短时距知觉中的面积效应

初步探讨了短时距（１─５ｓ）下时距刺激的面积大小和立体框架大小对时距知觉的影响及其成因。结果表明：刺激的面积大小对短时距知觉的影响极其显著;存在两种不同反应类型的被试─－大小依存者与非大小依存者,在不同反应类型的被试中刺激的立体框架大小对短时距知觉的影响不同,刺激的立体框架大小对大小依存者的短时距知觉的影响极其显著,但对非大小依存者的影响不显著。     

ON THE PROBLEMS OF PERCEIVED DIFFICULTY

BORG, G., BRATFISCH, O. & DORNI'C, S. On the problems of perceived difficulty. Scand. J. Psychol. , 1971, 12, 249–260.–The development and meaning of the concept of "perceived difficulty" is presented. A concise survey of experiments carried out so far is given with regard to the main theoretical, methodological and applied problems at which the investigations aimed. A substantial part of the paper is devoted to the analysis of the concept of perceived difficulty and to the possibilities of measurement. The concept of perceived difficulty is dealt with also in a differential connection and a model for interindividual comparisons is suggested. It is emphasized that a systematic investigation of perceived difficulty is both possible and useful, and that it yields an opportunity to improve and facilitate the construction of psychological tests. Finally, possible future research projects are briefly outlined.     

THE EFFECT OF NOTE TAKING ON NINTH GRADE STUDENTS' COMPREHENSION

This study examined factors affecting motivation for reading, writing, and spelling in primary grade students using a new measure, the Early Literacy Motivation Survey (ELMS). First-graders (198) responded to questions measuring attributions, self-efficacy, and perceived competence. The ELMS uses scenarios and short tasks to contextualize the questions for young children. A confirmatory factor analysis validated the motivation constructs investigated. A structural equation model produced a good fit for the data and indicated that literacy attributions in young children mediated between achievement and self-efficacy and perceived competence. Findings showed that first-grade students differentiate among their self-efficacy for reading, writing, and spelling.     

THE INFLUENCE OF LAYOFF SEVERITY ON POSTLAYOFF UNION COMMITMENT AMONG SURVIVORS: THE MODERATING EFFECT OF THE PERCEIVED LEGITIMACY OF A LAYOFF ACCOUNT

This study used a moderated cross-level design to predict union commitment among 355 union survivors after layoffs. Survivors experiencing varying degrees of layoffs at 15 job sites judged the legitimacy of the company's layoff explanation. In each case, the account implicated the union as the agent responsible for the layoff decision. Company records were used to aggregate layoff severity within job site. Survey measures were used to assess retrospective belief in the account and commitment to the union after the layoff event. Based on interactional justice theory, a significant interaction was predicted between layoff severity and belief in the account as related to postlayoff union commitment. Survivors with higher levels of belief in the account were expected to be less committed to the union than those with moderate or lower levels of belief under more severe layoffs. Moderated regression analyses of overall commitment supported the expected interaction. Regression analyses of commitment components revealed that only willingness to work for the union was affected by the interaction. Additional analyses, in which the willingness to work component was regressed onto layoff severity within high to low belief subgroups, were also consistent with the prediction. Theoretical and practical implications of the findings for company and union officials in managing union survivors are discussed.     

NOTE ON THE VALIDITY OF THE POWER LAW

On the basis of previous experimental findings, it is argued that the power law is not based on a true (subjective) ratio scale, but on a quasi-ratio scale. Hence, and in spite of the results of the cross-modality matching, the validity of the power law, as well as the validity of models and equations in which a subjective scale is involved, is doubted. It is further indicated that the validity of Brown's law can, under special conditions, be tested by the relation between subjective variables of velocity, length and time. Finally, the relation between the power law and Luce's theorem is discussed briefly.     

THE INFLUENCE OF AUDITORY STIMULUS INTENSITY ON APPARENT DURATION

B erglund , B., B erglund , U., E kman , G. & F rankenhaeuser , M. The influence of auditory stimulus intensity on apparent duration. Scand J. Psychol ., 1969, 10 21–26.— apparent duration of an auditory signal of 1000 C/S was measured by the method of magnitude estimation. Ten different stimulus intensities ranging from 57 to 104 dB were used in combination with three different durations: 50, 250, and 500 msec. The results showed that the apparent duration of the signal grew as a logarithmic function of stimulus intensity. These results are consistent with the hypothesis relating apparent duration to activation level as well as with results of similar experiments involving electrical and vibrotactile stimulation.     

NOTE ON THE RETENTION OF CONNECTED DISCOURSE

Two sentences were constructed having roughly the same content but different predictability ( P -) scores. One or other of the sentences was presented auditorily once only to different groups of subjects who were instructed to listen carefully, without however, being informed of the learning character of the experiment. The groups were then tested for retention after one of the following intervals: IM, 3 min., 2 hours, 20 hours. The sentences were found to differ in memorability (amount recalled) in IM but not in LTM. The reproductions were also analysed with regard to synonym and non-synonym substitutions and the implications for the chunking hypothesis discussed.     

