In vivo effects of transcranial direct current stimulation (tDCS) have attracted much attention nowadays as this area of research spreads to both the motor and cognitive domains. The common assumption is that the anode electrode causes an enhancement of cortical excitability during stimulation, which then lasts for a few minutes thereafter, while the cathode electrode generates the opposite effect, i.e., anodal-excitation and cathodal-inhibition effects (AeCi). Yet, this dual-polarity effect has not been observed in all tDCS studies. Here, we conducted a meta-analytical review aimed to investigate the homogeneity/heterogeneity of the effect sizes of the AeCi dichotomy in both motor and cognitive functions. The AeCi effect was found to occur quite commonly with motor investigations and rarely in cognitive studies. When the anode electrode is applied over a non-motor area, in most cases, it will cause an excitation as measured by a relevant cognitive or perceptual task; however, the cathode electrode rarely causes an inhibition. We found homogeneity in motor studies and heterogeneity in cognitive studies with the electrode's polarity serving as a moderator that can explain the source of heterogeneity in cognitive studies. The lack of inhibitory cathodal effects might reflect compensation processes as cognitive functions are typically supported by rich brain networks. Further insights as to the polarity and domain interaction are offered, including subdivision to different classes of cognitive functions according to their likelihood of being affected by stimulation.

In response to new theoretical conceptualizations (Raven, 1992, 1993), an instrument was developed to measure 11 bases of power, the original 6 French and Raven (1959; Raven, 1965) bases of power, with 3 of these further differentiated: reward (personal, impersonal), coercion (personal. impersonal), legitimate (position, reciprocity, equity, dependence), expert, referent, and information. In Study 1, 317 American student respondents rated the likelihood that each of these power bases contributed to a supervisor successfully influencing a subordinate in a series of hypothetical situations. The internal consistency of the items which made up the 11 power bases proved adequate. Factor analysis found 7 factors and 2 categories of bases: harsh and soft. In Study 2, which used 101 Israeli health workers, the earlier findings were generally supported. In addition, job satisfaction was found to be positively related to the attribution of soft bases to the supervisor.

Using hypothesis-driven meta-analytic procedures on 30 samples containing 118 correlations, researchers examined competing models of the relationship between lateness and assorted work-related variables. Consistent with a progression withdrawal model, the mean corrected lateness-absence correlation, .40, was found to be higher than the lateness-turnover correlation, .27. Hypotheses regarding the relationships between lateness and attitudes, performance, and demographics were generally supported. Methodological issues, including the need for longitudinal designs in the field and the inclusion of other moderators such as organizational and personality variables, were discussed.

Within post-traumatic psychiatric and MDD are the most prevalent disorders. In addition it appears that PTSD, although related to post-traumatic MDD beyond a mere sharing of common symptoms, is at the same time differentiated from it as an independent diagnostic category.

One of the more frequently used measures of eating disorders is the 40-item Eating Attitudes Test (EAT) developed by Garner and Garfinkel (1979). Although originally designed to diagnose anorexia nervosa, the test has recently been applied to nonclinical populations also. In this study, we examined psychometric and validity data for a short version of the scale, the EAT-26. Using a sample of 809 female soldiers in their late teens, results showed that the EAT-26 is reliable, the factor structure is different from that obtained in clinical groups, and the EAT-26 is significantly correlated with body image, weight, and diet.

The stages preceding and following the intention to withdraw from an organization have not been adequately examined. Data were collected at two time periods from a sample of 146 nurses working in a general hospital located in a large metropolitan area in Israel. Essentially, intention to withdraw from three levels — ward, hospital and profession — were examined. LISREL was used to test alternative longitudinal models for the best fitting set of linkages among variables. The findings supported a progression model of withdrawal intention. According to this conceptualization, a nurse first decides to leave the ward, then the hospital, and, finally, the profession. Theoretical and practical implications of the results were presented.

SummaryThree main streams of research were identified in the field of work values. Based on a series of analyses using multidimensional techniques, the first set of studies attempted to identify the underlying factors or facets of the work values domain. A second group of investigations examined correlates of work values including antecedent and consequent variables. Finally, extensive research on differences in work values' pattern and level by culture have been reported. For purposes of integrating the diverse findings, the basic facets of the work values domain were identified and a model of their effects on behavior was suggested

smnmvyBased upon path-goal theory of leadership, decision type (strategic versus tactical) was suggested as a moderator variable between employee participation in decision making (PDM) and work outcomes. A total of 249 respondents in five Israeli organizations undergoing planned changes, participated in the study. Results from four out of the five organizations revealed that participation in tactical rather than strategic decisions was a better predictor of an increase in change acceptance, work satisfaction, effectiveness, and time allotted to work. The stronger effects associated with tactics rather than strategy were found even if PDM expectations were included. Theoretical and practical implications of the results were discussed. to subordinates (Fry, Ken and Lee, Fulk and Wendler, 1982;Keller, 1989;Schriesheim and DeNisi, 1981). Directive leadership helps to increase time and efforts invested in work, and to keep employee effectiveness and satisfaction high.All of these conditions are present during circumstances of crisis or change in an organization (Gemmil and Smith, 1985). Hence, path-goal research would indicate that initiating structure, rather than participative or supportive leadership, provides better or more desirable organizational outcomes when an organization is experiencing some type of change.