Highlights► The functional meaning of EEG alpha synchronization was investigated. ► An experimental manipulation of internal processing demands was achieved. ► Frontal alpha synchronization is related to top-down processing. ► Alpha desynchronization is related to bottom-up processing. ► Alpha synchronization in creative thinking is attributed to top-down processing.

The neural efficiency hypothesis describes the phenomenon that brighter individuals show lower brain activation than less bright individuals when working on the same cognitive tasks. The present study investigated whether the brain activation–intelligence relationship still applies when more versus less intelligent individuals perform tasks with a comparable person-specific task difficulty. In an fMRI-study, 58 persons with lower (n = 28) or respectively higher (n = 30) intelligence worked on simple and difficult inductive reasoning tasks having the same person-specific task difficulty. Consequently, less bright individuals received sample-based easy and medium tasks, whereas bright subjects received sample-based medium and difficult tasks. This design also allowed a comparison of lower versus higher intelligent individuals when working on the same tasks (i.e. sample-based medium task difficulty). In line with expectations, differences in task performance and in brain activation were only found for the subset of tasks with the same sample-based task difficulty, but not when comparing tasks with the same person-specific task difficulty. These results suggest that neural efficiency reflects an (ability-dependent) adaption of brain activation to the respective task demands.

The well-documented sex difference in mental rotation favoring males has been shown to emerge only for 2-dimensional presentations of 3-dimensional objects, but not with actual 3-dimensional objects or with virtual reality presentations of 3-dimensional objects. Training studies using computer games with mental rotation-related content have demonstrated training effects on mental rotation performance. Here, we studied the combined effect of a two-week mental rotation (MR) training on 2-dimensional vs. 3-dimensional presentations of a classic Shepard–Metzler task (presented in a pretest–training–posttest design) and their accompanying cortical activation patterns assessed via EEG in a sample of 38 male and 39 female adolescents of about 15 years of age. Analysis of one performance parameter (reaction times) displayed only main effects of dimensionality (with shorter RTs on the 3D vs. 2D version of the MR task) and of training (significant shortening of RTs), but no significant sex difference. Analysis of the other performance parameter (scores) in the MR task revealed a sex difference favoring males that first, appeared only in the 2D version, but not in the 3D version of the MR task and, secondly, diminished after training. Neurophysiologically we observed a complex sex × dimensionality × training × hemisphere interaction showing that the hypothesized decrease of brain activation (increase in neural efficiency) with training emerged for males in both 2D and 3D conditions, whereas for females this decrease was found only in the 3D but not with the 2D version of the MR task.

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Among frequently used motivation theories some are built on the premise of work happening in the 60s and 70s. Since work life has changed dramatically the question arises whether these theories are still valid. This study validates the longstanding need theory of McClelland (Am Psychol 40 (7): [812][813][814][815][816][817][818][819][820][821][822][823][824][825] 1985. doi:10.1037/ 0003-066X.40.7.812) using neuroscientific methods as a new lens of analysis. It neurally tests the assumptions that (1) heterogeneous rewards may result in similarly rewarding effects and (2) that these effects are enhanced if a reward closely matches an employee's need. Therefore, we conducted an fMRI-study (n = 44; 29$; M age = 25.00, SD age = 2.26) in which participants completed decision tasks before receiving the heterogeneous rewards high income, respectful leadership and a company car. Additionally, participants provided information on their need for achievement, affiliation and power. Results show that the heterogeneous types of rewards lead to overlapping neural activations in parts of the brain's reward circuitry, such as the putamen or caudate. Additionally, each of these rewards uniquely activates brain areas not stimulated by other reward types. A closer matching between the type of reward and the participants' individual needs results in stronger neural activations in the reward circuitry. These findings support and enhance key assumptions of need theory on a neural level and further promote a personality-based approach to work motivation. From a practical standpoint they suggest need-tailored reward systems for organizations and an increased use of rewards other than money.