additional variance
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There is a growing interest in specifying the mechanisms underlying refreshing, i.e., the use of attention to keep working memory (WM) contents accessible. Here, we examined whether participants’ visual fixations during the retention interval of a WM task indicate the current focus of internal attention, thereby serving as an online measure of refreshing. Eye movements were recorded while participants studied and maintained an array of colored dots followed by probed recall of one (Experiments 1A and 1B) or all (Experiment 2) of the memoranda via a continuous color wheel. Experiments 1A and 2 entailed an unfilled retention interval in which refreshing is assumed to occur spontaneously, and Experiment 1B entailed a retention interval embedded with cues prompting the sequential refreshment of a subset of the memoranda. During the retention interval, fixations revisited the locations occupied by the memoranda, consistent with a looking-at-nothing phenomenon in WM, but the pattern was only evident when placeholders were onscreen in Experiment 2, indicating that these fixations may largely reflect random gaze. Furthermore, spontaneous fixations did not predict recall precision (Experiments 1A and 2), even when ensuring that they did not reflect random gaze (Experiment 2). In Experiment 1B, refreshing cues increased fixations to the eventually tested target and predicted better recall precision, which interacted with an overall benefit of target fixations. These results suggest that fixations during instructed, but not spontaneous, refreshing conditions account for additional variance in recall precision. Eye movements, however, do not seem suitable as an online measure of refreshing.

The Alternative Model of Personality Disorders distinguishes between the severity of personality dysfunction (Criterion A) and individual differences in personality disorder expression (Criterion B). Several Criterion A measures exist, but few studies have compared these measures with each other. Moreover, debates about whether the constructs of Criteria A and B are redundant (i.e., weak incremental validity) should be framed around how different Criterion A measures perform relative to others. This study of 204 undergraduate students evaluated multiple measures of Criterion A. These measures were strongly correlated with Criterion B, but evidenced incremental validity (39% of outcomes, 5% average additional variance explained) with outcomes of psychopathology and interpersonal impairments, and less consistent incremental validity with suicidality, aggression, and mental health utilization. We discuss how these results inform the construct of Criterion A relative to Criterion B and evaluate strengths/weaknesses of Criterion A measures.

<p>Contemporary intergroup relations and perceptions research has largely focused on majorities' perspectives while neglecting the perspectives of minorities. However, for a multicultural society to be successful, mutually positive intergroup attitudes are important, and multiple perspectives need to be considered.  This research drew on Ward and Masgoret's (2006) Integrative Model (IM) of attitudes toward immigrants to examine contact, threat (realistic and symbolic), and intergroup emotions (anger and fear) as predictors of Tongans' attitudes toward New Zealand Europeans/Palangi people and Maori. It also tested: 1) the effects of perceived discrimination to determine if this explained additional variance in out-group attitudes beyond that accounted for by contact, threat and emotions; and 2) target group (Palangi/Maori) as a moderator of the predictor variables.  Two hundred and forty-four Tongans (age range 15-83 years) resident in New Zealand participated in the study. In line with the hypotheses, hierarchical regression analysis controlling for age, gender, educational level, English language proficiency and employment status indicated that greater contact and lower levels of symbolic threat predicted positive out-group attitudes and fear predicted negative attitudes. Furthermore, the addition of perceived discrimination to the regression model significantly accounted for additional variance in out-group attitudes and appeared to mediate the effect of fear, which was no longer significant. Contrary to expectations, however, these effects were not moderated by out-group (Palangi/Maori) target.  The findings are discussed in relation to New Zealand's social, economic and political context. In addition, the contributions offered by a minority perspective on intergroup relations are elaborated, and the applications of the findings are described along with recommendations for future research. In the end, understanding minorities' perspectives is crucial for promoting positive intergroup relations in New Zealand as well as in other multicultural societies particularly those with long histories of cultural plurality and prolonged intercultural conflicts.</p>

<p>In response to previous unsuccessful attempts to produce a valid measure of intercultural sensitivity, Weiss (2012) created the Integrated Measure of Intercultural Sensitivity (IMIS). The aim of the current thesis was to examine the validity of an English version of the IMIS. After back-translation of the scale, two studies were conducted. Study 1 tested the construct validity of the IMIS amongst a population of native English speakers. Study 2 investigated the predictive and incremental validity of the IMIS subscales in regard to outcomes relating to success in a multicultural workplace. The results of these two studies reveal that only one subscale is a valid predictor of such outcomes; this subscale did not predict additional variance when compared to existing predictive measures such as the Multicultural Personality Questionnaire and the Cultural Intelligence Scale. The results of these two studies indicate that the IMIS is not a valid measure of intercultural sensitivity; however the potential for a valid measure intercultural sensitivity is emphasized.</p>

<p>Contemporary intergroup relations and perceptions research has largely focused on majorities' perspectives while neglecting the perspectives of minorities. However, for a multicultural society to be successful, mutually positive intergroup attitudes are important, and multiple perspectives need to be considered.  This research drew on Ward and Masgoret's (2006) Integrative Model (IM) of attitudes toward immigrants to examine contact, threat (realistic and symbolic), and intergroup emotions (anger and fear) as predictors of Tongans' attitudes toward New Zealand Europeans/Palangi people and Maori. It also tested: 1) the effects of perceived discrimination to determine if this explained additional variance in out-group attitudes beyond that accounted for by contact, threat and emotions; and 2) target group (Palangi/Maori) as a moderator of the predictor variables.  Two hundred and forty-four Tongans (age range 15-83 years) resident in New Zealand participated in the study. In line with the hypotheses, hierarchical regression analysis controlling for age, gender, educational level, English language proficiency and employment status indicated that greater contact and lower levels of symbolic threat predicted positive out-group attitudes and fear predicted negative attitudes. Furthermore, the addition of perceived discrimination to the regression model significantly accounted for additional variance in out-group attitudes and appeared to mediate the effect of fear, which was no longer significant. Contrary to expectations, however, these effects were not moderated by out-group (Palangi/Maori) target.  The findings are discussed in relation to New Zealand's social, economic and political context. In addition, the contributions offered by a minority perspective on intergroup relations are elaborated, and the applications of the findings are described along with recommendations for future research. In the end, understanding minorities' perspectives is crucial for promoting positive intergroup relations in New Zealand as well as in other multicultural societies particularly those with long histories of cultural plurality and prolonged intercultural conflicts.</p>

