ON VOLUNTARY ACTION AND ITS HIERARCHICAL STRUCTURE1

Les AA., cherchant à découvrir quels sont les caractères de l'organisation de quelques systèmes biologiques au cours de la première enfance, montrent comment un comportement primitivement automatique et réflexe se transforme graduellement en contrôle volontaire. Sur la base d'expériences qui ont porté sur la manière dont deux activités conflictuelles, téter et regarder, s'intègrent chez le bébé de 2 à 3 mois, on peut distinguer des étapes dans le processus d'organisation : (a) d'abord, suppression de I'une ou de l'autre activité; (b) ensuite, alternance des deux sans interférence; (c), enfin maintien en place des deux à la fois : la structure des deux activités est intégrée dans un acte qui les comprend I'une et l'autre, les parties y étant cependant exécutées séparément. Dans une autre expérience, on observe que les bébés s'efforcent de voir nettement, but qui est fixé arbitrairement, en coordonnant suçage et regard, à l'aide d'une stratégie de réponses qui est hiérarchiquement organisée et adaptative. Certains épisodes du développement de la manipulation des objets avec guidage visuel, montrent comment un programme d'action peut être mis en place dès le début. La maîtrise de l'action implique un cycle de restriction brutale des formes du mouvement et de formation programmée de l'habileté dans les limites de cette restriction. On peut dire, en conclusion, qu'il y a une organisation adaptative, générique et intelligente du comportement à chaque âge. Elle est atteinte de façon inégale et imparfaite, par intermittence et incomplètement : une nouvelle analyse fonctionnelle est nécessaire.     

AGE DISCRIMINATION AND PERSONNEL PSYCHOLOGY: A REVIEW AND SYNTHESIS OF THE LEGAL LITERATURE WITH IMPLICATIONS FOR FUTURE RESEARCH

One hundred and fifty-two court cases were reviewed to determine the standards set by the courts for establishing a claim of age discrimination under the Age Discrimination in Employment Act, as amended. Fifty-three are discussed. Two major issues were examined in Part 1 of the review: (1) the type and extent of the evidence sufficient to establish a complaint of age discrimination and (2) available defenses against age discrimination complaints. Part 2 discussed employer strategies for averting and/or dealing with discrimination complaints. Also discussed were the research-related implications of the age discrimination case law, as well as the role of professionals in future research.     

HOW SOCIAL DOMINANCE ORIENTATION AND JOB STATUS INFLUENCE PERCEPTIONS OF AFRICAN-AMERICAN AFFIRMATIVE ACTION BENEFICIARIES

This paper examines evaluative judgments about an African-American beneficiary of affirmative action (AA) in two studies. Based on a motivated social cognition model, we test whether the use of AA, social dominance orientation (SDO), and job status jointly influence judgments about the future job performance and career progression of an AA beneficiary. In a sample of 244 undergraduate business students, Study 1 showed that SDO and AA interact to predict job-related performance expectations, and AA and job status interact to predict career progression expectations. Study 2 used a different sample of 190 business undergraduates to test whether the effects of AA, job status, SDO and their interactions on evaluative judgments is mediated by stereotype application. Results showed that different dimensions of stereotypes mediated the relationships between SDO, job status and the AA × SDO interaction.     

EMPLOYMENT AT-WILL AND EMPLOYEE DISCHARGE: A JUSTICE PERSPECTIVE ON LEGAL ACTION FOLLOWING TERMINATION

In contrast to statutory constraints on employment-related discrimination, the primary legal context for employee discharge is the common law doctrine of employment at-will. Although some attention has been given to legal issues surrounding employee discharge, there has been little systematic effort to identify the psychological antecedents of the decision to bring suit against organizations for discharge-related reasons. This paper provides an overview of employment at-will and its history in the U.S. and reviews legal developments related to at-will since the late 1980s. We then offer a preliminary model addressing the decision by a discharged employee to bring suit against an organization and the factors influencing the likelihood of liability. We end with a number of practical suggestions that follow from the literature review and model.     

