Sources and destinations of misattributions in recall of instances of repeated events

Primacy (and recency) effects in delayed recognition of items from instances of repeated events

In repeated-event paradigms where participants are asked to recall details of a sequence of similar instances they viewed/experienced previously, more accurate details are typically recalled from the first and final instances (i.e., long-term primacy and recency effects). Participants likely encode distinct attributes of details of the boundary instances that subsequently facilitate source monitoring. To date, most repeated event research has measured memory performance via free-/cued-recall paradigms; we examined delayed memory for repeated events using the recognition paradigm. In two preregistered experiments, participants viewed four videos, and after a delay completed a recognition task. In Experiment 1 (N = 168, between-subjects), participants decided whether an item was old (i.e., presented in any video) or new, or whether an item was presented in video 1/2/3/4 or was new. In Experiment 2 (N = 160, within-subjects), the old/new decision was followed by an instance attribution decision. Old items were recognised faster in the old/new task compared to the instance-attribution task. In the instance-attribution task, items from the boundary instances were accurately attributed faster compared to items from the middle instances. We found further evidence for primacy (and recency) effects in measures of confidence, memory judgments, recognition accuracy and discriminability, and confidence-accuracy calibration.

Work Stressors and Occupational Health of Young Employees: The Moderating Role of Work Adaptability

Work adaptability refers to the work experience, habits, and skills that enable an individual to adapt to current or changing work tasks and situations. It is a coping resource that individuals use to mitigate various types of stress. Adopting the interaction model of work stress, this study investigated 168 young employees in 20 organizations in Zhejiang Province through interview research and a questionnaire survey. The results show that work adaptability has a significant main effect on occupational health. The work adaptability of employees plays a moderating role in the relationship between occupational health and lack of work meaning stress, role conflict stress, interpersonal relationship stress, negative organizational atmosphere stress, and total score of work stressors. Young employees with high work adaptability have worse occupational health under high-level stress situations due to a lack of work meaning. For promoting occupational health in young employees, organizations should have this group of workers complete meaningful jobs or inform them of the importance of their jobs, reduce role conflict, and create a supportive organizational atmosphere. For management, it is imperative to eliminate high-level stress that stems from a lack of work meaning in order to retain young employees with high work adaptability. These findings shed light on how work adaptability helps young employees deal with stress and improve their occupational health. In organizational and self-stress management, it is beneficial to improve employees’ work adaptability continuously as a means of effectively resisting stress and maintaining occupational health.