EXPRESS: Amplified Inversion Effects for Moving Biological Stimuli Remain Largest for Faces and Bodies

Turning an object upside-down disrupts our ability to perceive it accurately, and this inversion effect is disproportionately larger for faces and whole bodies than most other objects. This disproportionate inversion effect is taken as an indicator of holistic processing for these stimuli. Large inversion effects are also found when viewing motion-only information from faces and bodies however these have not been compared to other moving objects in an identity task so it is unclear whether inversion effects remain disproportionately larger for faces and bodies when they are engaged in motion. The current study investigated the effect of inversion on static and moving unfamiliar faces, human bodies and German Shepherd dogs in an old-new recognition memory task. Sensitivity and baseline corrected RT results revealed that inversion effects for faces and whole-bodies remained disproportionately larger than those for German Shepherd dogs, regardless of presentation type, suggesting that both static and moving faces and bodies are processed holistically.

The Effect of Job Characteristics on Organizational Ambidexterity: Insight from Jordan

The purpose of this study is to identify the effect of Job Characteristics on organizational ambidexterity. The study population involves Food and beverages companies listed on the Amman Stock Exchange (2020) which numbered (8) companies. The study sample includes (120) employees. The questionnaire was gathered from (100) respondents and shaped 83% as a response rate. The obtained data have been analyzed by the partial Least Squares (PLS) technique. The current study showed that all the dimensions of the Job Characteristics namely (Skills variety, task identity, task significance, autonomy, and feedback) have a positive impact on organizational ambidexterity. The study recommends increasing the job characteristics levels and the organizational ambidexterity levels in the researched companies. In addition, it recommends the future researchers complete this study on the other sectors.

“Measuring the factors affecting Job Characteristics with Personal outcomes” (A Case Study of Khairpur Sugar Mill)

The fundamental purpose behind this research was to find out the association amongst job characteristics and personal outcomes of the representatives of Khairpur sugar factory. The quantitative and qualitative methods have been used to analyze the data and interpret the results. In this research personal outcome, such as satisfaction, internal work motivation and growth were the dependent factors and independent variables were job characteristics like skill variety, task identity, task significance, autonomy, feedback, policy practices and benefits. The present studies led to the laborers of Khairpur sugar mill and total workers were 394 and only 78 workers were randomly selected for this study. Essential information gathered through sample received from the employment indicative overview survey (Hackman & Oldham, 1975) . The secondary sources incorporate journals, annual reports and unpublished research works. Statistical software for social science (SPSS version 21) and descriptive survey was used to analyze data and multiple regressions were applied to establish the correlation between independent and dependent variables. After analyzing the results, it is concluded that job characteristics such as skill variety shows the significant relationship with personal outcomes which is at the level of .000 as well as task identity, task significance and benefits have a positive relationship with personal outcomes such as (internal work motivation, satisfaction and growth) but autonomy, feedback and policy & practices shows less significant impact on personal outcomes.

Intranasal oxytocin selectively modulates the behavior of rhesus monkeys in an expression matching task

Although the neuropeptide oxytocin (OT) is thought to regulate prosocial behavior in mammals, there is considerable debate as to how intranasal OT influences primate behavior. The aim of this study was to determine whether intranasal OT has a general anxiolytic effect on the performance of rhesus monkeys tasked with matching face stimuli, or a more selective effect on their behavior towards aversive facial expressions. To this end, we developed an innovative delayed match-to-sample task where the exact same trials could be used to assess either a monkey’s ability to match facial expressions or facial identities. If OT has a general affect on behavior, then performance in both tasks should be altered by the administration of OT. We tested four male rhesus monkeys (Macaca mulatta) in both the expression and identity task after the intranasal administration of either OT or saline in a within-subjects design. We found that OT inhalation selectively reduced a selection bias against negatively valenced expressions. Based on the same visual input, performance in the identity task was also unaffected by OT. This dissociation provides evidence that intranasal OT affects primate behavior under very particular circumstances, rather than acting as a general anxiolytic, in a highly translatable nonhuman model, the rhesus monkey.

ANALISIS PENGARUH SKILL VARIETY, TASK IDENTITY, TASK SIGNIFICANCE, AUTONOMY, FEEDBACK ABOUT RESULT DAN KEPUASAN KERJA TERHADAP KINERJA DOSEN UNIVERSITAS PAMULANG UNTUK PENGEMBANGAN KARIR DAN PENGEMBANGAN ORGANISASI

