By Fuschia M. Sirois
Mood-repair conceptualizations of procrastination recommend that law of rapid temper is prioritized over instrumental motion in the direction of objectives. the purpose of the present study was once to envision how and why absorption – a mind-set reflecting a responsiveness to enticing stimuli – may perhaps account for procrastinators’ tendency to target instantly worthwhile actions on the expense in their long-term ambitions, and the cognitive implications of being absorbed within the second. throughout scholar samples (Study 1: N = 103; examine 2: N = 339) procrastination was once linked to absorption. A bootstrapping research of the oblique results of procrastination on absorption via nation anxiousness in research 1 used to be major helping the hypothesized position of absorption as a vulnerability in the direction of mood-regulating distractions for procrastinators. In learn 2 small yet major oblique results of procrastination on cognitive mess ups via absorption emerged, assisting the proposition that absorption can have a cognitive toll for procrastinators. Taken jointly, those findings recommend a cognitive get away speculation to give an explanation for how procrastinators take care of damaging moods, and offers new insights into the standards and approaches that give a contribution to the self-regulation problems that represent trait procrastination.
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Extra resources for Absorbed in the moment? An investigation of procrastination, absorption and cognitive failures
Ongoing evaluation of assessor inferences and program effectiveness (see chap. 6). Model for individual assessment practice. 19 20 CHAPTER 1 the definition and measurement of the characteristics of jobs need to change as well (Peterson, Mumford, Borman, Jeanneret, & Fleishman, 1999), but the concept of a job, in our view, is still viable and essential. However, there is a need for some updated thinking on the subject, which leads us to the next couple of terms we need to clarify: job analysis and job modeling.
For example, although second-generation industrial psychologists like Burtt (1926), Munsterberg (1913), Ohmann (1961), Otis (1938), Stead and Shartle (1940), Strong (1934), Urbrock (1934), and Viteles (1932), and many others conducted work that is an essential part of the knowledge base that supports the practice of individual assessment, these individuals are seldom associated with the practice of individual assessment. The exceptions here are Oliver Ohmann and Jay L. Otis, who in the 1950s was president of Division 14 (Industrial and Organizational Psychology) and later of Division 13 (Consulting Psychology) of the American Psychological Association.
Training, experience, personal orientation, and insight) that affect the accuracy of different assessors' predictions. , broad interests, high intelligence, forceful personalities). Two psychologists used the results of an assessment test battery to classify 26 sales managers from 3M's Product Division into "favorable" or "unfavorable" profiles. 01). TrankeH's (1959) work provides a look at an individual assessment procedure focusing on a quite different type of job, that of airline pilots. All airline pilots hired by Scandinavian Airlines System during the years 1951 to 1956 (n = 363) were assessed using various tests of intelligence, mechanical comprehension, social sensitivity, interests, and by autobiographical questions, an essay, and a scheduling-planning problem.