不同情绪模式的词语和图片刺激启动的时间效应

分别使用图片和词语刺激,通过2个实验启动愉快和悲伤情绪,实验分2个实验组和1个控制组,每个组设计了5个处理水平,分别研究不同处理水平状态下的情绪变化。无论是使用图片还是词语启动,研究结果表明,随着时间的推移,愉快情绪轻微波动,而且略有上升势态,启动的愉快情绪至少持续8分钟。另一方面,悲伤情绪则随着时间的推移出现明显的下降趋势,而且呈现先快后慢的特点,在最初的2分钟时间内,下降速度最快,基本接近控制组,4分钟后,悲伤情绪稳定;启动的悲伤情绪一般持续2~4分钟。     

THE PERCEIVED IMPORTANCE OF DEVELOPMENTAL RELATIONSHIPS ON WOMEN UNDERGRADUATES' PURSUIT OF SCIENCE

Using a survey of women science majors, we tested the assumption that women mentors and other women guides help women students pursue the sciences. The survey explicitly distinguished among three types of guides: mentors (who provide psychosocial support), sponsors (who provide instrumental support), and role models (who act as examples) encountered before and during college. We found that over 90% of the women had a guide of one type or another, that mentors were most influential to women's pursuit of science, and that guides during college were more influential than guides prior to college. Participants reported having more female than male guides overall, but that some of the most influential guides were men.     

THE EFFECTS OF FEEDBACK SEQUENCE AND EXPERTISE OF THE RATER ON PERCEIVED FEEDBACK ACCURACY1

Using a 2 × 2 experimental design, the present study examined the main and interactive effects of feedback sequence (negative-positive vs. positive-negative) and expertise of the rater (high vs. low) on perceptions of feedback accuracy. In addition, the study assessed the moderating effects of locus of control and self-esteem on the relationship between feedback sequence and perceived feedback accuracy. Results indicate that the order in which positive or negative feedback is presented affects perceived feedback accuracy. Moreover, results suggest that feedback sequence interacts with the expertise of the rater to affect perceptions of feedback accuracy. In addition, the findings suggest that both locus of control and self-esteem moderate the relationship between feedback sequence and perceived feedback accuracy. Implications of the study's findings for presenting feedback in performance appraisal/feedback sessions are discussed.     

NOTE ON THE PREDICTION OF FACTORIALLY COMPLEX CLASSES

Indices of the discriminatory power of items, based on the differences in performances of groups, can be influenced by the degree of factorial mixture with respect to such groups. An illustrative example is presented, using hypothetical data. Items, normally rejected on the basis of such discriminatory tests, may be of value for predictive purposes. An empirical example of such a use is offered.     

THE EFFECT OF POSITION POWER AND PERCEIVED TASK COMPETENCE ON TRAINER EFFECTIVENESS: A PARTIAL UTILIZATION OF FIEDLER'S CONTINGENCY MODEL OF LEADERSHIP1

This study investigates the effect of trainer position power and trainer perceived task competence on trainees' performance levels. Three classifications of position power are examined: (1) high position power; (2) moderate position power; and (3) low position power. Two conditions of perceived task competence are also investigated: (1) high competence trainer behavior and (2) low competence trainer behavior. The results indicate that trainees perform at a higher level when trained by a trainer with high position power and high task competence as compared to a trainer with low position power and low task competence. The results also show that the trainer's position power and trainer's task competence jointly affect trainee effectiveness. Based on the research results, changes in organizations' standard training programs are recommended.     

THE PERCEIVED VALUE OF FRINGE BENEFITS

One hundred eighty-two University of Arizona employees each participated in one of two field studies of the valuation of fringe benefits. Findings included: (a) a lack of employee knowledge regarding employer cost and market value of the studied benefit, and (b) significant undervaluation of the benefit by employees. These findings are consistent with the hypothesis that employee benefit valuations anchor on employee contributions. Implications for practitioners and suggestions for further research are discussed.     

NOTE ON THE SUBJECTIVE SPEED OF MANUAL WORK

A preliminary experiment is described, in which the speed of three manual activities was estimated by the method of magnitude estimation. Within the rather narrow stimulus range of 1/1.35 the subjective range was 1/1.86 for card dealing, 1/1.64 for shoveling gravel, and 1/1.41 for packing. Tentative interpretations of these differences are discussed.     

NOTE ON THE DOUBLE CENTERING OF DICHOTOMIZED MATRICES

A method is described for the double centering of dichotomized score matrices. It is based on a modification of the r _s coefficient of Guilford in which a second set of values, based on the reversed scoring of the original set, is used. A comparison of indices from matrices centered in such a manner, with some coefficients customarily obtained from score matrices, is presented.     

THE INFLUENCE OF INTENSITY AND DURATION OF ELECTRICAL STIMULATION ON SUBJECTIVE VARIABLES

The unpleasantness and subjective duration of an A.C. current of 50 c/sec applied to two fingers was scaled by subjects using the method of magnitude estimation. Stimulation was varied with regard to both intensity and duration. It was found that (1) unpleasantness increased logarithmically with stimulus duration, (2) unpleasantness was a power function, with the exponent 1.5, of stimulus intensity, (3) subjective duration was essentially linearly related to stimulus duration, and (4) subjective duration increased logarithmically with intensity of stimulation.     

EFFECT OF TEMPORARY CONTRACTS ON PERCEIVED WORK CHARACTERISTICS AND JOB STRAIN: A LONGITUDINAL STUDY

This longitudinal study investigates differences in perceived work characteristics and job strain as a function of employment status. The study examines the effects of a change from involuntary temporary to permanent status ( N = 75) compared to staying permanent ( N = 257), as well as comparing temporary contract and permanent contract employees at Time 1 and a second-wave comparison that included new temporary contract employees ( N = 92) and new permanent contract employees ( N = 34). Results suggest that temporary employment status is associated with negative and positive consequences. On the negative side, temporary status reduced perceptions of job security and participative decision making, which had deleterious effects on job strain. On the other hand, temporary employees had fewer strain-inducing role demands (in particular, lower role overload). The net effect was that temporary employees had lower job strain, which analyses suggested was due to indirect effects of the lower role demands.