SENSORIMOTOR WORKING MEMORY CAPACITY LIMITS

Two novel studies examining the capacity and characteristics of working memory for object weights, experienced through lifting, were completed. Both studies employed visually identical objects of varying weight and focused on memories linking object locations and weights. Whereas numerous studies have examined the capacity of visual working memory, the capacity of sensorimotor memory involved in motor control and object manipulation has not yet been explored. In addition to assessing working memory for object weights using an explicit perceptual test, we also assessed memory for weight using an implicit measure based on motor performance. The vertical lifting or LF and the horizontal GF applied during lifts, measured from force sensors embedded in the object handles, were used to assess participants’ ability to predict object weights. In Experiment 1, participants were presented with sets of 3, 4, 5, 7 or 9 objects. They lifted each object in the set and then repeated this procedure 10 times with the objects lifted either in a fixed or random order. Sensorimotor memory was examined by assessing, as a function of object set size, how lifting forces changed across successive lifts of a given object. The results indicated that force scaling for weight improved across the repetitions of lifts, and was better for smaller set sizes when compared to the larger set sizes, with the latter effect being clearest when objects were lifting in a random order. However, in general the observed force scaling was poorly scaled. In Experiment 2, working memory was examined in two ways: by determining participants’ ability to detect a change in the weight of one of 3 to 6 objects lifted twice, and by simultaneously measuring the fingertip forces applied when lifting the objects. The results showed that, even when presented with 6 objects, participants were extremely accurate in explicitly detecting which object changed weight. In addition, force scaling for object weight, which was generally quite weak, was similar across set sizes. Thus, a capacity limit less than 6 was not found for either the explicit or implicit measures collected.

THE DARK PERSONALITY AND JOB SUCCESS IN THE UNITED STATES ARMY: USE OF INTERPERSONAL MANIPULATION IN THE WORKPLACE

This dissertation relates job desires and outcomes to the Dark Personality (Psychopathy, Machiavellianism, Narcissism, Low Agreeableness, Low Honesty-Humility) in the United States Army. It purports that individuals high on the Dark Personality desire more power, money, and status, and that they obtain jobs that afford them these luxuries by using manipulation at work. Two pilot studies used samples of United States Army members to create and test index variables: Dark Personality, Total Manipulation in the workplace, Desire for Job Success, and Total Job Success in the Army. Individual personality traits, manipulation tactics, and job desires were examined in secondary analyses. Using a sample of 468 United States Army Members, central analyses indicated that Army members high on the Dark Personality desired Job Success. Likewise, army members higher on the Dark Personality used more Manipulation tactics at work, including the egregious tactics. Yet, using more Manipulation tactics at work predicted lower levels of Job Success in the Army. Most manipulation tactics had a negative impact on Job Success, with the exception of soft tactics like Reason and Responsibility Invocation. Together, these results indicate that selective use of soft manipulation predicted Job Success, but use of more manipulation tactics predicted less Job Success in the Army. Curvilinear results indicated that being either very low or very high on the Dark Personality predicted more Job Success in the Army, whereas having intermediate levels of the Dark Personality predicted less Job Success. Finally, possessing the Dark Personality and using more Manipulation tactics at work, together, predicted less Job Success in the Army. Collectively, the results indicate that army members with intermediate levels of the Dark Personality want more powerful and high paying jobs, yet their strategy of manipulating their coworkers to move up the job ladder does not result in higher ranking, higher paying Army positions. However, Army members highest on the Dark Personality achieved job success, defying the maladaptive influence that antisocial personality traits and manipulative behaviour had on job success for most Army members. Therefore, this dissertation indicates that successful corporate scoundrels exist in the Army, but there are few of them.