FEMINIST ATTITUDE ACCESSIBILITY AND BEHAVIORAL INTENTIONS

In order to investigate the role of attitude accessibility in reported intentions to engage in feminist behavior, feminist attitudes were or were not activated, and attitude behavior relations in the two conditions were assessed. Overall, the attitude-behavior relationship was strong and significant when the attitude was made accessible via a priming manipulation. In contrast, the attitude-behavior relationship was low and not significant when the attitude was not accessible, even though domain relevant behavioral intentions had been accessed. Other theoretical perspectives, potential d-irectiorss for future research on feminist attitude behavior consistency, and the applied implications are discussed.     

BEHAVIORAL OBSERVATION SCALES AND THE EVALUATION OF PERFORMANCE APPRAISAL EFFECTIVENESS

An earlier article by the present authors (Bernardin and Kane, 1980) pointed out a serious flaw in the conceptual basis of Behavioral Observation Scales (BOS). The present article explains this flaw in more detail and shows that its solution would make BOS indistinguishable from other methods already in existence. The focus then shifts from the conception of appraisal methods to their evaluation with the presentation of a discussion of the special problems of error capitalization that arise in the use of item analysis in the development of multi-item rating scales. This discussion proceeds to describe the correct approach to removing the effects of error capitalization in the evaluation of the psychometric properties of such rating scales.     

THE RELATION BETWEEN BEHAVIORAL INTENTIONS AND BELIEFS: A PROBABILISTIC MODEL1

Based on mathematical probability theory, a model of the relationship between beliefs and behavioral intention was proposed and tested. In Experiment 1, subjects indicated their beliefs about the consequences of smoking cigarettes as well as their intention to smoke cigarettes. When combined according to the proposed model the average correlation between predicted and obtained behavioral intention was .78 (p<.01). In Experiment 2, implications of the model for changing behavioral intentions were examined. Subjects were presented a hypothetical election campaign between two candidates. Intentions to vote for a given candidate were measured prior to and after presentation of information about some of the candidates' political views. Using the proposed model of intention, the predicted and observed changes in voting intentions were correlated .72 (p<.01). Implications of the model for theories of social behavior and persuasion were discussed.     

EXAMINING THE EFFECTS OF BRIEF TRAINING ON THE ATTITUDES AND FUTURE USE OF BEHAVIORAL METHODS BY TEACHERS

Teachers from government and independent schools anonymously completed a measure of attitudes towards applied behavior analysis (ABA) before and after participation in a short seminar on ABA. A total of 187 primary teachers provided data on professional qualifications, years of teaching, school type, number of students in the classroom, and prior knowledge of ABA. Data were also collected on the number of students with a disability the teacher had instructed. Survey results suggested that, before and after the seminar, teachers held negative attitudes towards ABA. These attitudes, however, significantly and positively shifted after attending the seminar. Neither the number of students taught with a disability over the last 5 years nor teacher type (e.g., specialist or classroom) nor school type (e.g., independent or government) was significantly related to the attitude measure. The findings have implications for ongoing teacher education and professional development, as well as for school psychologists tailoring interventions and framing recommendations for teachers in mainstream primary settings. Copyright © 2014 John Wiley & Sons, Ltd.     

THE EFFECTS OF ON-SITE CHILD CARE ON EMPLOYEE ATTITUDES AND PERFORMANCE

Using a quasi-experimental posttest design, this study compared supervisor perceptions of performance and absenteeism and employee attitudes of 155 child care center users and waiting list employees. Although child care was not related to supervisor views of performance or absenteeism, employees were more likely to receive favorable appraisals if absenteeism was low. Child care had greatest impact on females and employees without a family buffer. Child care positively influenced users' attitudes toward managing work and child care responsibilities, and views on the attractiveness and administration of benefits. The greater the use of care across all dependents, the more favorable the attitudes. A "frustration effect" occurred involving the lowering of waiting list employees' perceptions of the attractiveness and fairness of child care. The study suggests that child care benefits are more likely to significantly effect employee attitudes and membership behaviors such as recruitment and retention than performance or absenteeism.     

