EFFECTS OF PICTURE PROMPTS ON THE ACQUISITION OF COMPLEX VOCATIONAL TASKS BY MENTALLY RETARDED ADOLESCENTS

The effects of using picture prompts on the acquisition, generalization, and maintenance of complex vocational tasks were evaluated within a multiple baseline design across subjects and tasks. Five moderately and severely mentally retarded adolescents were first trained to use picture prompts to guide their performance on one or more complex tasks. Following training, posttesting with and without the picture prompts was conducted to evaluate the effects of training and to determine maintenance effects over a 2- to 4-week interval. Generalization of performance across tasks was assessed with three of the students who were provided novel tasks (with and without picture prompts) without training. Results indicated that picture prompts can be successfully used to promote both acquisition and generalization of performance, and that subsequent training time on a novel task was reduced when the use of picture prompts had been previously trained.     

REDUCING DISRUPTIVE BEHAVIORS OF ELEMENTARY PHYSICAL EDUCATION STUDENTS WITH SIT AND WATCH

This study reduced the disruptive behaviors of students in two elementary physical education classes: a regular fourth-grade class comprised of 30 students and an alternative education class containing 14 fourth- and fifth-grade boys with severe behavior problems. Using a multiple baseline design, we introduced a modified time-out procedure called “Sit and Watch.” The procedure reduced the frequency of disruptive behaviors by 95%. Sit and Watch proved to be socially acceptable to parents, school personnel, and the physical education teacher.     

不同干预方式、不同应激源对血压、心率的影响

探讨不同干预方式、不同应激源对血压、心率影响的差异。被试为本科生48人,采取干预方式、应激源、实验间期的三因素混合实验设计。干预方式为放松训练和预知,应激源为心算和恐怖影片。实验间期包括基线期、干预期、应激期、恢复期。实验的因变量为每个实验间期的血压和心率。结果显示,心算应激引起的血压和心率升高显著高于恐怖影片应激引起的血压和心率的升高;放松训练组和预知组其干预期的血压和心率值都低于基线期;干预方式和应激源在血压和心率两个指标上交互作用不显著。结果表明,与恐怖情绪引起的紧张相比较,智力操作紧张更容易影响血压和心率;放松训练和预知对于对抗应激时血压和心率升高都起到了一定的作用;不同干预方式对于不同性质的应激源作用没有差别。     

THE EFFECTS OF FEEDBACK ON BLOOD PRESSURE DISCRIMINATION

Discrimination of blood pressure in the natural environment as a function of feedback was assessed. Seventeen normotensives screened for blood pressure lability were randomly assigned to two groups. These subjects were then asked to estimate their systolic and diastolic blood pressure values two times per day over a 4-week period. Feedback for accuracy of blood pressure discriminations was implemented across the two groups in a multiple baseline fashion, using a feedback withdrawal condition in Group I to assess maintenance effects over time. Results showed improvement in discrimination accuracy for subjects in both groups when feedback was used, and no decrement in performance over a 2-week period after feedback was removed for subjects in Group I. Discrimination of systolic pressures improved at a slightly faster rate than discrimination of diastolic pressures.     

ON THE RELATIVE REINFORCING EFFECTS OF CHOICE AND DIFFERENTIAL CONSEQUENCES

Research on the reinforcing effects of providing choice-making opportunities to individuals with developmental disabilities (i.e., allowing them to choose reinforcers or tasks) has produced inconsistent results, perhaps because the mechanisms underlying such effects remain unclear. Choice may produce a reinforcement effect because it is correlated with differential consequences (i.e., choice may increase one's access to higher preference stimuli), or it may have reinforcement value independent of (or in addition to) the chosen stimulus. In Experiment 1, we used a concurrent-operants arrangement to assess preference for a choice condition (in which participants selected one of two available reinforcers) relative to a no-choice condition (in which the therapist selected the same reinforcers on a yoked schedule). All 3 participants preferred the choice option. In Experiment 2, we altered the schedules so that the participant selected one of two lower preference reinforcers in the choice condition, whereas the therapist selected a higher preference stimulus for the participant either half or all of the time in the no-choice condition. Participants typically allowed the therapist to select reinforcers for them (i.e., they allocated responding to the no-choice condition) when it resulted in greater access to higher preference stimuli.     

THE EFFECTS OF CONSUMER CHARACTERISTICS AND TYPE OF EMPLOYMENT MODEL ON INDIVIDUAL OUTCOMES IN SUPPORTED EMPLOYMENT

Although recent federal legislation has led to a proliferation of supported employment programs throughout the country, little information is available that documents the success of these programs. In the present study, we examined the effect of different consumer characteristics and alternative supported employment service delivery models on key employment outcomes including hourly wage, hours worked per week, increase in earnings after supported employment participation, and level of integration on the job. The employment outcomes of a sample of 1,550 individuals receiving supported employment services through 96 local programs in eight states were analyzed to determine the effects of the key independent variables of primary disability and type of employment model. Results indicate that all groups of individuals, regardless of their primary disability, benefited significantly from supported employment participation. Further, data indicate that the individual placement model generated employment outcomes superior to those resulting from group employment options, particularly work crews. Implications of the results for future program development activities are discussed.     

