Toward a further understanding of assent

Arranging assent opportunities is an increasingly common strategy for involving clients in therapeutic decisions within behavior analysis. Recent behavior-analytic articles have helped create a basic behavioral definition and conceptualization of assent, but much more guidance is needed for practitioners and researchers interested in embedding assent into their practices. The purpose of this article is to advance the conceptualization and understanding of assent and assent practices by refining previous definitions and conceptualizations of assent and providing six essential considerations for embedding assent into practice. The six considerations consist of determining the applicability and feasibility of assent, assessing assent-related skills, arranging assent procedures and teaching assent-related skills, arranging fair choices, selecting opportunities to assess assent, and informally assessing assent. Following the discussion of the considerations for assent practices, we issue a call for specific topics of research on assent.     

Toward a better understanding of the effects of hindrance and challenge stressors on work behavior

This study investigated the processes whereby hindrance and challenge stressors may affect work behavior. Three mechanisms were examined to explain the differential effects these stressors have demonstrated: job satisfaction, strains, and work self-efficacy. A model is proposed in which both types of stressors will result in increases in strains, but that job satisfaction is primarily involved in the relationship between hindrance stressors and citizenship behavior, and efficacy is involved in the relationship between challenge stressors and job performance. Although the results generally supported the dual-stressor framework showing meaningful relationships to the work outcomes through the proposed processes, the link between work self-efficacy and job performance was not significant. This model was analyzed using multi-source data collected from 143 employees from a variety of organizational settings. Implications for the conceptualization of stressors and the development of interventions are discussed.     

Toward understanding understanding: The importance of feeling understood in relationships

People want to be understood by others, yet their perceptions of being understood are only modestly related to actually being understood by others. In this article, we provide an integrative theoretical model and review of research on the processes that contribute to feeling understood and misunderstood by others. The model highlights situational, dispositional, and relational factors that influence feeling understood and underscores the importance of feeling understood for relationship and personal well‐being. We also clarify definitional and measurement issues that have impeded progress in prior research.     

Toward a causal realist account of causal understanding

Within a limited domain, humans can perceive causal relations directly. The term causal realism is used to denote this psychological hypothesis. The domain of causal realism is in actions upon objects and haptic perception of the effects of those actions: When we act upon an object we cannot be mistaken about the fact that we are acting upon it and perceive the causal relation directly through mechanoreceptors. Experiences of actions upon objects give rise to causal knowledge that can be used in the interpretation of perceptual input. Phenomenal causality, the occurrence of causal impressions in visual perception, is a product of the application of acquired causal knowledge in the automatic perceptual interpretation of appropriate stimuli. Causal realism could constitute the foundation on which all causal perception, judgment, inference, attribution, and knowledge develop.     

Toward a theory of individual differences and leadership: understanding the motivation to lead.

A broad, integrative theoretical framework for understanding the relationship between individual differences and various leader behaviors is presented; it proposes a new individual-differences construct called the motivation to lead (MTL). A large-scale study using 3 samples in different occupational and cultural contexts shows 3 factors underlying MTL, namely, affective-identity, noncalculative, and social-normative MTL. A parsimonious model of antecedents to MTL is developed through hierarchical regression modeling and is cross-validated using confirmatory latent variable modeling. MTL is shown to provide incremental validity over other predictors such as general cognitive ability, values, personality, and attitudes in the prediction of 2 behavioral measures of leadership potential. Findings are discussed with reference to the theoretical framework proposed for understanding individual differences in leader behavior.     

A self-regulation approach to understanding citizenship behavior in organizations

Researchers have generally taken a between-person, cross-sectional approach to understand why employees engage in organizational citizenship behavior (OCB). However, in light of recent work indicating that motivated behavior in organizations is often better understood using a within-person, longitudinal approach, we conceptualize citizenship performance as a dynamic cycle that varies over time. Specifically, we use self-regulation theory to explain how employees seek to fulfill goals through their OCBs, make plans to achieve those goals, engage in OCBs, and process feedback regarding their citizenship behavior. In doing so, we highlight the role played by chronic and working self-concept orientations. We also explore the way affective states influence self-regulation and citizenship, discuss unconscious or habitual acts of citizenship, and address the ways in which self-regulation and citizenship may vary over time.     

Toward understanding sex differences in pay allocation: Agency,communion, and reward distribution behavior

This research examined the extent to which the personality characteristics of agency and communion are sex linked, and the extent to which differences in these orientations can account for sex differences in reward distribution behavior. In two studies, the agency and communion level of large samples of male and female undergraduates were assessed. As expected, males were more agentic and females were more communal. Moreover, when subjects who scored high or low on agency and high or low on communion were asked to allocate rewards between themselves and a co-worker, these personality differences were related to their allocation decisions. These results were used as the basis for discussing the role that sex-linked personality differences might play in distributive justice judgments.This article is an adaptation of a colloquium presentation at the meeting of the American Psychological Association, Los Angeles, August 1981. The research reported here was supported by NIMH grant MH29987-1, Goals, Motives, and Norms of Reward Distribution, and by NIMH Biomedical Research Support Grant from the College of Social Science, Michigan State University. The authors wish to thank Andrea Doughty for her valuable advice, and to gratefully acknowledge the help of Mark Teicher, Julie B. Klein, Sue Schnelbach, Pat Loepp, Barb Allen, Gavin Goodrich, Bob O'Hara, Kelly Bowen, Rod Hollenstein, Steve Schultz, and Mary Hurst.     