THE DEVELOPMENT OF BEHAVIORAL OBSERVATION SCALES FOR APPRAISING THE PERFORMANCE OF FOREMEN

Behavioral observation scales (BOS) were developed for first line foremen. BOS are similar to behavioral expectation scales (BES) in that both are based on a job analysis procedure known as the critical incident technique. However, the BOS differ from BES in that, in developing BOS, (a) a group of individuals is observed and rated on a five-point scale as to the frequency with which they engage in the behavior described by each incident/statement, (b) a total score for each individual is determined by summing the observer's responses for each behavioral item, and (c) an item analysis (or factor analysis, depending upon the sample size) is conducted to select the most discriminating items. Those items with the highest correlations with the total score on a scale are retained to form one behavioral criterion or scale (BOS).     

CROSS-SITUATIONAL SPECIFICITY IN MANAGERs' PERCEPTIONS OF SUBORDINATE PERFORMANCE, ATTRIBUTIONS, AND LEADER BEHAVIORS

Managers' perceptions of subordinates' performance, causes (attributions) of subordinates' performance, and the leader behaviors they employed toward subordinates were examined from the standpoint of cross-situational consistency versus cross-situational specificity. Cross-situational consistency would be indicated if managers' perceptions of performance, attributions, and leader behaviors were stable over different situations, whereas cross-situational specificity would be indicated if these same perceptions indicated reliable variation, as a function of situation. Empirical results for 377 Navy managers provided strong support for cross-situational specificity. Results are discussed in relation to prior research, generated by interactional theory on consistency versus specificity of responses across situations, and in relation to research and developmental needs in leadership, attribution theory, and performance evaluation.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

REFERENT SELECTION IN DETERMINING EQUITY PERCEPTIONS: DIFFERENTIAL EFFECTS ON BEHAVIORAL AND ATTITUDINAL OUTCOMES

The concept of differential equity allows individuals to have different perceptions of equity depending on the pay referent used. Different pay referents should result in different tactics to reduce inequities. To test this hypothesis, equity perceptions with respect to seven different referents were compared as to their relationship to pay satisfaction, intent to remain with a company, and frequency of extra-role behavior. Findings suggest that the various types of inequity relate differentially to each of the three outcome variables.     

BEHAVIORAL MOMENTUM IN THE TREATMENT OF NONCOMPLIANCE

Behavioral momentum refers to the tendency for behavior to persist following a change in environmental conditions. The greater the rate of reinforcement, the greater the behavioral momentum. The intervention for noncompliance consisted of issuing a sequence of commands with which the subject was very likely to comply (i.e., high-probability commands) immediately prior to issuing a low-probability command. In each of five experiments, the high-probability command sequence resulted in a “momentum” of compliant responding that persisted when a low-probability request was issued. Results showed the antecedent high-probability command sequence increased compliance and decreased compliance latency and task duration. “Momentum-like” effects were shown to be distinct from experimenter attention and to depend on the contiguity between the high-probability command sequence and the low-probability command.     