风险偏好与框架效应对大学生职业决策的影响

在应用Hsee等设计的风险偏好水平问卷对46名大学生进行分组的基础上,通过设计职业决策情境,探究了当代大学生职业决策与其风险偏好、职业方案以及方案的框架性倾向之间的关系。研究结果表明：（1）高风险偏好大学生的职业选择倾向明显高于低风险偏好的大学生,尤其对冒险职业方案的选择中,上述趋势最为明显;（2）框架效应存在于大学生职业决策情境中,他们更倾向于选择采用积极口吻表述的职业方案;（3）大学生对冒险、折中、保守三种方案的职业选择倾向有显著地逐渐增大的趋势。     

THE EFFECTS OF CHOICE AND TASK PREFERENCE ON THE WORK PERFORMANCE OF ADULTS WITH SEVERE DISABILITIES

We evaluated the effects of choice versus the assignment of tasks of varying preferences on the work engagement of adults with severe disabilities. The combined results of two experiments suggest that the relative preference for a task may be an important variable in the effectiveness of choice for some individuals.     

应激干预对不同行为类型大学生心率血压手指温度的影响

探讨应激干预对心率、血压、手指温度的影响及不同行为类型的差异。被试为河北师范大学本科生72人(A、B型各36人),应激干预为音乐放松、腹式呼吸和静坐休息,实验包括基线期-干预期-应激期-恢复期四个阶段,在观看紧张性影片前进行应激前干预,记录被试的心率、血压、手指温度。结果发现,就缓解应激所产生的交感神经活动增强来说,音乐放松效果较好,腹式呼吸也明显优于自然休息;行为类型（A、B）和应激干预大多表现出来交互作用;个体生理反应的性别差异与生理指标有关,基线值的性别差异较大时,男女生的生理数据不宜混合在一起,基线值相差不大时,可以用相对值（如变化值或变化率）进行统计处理。说明行为类型（A、B）对于应激而言是一种微调变量,在自然休息状态或者低应激水平下作用更明显,应激水平较高时,行为类型的调节作用会显著降低;不同应激干预适用不同行为类型个体     

EFFECTS OF EXTINCTION ALONE AND EXTINCTION PLUS FUNCTIONAL COMMUNICATION TRAINING ON COVARIATION OF PROBLEM BEHAVIORS

In this investigation, extinction (EXT) was applied alone or in combination with functional communication training (FCT) to less severe topographies of problem behavior while more severe topographies continued to be reinforced. EXT alone decreased less severe and increased more severe topographies of problem behavior (i.e., response covariation), whereas EXT with FCT reduced all topographies of problem behavior to near-zero levels.     

THE EFFECTS OF SELF-MONITORING AND SUPERVISOR FEEDBACK ON STAFF PERFORMANCE IN A RESIDENTIAL SETTING

We evaluated the effects of a self-monitoring procedure to increase staff on-task behavior and adherence to scheduled activities. Self-monitoring involved the use of activity cards that staff members completed and carried with them to assist in determining the activities for which they were responsible at any given time. Increases in both on-schedule and on-task behavior resulted. Supervisor feedback was subsequently added because some staff members did not maintain consistently high levels of performance. Generalization data indicated that staff members implemented the procedure during evening hours without specific programming. The advantages and limitations of using a self-monitoring procedure for improving performance of staff members in residential settings are discussed.     

THE EFFECTS OF PERFORMANCE FEEDBACK ON THE SAFETY OF CLIENT LIFTING AND TRANSFER

Individual written and verbal performance feedback was examined to determine its influence on the safety with which physically disabled clients were transferred. Two client-transfer techniques were task analyzed and six direct service providers' on-the-job performance was measured weekly. A multiple baseline across settings and subjects was used to evaluate effects of the feedback. Consumer satisfaction and the costs of the procedures were also assessed. Results showed that feedback was consistently followed by improvements in safe performance. These improvements tended to maintain as feedback was faded. Participants favorably rated the feedback procedure and consistently recommended its use with other staff.     

ATTENTION TRAINING: THE USE OF OVERCORRECTION AVOIDANCE TO INCREASE THE EYE CONTACT OF AUTISTIC AND RETARDED CHILDREN

A crucial first step in teaching and training the retarded and autistic is to develop and maintain eye contact with the therapist. Functional movement training (an overcorrection procedure) plus edibles and praise were compared with edibles and praise alone as a method of developing eye contact in three such children. In both conditions, the child was given food and praise when eye contact occurred within 5 sec of the therapist's verbal prompt: “Look at me.” Functional movement training avoidance plus edibles and praise produced about 90% attention for the three children, while edibles and praise alone were less effective (eye contact never exceeded 55%). Functional movement training avoidance combined with edibles and praise appears to be an effective method of teaching eye contact and possibly other forms of instruction-following to behaviorally disordered children who are not always responsive to positive consequences.     

