Initial memory deficits and subsequent recovery in two cases of head trauma

This study describes initial and one-year follow-up findings on verbal memory testing of two patients who sustained moderate head injuries. The two main purposes were (a) to capture the specific patterns of memory disorders shown by these two head-trauma patients, and (b) to explore the nature of the recovery of these disorders. Several episodic memory tests and semantic memory tests were employed as well as questions about autobiographical events having occurred prior to and after the trauma, and about various aspects of the accident itself causing the trauma. The main conclusions to be drawn from the study are that the memory disorders demonstrated are based on difficulties in memory organization, and that the two patients differ in the nature of the recovery of the deficits.     

The effects of partial information in amnesic and normal subjects

Two studies of the effects of partial information (initial-letter cueing) on amnesic and normal performance are reported. In Experiment I the beneficial effects of partial information on the performance of patients treated with ECT were confirmed. In Experiment II normal subjects were tested after different retention intervals with yes-no recognition and initial-letter cueing. With the yes-no recognition data corrected for guessing, an interaction between method of testing and retention interval was obtained. It is argued that the beneficial effects of partial information are not conclusive evidence of retrieval deficits in amnesia.     

ON THE COHERENCE OF HIGHER‐ORDER BELIEFS

Let us by ‘first‐order beliefs’ mean beliefs about the world, such as the belief that it will rain tomorrow, and by ‘second‐order beliefs’ let us mean beliefs about the reliability of first‐order, belief‐forming processes. In formal epistemology, coherence has been studied, with much ingenuity and precision, for sets of first‐order beliefs. However, to the best of our knowledge, sets including second‐order beliefs have not yet received serious attention in that literature. In informal epistemology, by contrast, sets of the latter kind play an important role in some respectable coherence theories of knowledge and justification. In this paper, we extend the formal treatment of coherence to second‐order beliefs. Our main conclusion is that while extending the framework to second‐order beliefs sheds doubt on the generality of the notorious impossibility results for coherentism, another problem crops up that might be no less damaging to the coherentist project: facts of coherence turn out to be epistemically accessible only to agents who have a good deal of insight into matters external to their own belief states.     

Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation

Innstrand, S. T., Langballe, E. M., Espnes, G. A., Aasland, O. G. & Falkum, E. (2010). Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation. Scandinavian Journal of Psychology 51, 480–487. The aim of the present study was to examine the longitudinal relationship between job performance‐based self‐esteem (JPB‐SE) and work‐home interaction (WHI) in terms of the direction of the interaction (work‐to‐home vs. home‐to‐work) and the effect (conflict vs. facilitation). A sample of 3,475 respondents from eight different occupational groups (lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology) supplied data at two points of time with a two‐year time interval. The two‐wave, cross‐lagged structural equations modeling (SEM) analysis demonstrated reciprocal relationships between these variables, i.e., job performance‐based self‐esteem may act as a precursor as well as an outcome of work‐home interaction. The strongest association was between job performance‐based self‐esteem and work‐to‐home conflict. Previous research on work‐home interaction has mainly focused on situational factors. This longitudinal study expands the work‐home literature by demonstrating how individual vulnerability (job performance‐based self‐esteem) contributes to the explanation of work‐home interactions.     

Goal Commitment and Performance: An Empirical Study Incorporating Role‐Stress Literature to Reveal Functional and Dysfunctional Influences

This study integrates the goal‐commitment and role‐stress literatures in a model to reveal functional and dysfunctional influences of goal commitment on role performance. In a sample of headmasters, we found empirical support for a role‐clarifying process suggesting that high commitment reduces role ambiguity and is ultimately positive for role performance. Our model also supports the dysfunctional effect of commitment through a role‐complicating process in which commitment drives role overload, which is negative for role performance. By including self‐efficacy in our model, we were better able to understand the positive and negative experiences of highly committed individuals. Contributing to the existing literature on role stressors, this study's results indicate that self‐efficacy mediates the influences of role stressors on role performance.     

Personality disorders and psychosocial changes after intensive psychotherapy: A prospective follow-up study of an outpatient psychotherapy project, 5 years after end of treatment*

This report presents the results of a 7-year prospective outcome study designed to examine the psychosocial changes during and after therapy among 25 outpatients suffering from personality disorders and psychoses. The therapeutic approach was based mainly on object relations theory and psychodynamic self-psychology, and focused in particular on affect consciousness, parental images, self-image and interpersonal relations. Twenty patients completed the form which measured psychosocial changes during therapy, and 21 persons participated at follow-up. The data show statistically significant changes in the capacity to tolerate intimate relationships and actually establish such relationships, improved quality of contact in relationships with friends, a general raising of socioeconomic status and reduced use of ordinary health and social services. Both the global psychosocial outcome at follow-up as measured by HSRS and the general level of symptoms measured by SCL-90 suggest that 76% of the sample had reached a level of psychosocial functioning and adaptation that can be defined as “no-caseness”.     

