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To better understand exercise-related cognitive errors (ECEs) from a dual processing perspective, the purpose of this study was to examine their relationship to two automatic exercise processes. It was hypothesized that ECEs would account for more variance than automatic processes in predicting intentions, that ECEs would interact with automatic processes to predict intentions, and that exercise schema would distinguish between different levels of ECEs. Adults (N = 136, M _age = 29 years, 42.6% women) completed a cross-sectional study and responded to three survey measures (ECEs, exercise self-schema, and exercise intentions) and two computerized implicit tasks (the approach/avoid task and single-category Implicit Association Test). ECEs were not correlated with the two implicit measures; however, ECEs moderated the relationship between approach tendency toward exercise stimuli and exercise intentions. Exercise self-schema were differentiated by ECE level. This study expands our knowledge of ECEs by examining their relationship to different automatic and reflective processes.

There are multiple avenues to gain health promoting and disease preventing benefits of physical activity (PA) but nonadherence makes health benefits short-lived. Gains obtained through structured exercise training and therapy quickly decay once participants leave programs. Scientific position statements underscore cognitive-behavioral strategies (CBS) as an essential intervention component to increase and maintain PA and recommend transfer of CBS knowledge to practice. Our review of reviews indicates high quality PA interventions involving CBS consistently demonstrate medium effect sizes. Kinesiologists are the human resource capacity to translate this knowledge. Building capacity to implement CBS knowledge is potentially large given North American kinesiology programs and American College of Sports Medicine and Canadian Society for Exercise Physiology certification routes. Yet CBS training of kinesiologists by universities and organizations is minimal. Immediate change in CBS training and practice is needed. Professional organizations/institutions can either be leaders in developing human resources or part of the problem should they fail to address the challenge of CBS training.