THE DIVERSITY–VALIDITY DILEMMA: BEYOND SELECTION—THE ROLE OF AFFIRMATIVE ACTION

Several of the most valid predictors used to make employment decisions create a diversity–validity dilemma ( Pyburn, Ployhart, & Kravitz, this issue, 2008 ). This diversity–validity dilemma can be resolved by (a) reducing adverse impact through a variety of technical steps ( Ployhart & Holtz, this issue, 2008 ) or (b) using affirmative action to increase representation of the disadvantaged groups. This paper focuses on the second approach. The paper begins with a very brief review of the legal bases of affirmative action and a summary of the research on affirmative action attitudes. This is followed with reviews of research on the ongoing existence of workplace discrimination, the economic impact of affirmative action on target groups and organizations, and stigmatization of target group members by others and by target group members themselves. Most problems with affirmative action apply only or primarily to preference-based forms, so nonpreferential approaches to affirmative action are recommended to increase the attraction, selection, inclusion, and retention of underrepresented group members.     

GENDER, DISCRIMINATION BELIEFS, GROUP-BASED GUILT, AND RESPONSES TO AFFIRMATIVE ACTION FOR AUSTRALIAN WOMEN

Views of a selection committee's decision to promote a woman over a man on the basis of affirmative action were studied in a random sample of Australians (118 men and 111 women). The relations between perceptions of workplace gender discrimination, feelings of collective responsibility and guilt for discrimination, and judgments of entitlement to and, secondarily, deservingness of affirmative action were examined. AMOS analyses indicated that men's reports of collective guilt predicted attitudes toward women's entitlement. No coherent model was observed for women, which suggested ambivalent attitudes toward affirmative action. Gender differences in discrimination beliefs also suggested that women believe men are unfairly advantaged and that men believe women are responsible for their own disadvantage. Implications for research examining collective emotions and their role in social justice judgments are discussed.     

THE IMPLICATIONS OF PROFESSIONAL AND LEGAL GUIDELINES FOR COURT DECISIONS INVOLVING CRITERION-RELATED VALIDITY: A REVIEW AND ANALYSIS

Title VII court cases litigated since 1978 were reviewed to assess the implications of the latest professional and legal guidelines for court deliberations regarding the criterion-related validity of paper-and-pencil tests with adverse impact. Major topics important to an understanding of predictor, criterion, procedural, data analysis, and interpretation issues were examined. Among the major findings were the heavy reliance placed on test development procedures and the reluctance of many judges to accept recent research findings, often contained in professional guidelines, which are inconsistent with those in the Uniform Guidelines on Employee Selection Procedures (1978). Suggestions are offered throughout to guide employers who are interested in successfully conducting or defending a criterion-related validation study.     

类别表征与策略的脑科学研究及对思维教学的启示

脑科学研究表明,分类中对物体的知觉表征激活颞下叶皮层和颞中区等区域;语义表征激活前额皮层等。语义加工和知觉表征相互作用的脑机制表现为额区与视觉区域间信息的传递、提取。分类策略主要有规则策略和相似性策略两种。规则策略激活额区等广泛区域;相似性策略与视觉区域相关,包含着对个别样例的记忆过程。基于以上研究结果,本文从学习材料的表征和对材料进行表征时的策略两个方面为思维教学提出了一些建议。     

COMPETENCE IN ASPECTS OF BEHAVIORAL TREATMENT AND CONSULTATION: IMPLICATIONS FOR SERVICE DELIVERY AND GRADUATE TRAINING

This study examined the extent to which competence in applying behavioral procedures (timeout from positive reinforcement) was sufficient to establish competence in teaching others to apply the same procedures. During baseline, graduate students attempted to instruct parents with a history of child abuse and neglect in the use of time-out. Students were then instructed in the use of time-out until they achieved proficiency in a role-play context. They then reattempted to instruct the parents. Finally, the students were instructed in certain consultation skills (i.e., teaching others to apply behavioral procedures) and again attempted to instruct parents in the application of time-out. Observations of students' consultation skills, parents' proficiency at administering time-out, and children's compliance to parental instructions revealed that explicit training in behavioral consulting skills was necessary to produce improvements in these behaviors. Students' proficiency at administering time-out was insufficient to enable them to instruct others in its application. These results were corroborated by surveys of both students and staff. The implications for graduate training and service delivery are discussed.     