The Issue of Motivating Entre(Intra)Preneurial Behavior

ABSTRACT The issue of motivating entre(intra)preneurial behavior is one of great importance to any society. The problem is that motivating human behavior is really not possible. Human behavior is motivated all the time; the real issue is to structure a business climate that fosters and rewards the excitement, enthusiasm and experimentation that accompanies entre(intra)preneurial behavior. A basic understanding of organizational climate, behavioral modification and the “deviant” behavior that makeup entre(intra) preneurial behavior can develop and nurture the joy and passion necessary for economics and human growth. The issue of restrictive environments and the role of staff groups in restricting creative, innovative entre(intra)preneurial behavior is one a leader-manager must be aware. The need for a more nearly accurate definition of entre(intra)preneur is one of the first hurdles to overcome in researching the issue of guiding entre(intra)preneurial behavior. There is a paradox in speaking or writing about motivating any kind of behavior, but especially, motivating entrepreneurial behavior. At the very outset, it should be very clear that academicians and practitioners who speak of “motivating” anyone are purely and simply dead wrong in the use of the term. Living human beings are motivated all the time. A much more comfortable way of discussing the issue is to speak about guiding or shaping motivated behavior. Then it is possible to research, comment and discuss the ways in which entrepreneurial or intrapreneurial behavior can be fostered, encouraged, guided or shaped. The issues and themes of many presentations on entrepreneurial and/or intrapreneurial behavior that are presented in textbooks, articles and symposia frequently begin with some discussion of the personality characteristics or the motivation of entre(intra)-preneurs, implying that these characteristics are narrowly distributed in the general population. Elsewhere (Winslow, 1984) I have speculated that innovation and creativity are widely distributed in the normal population, not narrowly, and further I would argue that non-innovative and non-creative behaviors are a maladjustment in humans brought on by the healthy ability of most of us to adapt and adjust to our environment. Herzberg (1982) has commented that … “all human behavior is adjusted behavior, therefore, all human behavior adjusts away from what is naturally healthy behavior.” In effect, all of us have adjusted away from normality, therefore, none of us are normal. An extension of this idea leads to the conclusion that all cultures choose the pathology, or the abnormal behavior, that will be defined as normal for that society. I believe that one of the fundamental motivations of human beings is to pursue their own growth in competence, skill and creativity; to act upon the world rather than to react to the world; and to shape the environment as well as be shaped by their surroundings. The human being operates always within this dilemma — “human behavior is influenced (shaped) by the environment, but it is an environment created and developed by human beings,” (Skinner, 1971). The above could lead to a discussion of whether the natural, normal, pristine human being is good or evil, a discussion of the importance of nature over nurture, or more directly to the more mundane central topic of this paper. One of the most creative current observers of organizational behavior, Peter Vaill (1985), has pointed out, that “behavioral scientists have a common trait, that is, they believe the art of applied behavioral sciences is the art of making lists.” I frequently define myself as an applied behavioral scientist, therefore, I will present my list of observations on Motivating (Shaping) Entre(Intra)preneurial Behavior.

• 1 The climate, atmosphere or environment must be created to allow the expression of entre(intra)preneurial activity.
• 2 The drive, motivation or spirit of entre(intra)-preneurship is broadly distributed in the general population.
• 3 Behavior is a function of its consequences (Skinner, 1971).
• 4 Entre(intra)preneurial environments have an aura of excitement, suspended belief and an impertenence toward conventional wisdom.
• 5 The entre(intra)preneurial activity, tested against “standard” behavior or conventional organizational policy frequently appears as deviant behavior.
• 6 The terms entre(intra)preneur are used very loosely and are becoming useless in discussing innovation, behavior, economic and/or organizational activity.

     

Psychometric properties of the Danish MCMI-I translation

A translation of the MCMI-I has been in use in Denmark for some years. An untested assumption in the interpretation of the pattern of test results is that the psychometric characteristics of the Danish and American versions are similar. The purpose of this study was to evaluate the psychometric properties of the questionnaire by using traditional psychometric analysis techniques on the results of a sample consisting of 423 patients and 179 normal controls. Coefficient alpha was calculated for the 20 clinical subscales of the test and the Danish results were strikingly similar to the original coefficients reported by Millon. Furthermore, factor analysis of the subscales showed a factor structure very similar to American findings, and it is concluded that the psychometric properties of the Danish MCMI are not significantly different from the original.