Undang-undang Republik Indonesia Nomor 12 Tahun 2012 menyebutkan bahwa: “dosen adalah pendidik profesional dan ilmuwan dengan tugas utama mentransformasikan, mengembangkan, dan menyebarluaskan Ilmu Pengetahuan dan Teknologi melalui Pendidikan, Penelitian, dan Pengabdian kepada Masyarakat.” Pengembangan organisasi merupakan strategi organisasi yang dilakukan untuk mencapai perubahan secara organisasional terutama meningkatkan kinerja dosen. Tahap pertama dalam kegiatan ini adalah dengan melakukan diagnosis pada level individu untuk mengetahui permasalahan yang ada sehingga kemudian bisa ditentukan solusi yang sesuai untuk menyelesaikan permasalahan. Diagnosis pada level individu dilakukan untuk mendiagnosa bagaimana pengaruhnya terhadap kinerja. Penelitian ini menggunakan metode survei dengan teknik pengambilan sampel purposive sampling. Metode kuantitiatif dalam penelitian ini dikembangkan dengan metode kausalitas dengan PLS sebagai teknik analisis data. Hasil penelitian menunjukkan terdapat variabel yang mempengaruhi kinerja yaitu task significance dan feedback about result.Kata Kunci: skill variety, task significance, task identity,autonomy, feedback about result, kinerja, kepuasan kerja

Identity profiles and digital engagement among Finnish high school students

Developing a stable personal identity is considered a more precarious task in today’s society than hitherto. Skilful digital engagement may, however, constitute a valuable asset in necessary identity exploration and commitment. Applying a person-oriented approach, we examined for the first time how identity profiles are associated with digital engagement, operationalized as digital competence, gaming seriousness, type of internet activity and excessive ICT use. After controlling for gender, life satisfaction and parental SES, this study of a Finnish high school sample (N = 932) revealed that adolescents with future commitments and some exploration of options (achievement, searching moratorium) were the most advanced in digital skills and, in the former case, least prone to excessive ICT use. By contrast, adolescents desperately trying to solve the identity task (ruminative moratorium) scored highest on friendship-driven internet activity and excessive ICT use, whereas diffused individuals had the weakest digital competence. No differences between the profiles emerged regarding gaming and interest-driven internet activity. The results suggest that the digital world and related devices are purposeful tools for shaping and maintaining healthy identity commitments.

Individual Differences in Face Identity Processing with Fast Periodic Visual Stimulation

A growing body of literature suggests that human individuals differ in their ability to process face identity. These findings mainly stem from explicit behavioral tasks, such as the Cambridge Face Memory Test (CFMT). However, it remains an open question whether such individual differences can be found in the absence of an explicit face identity task and when faces have to be individualized at a single glance. In the current study, we tested 49 participants with a recently developed fast periodic visual stimulation (FPVS) paradigm [Liu-Shuang, J., Norcia, A. M., & Rossion, B. An objective index of individual face discrimination in the right occipitotemporal cortex by means of fast periodic oddball stimulation. Neuropsychologia, 52, 57–72, 2014] in EEG to rapidly, objectively, and implicitly quantify face identity processing. In the FPVS paradigm, one face identity (A) was presented at the frequency of 6 Hz, allowing only one gaze fixation, with different face identities (B, C, D) presented every fifth face (1.2 Hz; i.e., AAAABAAAACAAAAD…). Results showed a face individuation response at 1.2 Hz and its harmonics, peaking over occipitotemporal locations. The magnitude of this response showed high reliability across different recording sequences and was significant in all but two participants, with the magnitude and lateralization differing widely across participants. There was a modest but significant correlation between the individuation response amplitude and the performance of the behavioral CFMT task, despite the fact that CFMT and FPVS measured different aspects of face identity processing. Taken together, the current study highlights the FPVS approach as a promising means for studying individual differences in face identity processing.

Pengaruh Model Karakteristik Pekerjaan Terhadap Komitmen Organisasi Karyawan

Organizational commitment is the individual variable that has important role in achieving organization goals. The organizational commitment will determine the employee's interest in the company that will eventually decide to stay or leaves the company. One way to increase employees' organizational commitment is to pay attention to the job characteristics. This research aims to determine how big the influence of job characteristics model to the employees of the organization's commitment technicians PT Telkom Akses Bandung. The measurement the level of job characteristics model using dimensions of skill variety, task identity, task significance, autonomy and job feedback. While the measurement of organizational commitment of employees using the dimension affective commitment, continuance commitment, and normative commitment. This research uses quantitative methods and involved 177 respondents drawn from three units of the division/unit of work. Based on the research results, the level of job characteristics model in the category"high" because it has the mean of 4.14. So even on the level of organizational commitment of employees in the category "high" because it has the mean of 3.75. The results of this research indicate that the job characteristics model can contribute to the organizational commitment of employees (R²) of 16.8%.

Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975

Despite frequent references to “the changing nature of work,” little empirical research has investigated proposed changes in work context perceptions. To address this gap, this study uses a cross-temporal meta-analysis to examine changes in five core job characteristics (e.g., task identity, task significance, skill variety, autonomy, and feedback from the job) as well as changes in the relationship between job characteristics and job satisfaction. An additional analysis of primary data is used to examine changes in two items related to interdependence. On average, workers perceived greater levels of skill variety and autonomy since 1975 and interdependence since 1985. In contrast, the results of a supplemental meta-analysis did not support significant changes in the association between the five core job characteristics and satisfaction over time. Thus, although there is some evidence for change in job characteristics, the findings do not support a change in the value placed on enriched work. Implications for researchers and organizations navigating the modern world of work are highlighted.