PROCEDURAL VARIATIONS IN GROUP CONTINGENCIES: EFFECTS ON CHILDREN'S ACADEMIC AND SOCIAL BEHAVIORS

There has been little research on the effects of the many procedural variables in applied group contingencies. In the present study, an individualized contingency and three group contingencies with different “responder” criteria (e.g., reward based on the group average, reward based on the work of a designated, low-achieving student, or reward based on the work of a randomly selected student) were applied to the academic work of primary grade children in a learning disabilities classroom. Group social interaction during each contingency was measured systematically. Although there were large individual differences in students' academic and social responses to the different contingencies, some consistent effects were observed. Two of the four low-achieving target students did their best academic work during the group contingency which focused on their performance as a designated responder. This type of contingency also produced high levels of positive social interaction in three of four groups of children observed.     

POSITIVE PEER PRESSURE: THE EFFECTS OF PEER MONITORING ON CHILDREN'S DISRUPTIVE BEHAVIOR

Classroom peers can serve as powerful sources of reinforcement in increasing or maintaining both the positive and negative behaviors of their classmates. In two experiments, we examined the effectiveness of a peer-monitored token system on reducing disruption and nonparticipation during a transition period of a kindergarten class for behaviorally impaired children. Additionally, the effect of providing and subsequently withholding corrective feedback to peer mediators on the accuracy of their point awards was evaluated. Results in Experiment 1 suggest that both teacher-and peer-monitored interventions were successful in decreasing disruption and increasing participation of monitored peers. Experiment 2 further demonstrated that peer monitors could successfully initiate the token system without prior adult implementation. Analysis of the point awards in both experiments indicates that peer monitors consistently awarded points that were earned. However, when corrective feedback was withdrawn the peer monitors frequently awarded points that were not earned, i.e., they rarely withheld points for undesirable behavior. Even so, the monitored peers' disruptive behavior was maintained at low rates.     

EFFECTS OF A VOICE OUTPUT COMMUNICATION AID ON INTERACTIONS BETWEEN SUPPORT PERSONNEL AND AN INDIVIDUAL WITH MULTIPLE DISABILITIES

We evaluated a means of increasing staff members' interactions with an individual with multiple disabilities through use of a voice output communication aid (VOCA). When activated, the VOCA allowed the individual to communicate through synthesized speech. Results indicated that staff members interacted with the individual more frequently when she had access to the VOCA, suggesting that VOCAs may represent an alternative to more traditional staff management programs for increasing interactions.     

重复知盲:刺激呈现时间及作业对反应时的影响

本研究用汉字材料及反应时的数据来探讨重复知盲现象及有关机制。在实验一中,被试必须判断快速连续呈现的两个字究竟是否包含两个或是只有一个动物字。结果显示在７０毫秒时,有重复知盲现象（重复动物字组比非重复动物字组的反应时为长）;在１００毫秒时则无;另外,在２００毫秒时则有重复启动现象产生（重复动物字组比非重复动物字组的反应时为短）。实验二采用同样的材料及呈现方法,但被试只需要判断以７０毫秒呈现之实验材料中的第二个字是否动物字。结果发现类似重复启动的现象,这些结果显示,呈现时间与作业是决定重复刺激究竟造成知盲或启动效应的重要因素。本文另外还讨论本研究的方法与结果对了解重复刺激心理加工的可能贡献。     

TEACHING ELEMENTARY STUDENTS WITH DEVELOPMENTAL DISABILITIES TO RECRUIT TEACHER ATTENTION IN A GENERAL EDUCATION CLASSROOM: EFFECTS ON TEACHER PRAISE AND ACADEMIC PRODUCTIVITY

Four fourth graders with developmental disabilities were trained to recruit teacher attention while they worked on spelling assignments in a general education classroom. The students were taught to show their work to the teacher two to three times per session and to make statements such as, “How am I doing?” or “Look, I'm all finished!” Training was conducted in the special education classroom and consisted of modeling, role playing, error correction, and praise. A multiple baseline across students design showed that recruitment training increased (a) the frequency of students' recruiting, (b) the frequency of teacher praise received by the students, (c) the percentage of worksheet items completed, and (d) the accuracy with which the students completed the spelling assignments.     

WHEN COWORKERS AND MANAGERS QUIT: THE EFFECTS OF TURNOVER AND SHARED VALUES ON PERFORMANCE

We examined the relationship between work unit, direct management, and overall management turnover and performance improvement following an intervention in fifty work units in multiple organizations in eight countries. Direct management turnover was negatively related to performance improvement, while work unit and overall management turnover were not. We also investigated shared values as a moderator of the turnover-performance relationship and found that high shared values buffered the negative effect of overall management turnover on performance improvement. The results are noteworthy, as they point to the importance of examining turnover at different organizational levels and identifying moderators of the turnover-performance relationship.