A PSYCHO-PHILOSOPHICAL ANALYSIS OF FOULS AND INTENTIONS IN CONTACT SPORTS

This paper examines the notion of fouls in sports. In the first part of the paper, we examine some actual distinctions and classifications between different kinds of fouls. In the second part we examine the significance, validity, and justification of these classifications from a normative perspective.The term ‘foul’ evokes negative connotation; some would say—negative normative connotations. Conventional wisdom suggests that typically to commit fouls is, by definition, to go against the rules or principles of the contest. Since sport contests are constitutive activities—this means that to foul is to go against the essence of the contest. In other words, to commit fouls seems not to play the game; it seems unsporting. Consider the following typical example: in a premiership match in 2014 Hull’s forward Nikica Jelavic spun around Company and had a clear path to the goal. Manchester City’s defender Vincent Kompany then held him back. Although immediately ejected from the game, it is noteworthy that Kompany was later banned from one match, rather than the usual three match suspension, because the foul was not violent or dangerous in any way. Nevertheless, the example shows that some fouls are considered unsporting even though they do not involve violent or dangerous play. If a player gets past her opponent and finds herself in front of the goal, and then her opponent hugs her forcefully from behind, then such a foul falls outside the bounds of play. It amounts to a refusal to accept the rules of the games. We explore this issue from both a philosophical and a psychological perspective. The first half of the paper shows how actual distinctions between fouls depend on awarding a normative role to intentions. In the second part, a difficulty regarding the possibility that intentions play this role is presented, and a solution is proposed. It will emerge that some fouls are a legitimate part of the game. According to the proposed view, some actions that are forbidden by the official rules of football are illegitimate when performed with intention of a certain kind. Specifically, we will argue that it is legitimate for a player to play so as to take the risk of fouling, so long as fouling is not her intention. When fouls are committed with such a state of mind, they are a part of the game. Furthermore, whereas intention is necessary for illegitimate fouls, it is not sufficient. We will argue briefly that there are also legitimate intended fouls, since some deals or exchanges—fouls in return to penalties—are considered an integral part of the game, and that this view of (some) fouls is legitimate.     

BEHAVIORAL MANAGEMENT AND TASK PERFORMANCE IN ORGANIZATIONS: CONCEPTUAL BACKGROUND, META-ANALYSIS, AND TEST OF ALTERNATIVE MODELS

In this study, we provide the conceptual background, meta-analyze available behavioral management studies ( N = 72) in organizational settings, and examine whether combined reinforcement effects on task performance are additive (sum of individual effects), redundant (combined effects are less than the additive effects), or synergistic (combined effects are greater than the sum of the individual effects). We found a significant overall average effect size of ( d. ) = .47 (16% improvement in performance; 63% probability of success), and a significant within-group heterogeneity of effect sizes. To account for this variation, we conducted a theory-driven moderator analysis, which indicated that money, feedback, and social recognition each had a significant impact on task performance. However, when these 3 reinforcers were used in combination, they produced the strongest (synergistic) effect on task performance. Based on our findings, we offer directions for future research, and suggestions for effective application of behavioral management at work.     

COMPLIANCE TRAINING AND BEHAVIORAL COVARIATION IN THE TREATMENT OF MULTIPLE BEHAVIOR PROBLEMS

The present study investigated the use of a compliance-training procedure and its effect on untreated deviant child behaviors. Three children, each generally noncompliant to adult requests and with several additional problems, such as crying, aggression, and self-injurious behavior, were trained in the compliance procedure under a multiple-baséline design across therapists. Compliance was defined as the correct response to prespecified requests. Other classes of deviant child behavior were measured continuously throughout the study but not directly reinforced. The results of the study showed that (a) increases in compliance to requests were directly related to the contingencies employed; (b) decreases in untreated deviant behaviors occurred when compliance increased, even though no direct contingencies had been placed on these behaviors; and (c) the relationship between untreated deviant behaviors and compliance appeared to be maintained by a different set of events in each of the three children. The results are discussed in terms of behavioral covariation and generalization.     

ATTITUDES TOWARD THE USE OF ANIMALS IN PSYCHOLOGICAL RESEARCH AND EDUCATION:

Abstract— This article reports the results of a national survey in which psychology majors were asked about the use of animals in psychological research and teaching. In general, the attitudes of psychology majors closely resembled the attitudes of practicing psychologists. Students tended to (a) support animal experiments involving observation or confinement, but disapprove of studies involving pain or death, (b) support mandatory pain assessments and the federal protection of rats, mice, pigeons, and reptiles, and (c) support the use of animals in teaching, but oppose an animal laboratory requirement for the psychology major. Opposition to the use of animals was greatest among women, among students at selective schools, and among students living in the Northeast/Mid-Atlantic region of the country.