CONDUCTING NONSEXIST RESEARCH, PREVENTION, AND TREATMENT WITH FATHERS AND MOTHERS:

In published research and in unpublished doctoral dissertation research, fathers are underrepresented in the investigation of child and family functioning. A number of possible explanations for this underrepresentation are discussed, including researchers'use of sexist theories that either directly or indirectly result in mother blaming, family demographics that suggest fathers are less present in the lives of their children when compared with mothers, and researchers'perceptions of fathers'unwillingness to participate in research. In order to encourage nonsexist family research that includes both mothers and fathers, recommendations are provided to increase the inclusion of fathers in child and family research. Specifically, researchers are encouraged to always provide parallel investigations of paternal factors when maternal factors are investigated. Researchers are also encouraged to investigate similarities as well as differences between mothers and fathers in relation to their children's functioning. Implications for the involvement of fathers in prevention and clinical interventions are discussed. In order to move beyond non-sexist research, feminist research issues are also raised.     

ESTABLISHING OPERATIONS: IMPLICATIONS FOR THE ASSESSMENT,TREATMENT, AND PREVENTION OF PROBLEM BEHAVIOR

This paper seeks to integrate Michael's (1982, 1993) discussion of the concept of the establishing operation (EO) with existing conceptual and empirical analyses of problem behavior in people with developmental disabilities. The paper begins with a summary of Michael (1993), which seeks to describe his concept of the EO and place it briefly in historical context. The role of EOs in evoking and establishing motivation for problem behavior is considered in some detail. A case is made for the greater consideration of EOs in the functional analysis of problem behavior, and specific suggestions for detecting the operation of conditioned establishing operations are offered. Turning to treatment, the paper considers the role played by EOs in existing procedures and discusses the development of treatment strategies that seek to modify EOs, extinguish EOs, and modify the responses evoked by EOs. Finally, consideration is given to the implications of EOs for the more systemic treatment and prevention of problem behavior.     

A CRITIQUE OF LEADER MATCH AND ITS IMPLICATIONS FOR LEADERSHIP RESEARCH

It is argued that Fiedler and Mahar's (1979a) conclusion that Leader Match is a promising method for improving leadership effectiveness is unjustified. The core assumption of Leader Match is that congruence between leaders' LPC score and their situations accounts for a major proportion of the variance in group performance. This assumption does not seem sustainable in view of what we currently know about the determinants of group performance, and furthermore it has not been demonstrated by research using the Contingency model. Contingency model research has shown only that leadership style may affect productivity when a number of other structural/situational variables are controlled for. A brief review of empirical research using Leader Match indicates that evidence for the model is unconvincing because of the serious problem of identifying appropriate criteria of leader effectiveness and the prevalence of a number of alternative explanations for the results of many of the studies. The implications of this critique for leadership research in general are then considered.     

AGE AND VOLUNTARY TURNOVER: A QUANTITATIVE REVIEW

The bivariate relationship between chronological age and voluntary turnover was examined. Using a database that spans the years 1959-1993 and contains 46 samples with a total of 42,625 individuals, meta-analyses were performed. In contrast to previous reviews (Cotton & Tuttle, 1986; Rhodes, 1983), the relationship between age and turnover was small and near zero ( p = -.08). Job tenure did not appear to moderate the relationship to any substantial extent. We conclude that age is not meaningfully related to an individual's decision to leave an organization.     

A SIKH PERSPECTIVE ON ALCOHOL AND DRUGS: IMPLICATIONS FOR THE TREATMENT OF PUNJABI-SIKH PATIENTS

This paper presents a Sikh perspective on the use of alcohol and drugs. In doing so, it takes into account the dichotomy that exists between Sikh ethical values and the Punjabi cultural attitude toward alcohol and drugs. It further discusses the Sikh perspective on treating substance-related disorders in the light of contemporary approaches to addiction, such as the bio-psychosocial model and the Alcoholics Anonymous twelve-step program. The paper concludes by highlighting the treatment issues that need to be taken into consideration when helping Punjabi-Sikh patients recover from alcohol or drug related addiction.     

LEGAL DEVELOPMENTS IN EMPLOYMENT TESTING: Albemarle AND BEYOND

Recent court cases have continued to support the Equal Employment Opportunity Commission's employee selection guidelines. The most unambiguous support came in Albemarle Paper Co. v. Moody , decided by the U. S. Supreme Court in 1975. The Court's 1976 opinion in Washington v. Davis set forth more relaxed statutory standards than those of the EEOC Guidelines, but subsequent lower court decisions have continued to support the EEOC Guidelines, and the new Federal Executive Agency Guidelines have not supplanted them. The EEOC Guidelines provisions upheld in Albemarle are compared with the APA Test Standards and with APA Division 14's Personnel Selection Principles, and implications for employment testing are discussed.