<p>In response to previous unsuccessful attempts to produce a valid measure of intercultural sensitivity, Weiss (2012) created the Integrated Measure of Intercultural Sensitivity (IMIS). The aim of the current thesis was to examine the validity of an English version of the IMIS. After back-translation of the scale, two studies were conducted. Study 1 tested the construct validity of the IMIS amongst a population of native English speakers. Study 2 investigated the predictive and incremental validity of the IMIS subscales in regard to outcomes relating to success in a multicultural workplace. The results of these two studies reveal that only one subscale is a valid predictor of such outcomes; this subscale did not predict additional variance when compared to existing predictive measures such as the Multicultural Personality Questionnaire and the Cultural Intelligence Scale. The results of these two studies indicate that the IMIS is not a valid measure of intercultural sensitivity; however the potential for a valid measure intercultural sensitivity is emphasized.</p>

Abstract. The Qualitative Job Insecurity Scale (QUAL-JIS) has been used in job insecurity (JI) research for the past 9 years, without formal validation. The goal of the current study was to test the scale’s psychometric properties. We checked the scale’s reliability, as well as its validity, investigating evidence based on the scale’s content, internal structure, and relations to other variables (convergent and discriminant, predictive and concurrent, as well as incremental predictive evidence). We additionally evaluated its cross-country and longitudinal invariance over three measurement times (6 months apart) in two countries (Romania and Belgium; NRO = 388, NBE = 1,992). We found evidence for the scale’s reliability and validity, QUAL-JIS showing partial scalar invariance across time and between the two countries. Interestingly, qualitative JI measured with QUAL-JIS explained additional variance in the employees’ need for recovery above and beyond another popular qualitative JI scale.

Objective:To determine similarities and differences in key predictors of recovery of bimanual hand use and unimanual motor impairment after stroke.Method:In this prospective longitudinal study n = 89 first-ever stroke patients with arm paresis, were assessed at 3 weeks, 3 and 6 months after stroke onset. Bimanual activity performance was assessed with the Adult Assisting Hand Assessment Stroke (Ad-AHA), unimanual motor impairment with the Fugl-Meyer Assessment (FMA). Candidate predictors included shoulder abduction and finger extension measured by the corresponding FMA-items (FMA-SAFE, range 0-4) and sensory and cognitive impairment. MRI was used to measure weighted corticospinal tract lesion load (wCST-LL) and resting-state interhemispheric functional connectivity (FC).Results:Initial Ad-AHA performance was poor but improved over time in all (mild-severe) impairment subgroups. Ad-AHA correlated with FMA at each time-point (r>0.88, p<0.001) and recovery trajectories were similar. In patients with moderate-severe initial FMA, FMA-SAFE was the strongest predictor of Ad-AHA outcome (R2 = 0.81) and degree of recovery (R2 = 0.64). Two-point discrimination explained additional variance in Ad-AHA outcome (R2 = 0.05). Repeated analyses without FMA-SAFE identified wCST-LL and cognitive impairment as additional predictors. A wCST-LL above 5.5cc strongly predicted low-to-minimal FMA/Ad-AHA recovery (≤10/20p, specificity = 0.91). FC only explained some additional variance to FMA-SAFE in unimanual recovery.Conclusion:Although recovery of bimanual activity depends on the extent of CST injury and initial sensory and cognitive impairments, FMA-SAFE captures most of the variance explained by these mechanisms. FMA-SAFE, a straightforward clinical measure, strongly predicts bimanual recovery.Classification of Evidence:This study provides Class I evidence that the FMA-SAFE predicts bimanual recovery after stroke.

This study compared the impacts of actual individual task competence, speaking time and physical expressiveness as indicators of verbal and nonverbal communication behavior, and likability on performance evaluations in a group task. 164 participants who were assigned to 41 groups first solved a problem individually and later solved it as a team. After the group interaction, participants’ performance was evaluated by both their team members and qualified external observers. We found that these performance evaluations were significantly affected not only by task competence but even more by speaking time and nonverbal physical expressiveness. Likability also explained additional variance in performance evaluations. The implications of these findings are discussed for both the people being evaluated and the people doing the evaluating.

In two studies, we establish the association between different assessments of character strengths (i.e., traits, habitual and daily behavior at school) with well-being and achievement at school. Study 1 (N = 414, mean age = 14.14 years) demonstrated that habitual strengths-related behavior at school accounted for unique variance in well-being at school and in achievement beyond the influence of the respective character strength trait. Further, the desirability of certain strengths (e.g., perseverance, fairness, forgiveness, and humor) at the classroom level accounted for additional variance in students’ well-being. Study 2 (N = 186, mean age = 14.27 years) used a diary design across five days to replicate the between-person associations and study within-person associations. Results revealed that daily strengths-related behavior predicted well-being on the following day. Overall, the results underline the importance of strengths-related behavior at school and suggest that all 24 character strengths are relevant for well-being at school.