Toward a theory of verbal behavior

This paper is a reply to an accompanying set of six commentaries by Sidman; Hayes and Barnes; Schusterman, Kastak, and Reichmuth; Tonneau and Sokolowski; Lowenkron; and Moerk. Those commentaries were prompted by our article “On the Origins of Naming and Other Symbolic Behavior” (1996), which was, in turn, followed by 26 commentaries and a reply. In the course of the present reply, we further develop the naming account to embrace more complex verbal relations such as same, different, more, and less. We also examine what we see as the lack of conceptual coherence in equivalence theories, including relational frame theory, and the disparities between these accounts and the findings from empirical research.     

Toward a better understanding of psychological contract breach: a study of customer service employees

Experiences of psychological contract breach have been associated with a range of negative behavior. However, much of the research has focused on master of business administration alumni and managers and made use of self-reported outcomes. Studying a sample of customer service employees, the research found that psychological contract breach was related to lower organizational trust, which, in turn was associated with perceptions of less cooperative employment relations and higher levels of absenteeism. Furthermore, perceptions of external market pressures moderated the effect of psychological contract breach on absenteeism. The study indicated that psychological contract breach can arise when employees perceive discrepancies between an organization's espoused behavioral standards and its actual behavioral standards, and this can affect discretionary absence.     

Toward a better understanding of loneliness in community-dwelling older adults

The purpose of this interpretive phenomenological study was to explore the meaning of loneliness in community-dwelling older adults and to understand their daily practices in coping with loneliness. The sample consisted of 8 women and 4 men. Interviews were conducted with the 12 participants utilizing several tools, including 3 separate interview guides and the UCLA Loneliness Scale, Version 3 (Russell, 1996). A critical finding was that many participants experienced loneliness as a result of disrupted meaningful engagement, due to age-related changes, as well as other losses, including death of spouse, retirement, and giving up the car. Two paradigm cases and themes representing the loneliness and coping experience emerged. Participant coping practices with loneliness included reaching out to others, helping those in need, and seeking companionship with pets. Many older adults are at risk for loneliness because of declining health and other age-related losses that prevent them from remaining engaged in meaningful relationships. Health care professionals can screen for loneliness to identify those at risk and can intervene to help older adults maintain connections. Recommendations for those caring for lonely older adults include active listening, vision and hearing screenings, transportation needs, pet therapy, volunteering, and engagement in social activities.     

Control theory and understanding motivated behavior: A different conclusion

In the preceding article it was argued that control theory is not a useful paradigm for understanding work motivation. In doing so, three primary criticisms were presented: (a) that control theory, as originally formulated, does not adequately describe human behavior, (b) that modifications of control theory to describe human behavior have not been successful, and (c) that the use of logical deductions to develop a control theory model of work motivation is less efficacious than a grounded theory approach. In this reply, it will be shown that (a) the first criticism is not incorrect but is an inappropriate basis for criticism, (b) statements regarding modified control theory models are either inaccurate or premature, and (c) both inductive and deductive reasoning play an important role in theory development. In addressing these issues and in discussing the distinct advantages of current control theory models it will be shown that control theory does provide a viable paradigm for understanding work motivation.Thanks to John R. Hollenbeck for his helpful comments on this paper.     

The body sensation hypothesis: A new contribution to the understanding of preventive health behavior

Abstract

A conceptualization of preventive health behaviors (PHBs) is outlined which focuses upon the body sensations that accompany performance of PHB. While many workers have noted that the sensory consequences associated with PHB may be important in understanding why non-symptomatic, healthy individuals engage in PHB, current models of PHB ignore this dimension of health behavior. The Body Sensation Hypothesis suggests that an important function of PHB may be to regulate body sensations by eliminating and avoiding aversive sensations and to produce pleasurable sensations. The implications of the Body Sensations Hypothesis for the definition of PHB, the acquisition of PHB, health education and health-cognitions, and sex differences in PHB are discussed.     

Toward a formal theory of flexible spatial behavior: geometric category biases generalize across pointing and verbal response types

Three experiments tested whether geometric biases--biases away from perceived reference axes--reported in spatial recall tasks with pointing responses generalized to a recognition task that required a verbal response. Seven-year-olds and adults remembered the location of a dot within a rectangle and then either reproduced its location or verbally selected a matching choice dot from a set of colored options. Results demonstrated that geometric biases generalized to verbal responses; however, the spatial span of the choice set influenced performance as well. These data suggest that the same spatial memory process gives rise to both response types in this task. Simulations of a dynamic field model buttress this claim. More generally, these results challenge accounts that posit separate spatial systems for motor and verbal responses.