate courses; post-baccalaureate and/or graduate certificates; degree programs or graduate concentrations within degree programs; and as direct coaching service to enhance personal and professional development for students, faculty, and members of the academic administration. Academic coaching programs are located in many areas within a university including within schools or departments of psychology, business, education, public policy, and human resources. A single institution may have multiple yet autonomous coaching programs or offerings. This results in separate and often inconsistent policies and standards by those who establish and deliver the programs, confusion or miscommunication by those who buy the programs, and little interaction between program managers within a single institution, as well as between institutions

A Comparison Of The D’Agostino S_u Test To The Triples Test For Testing Of Symmetry Versus Asymmetry As A Preliminary Test To Testing The Equality Of Means

This paper evaluates the D’Agostino SU test and the Triples test for testing symmetry versus asymmetry. These procedures are evaluated as preliminary tests in the selection of the most appropriate procedure for testing the equality of means with two independent samples under a variety of symmetric and asymmetric sampling situations. Key words: symmetry; asymmetry; preliminary testing

Mentoring Relationships

The purpose of this module is to establish a framework for successful mentoring practices in order to enhance the teaching and learning process. The module addresses the importance of the Four Pillars as a framework for building successful mentor/mentee relationships. The framework pillars are identified as pedagogical competencies,relationship building, reflection, and administrative support. Each pillar is defined with research provided to support the importance of each as a foundational element of successful mentor/mentee relationships. Additionally the module provides reflection activities and additional resources for consideration and site-level implementation. The learning module is intended for use by all educators. Visit professional learning module.https://digitalcommons.gardner-webb.edu/improve/1005/thumbnail.jp

Payload Accommodations in NASA's Space Launch System, Block 1 and Beyond

As part of NASA's new deep space exploration system, the Space Launch System (SLS) will provide the United States with guaranteed access to deep space and an unparalleled capability for launching primary and co-manifested payloads beyond Earth's orbit. Planned missions for the new SLS family of vehicles include launching the Orion spacecraft and elements of the new Gateway astronaut-tended outpost to lunar orbit and sending robotic probes deep into the solar system, such as to Jupiter's moon Europa. If mission parameters allow, secondary payloads in 6U, 12U or larger sizes will also have rideshare opportunities, providing CubeSats with access to deep space. The SLS vehicle will evolve into progressively more powerful variants with fairings in several sizes available to meet an array of mission needs. Superior mass, volume and characteristic energy (C3) enable sending larger, heavier payloads to a variety of destinations. Several elements of the Block 1 vehicle for the first mission, Exploration Mission-1 (EM-1) are complete and have been delivered to the Exploration Ground Systems (EGS) Program at Kennedy Space Center (KSC), which has responsibility for integrating and launching the vehicle. Contractors are already at work manufacturing the second Block 1 vehicle and incorporating numerous lessons learned in manufacturing America's first super heavy-lift deep space rocket since the Apollo Program's Saturn V enabled humankind to take a giant leap forward