COMMUNICATION AND PARTICIPATIVE DECISION MAKING: AN EXPLORATORY STUDY

Traditional models of participative decision making neglect the role subordinates play in establishing a participative environment. In this study, participative decision making is viewed as a social phenomenon defined through interaction between superiors and subordinates. Data obtained from 264 employees of a large social service organization were used to test hypotheses predicting positive associations between participation and superior-subordinate communication behavior. The results provide support for the contention that, for subordinates, participation in decision making is associated strongly with the quantity and quality of communication they experience with their superior. Considering the impact of superior-subordinate communication in the establishment of participative decision making may aid in understanding what preconditions are necessary before such arrangements can become successful.     

AN ALTERNATING TREATMENTS COMPARISON OF ORAL AND TOTAL COMMUNICATION TRAINING WITH MINIMALLY VERBAL RETARDED CHILDREN

This study was a comparison of the effects of oral speech with total communication (speech plus sign language) training on the ability of mentally retarded children to repeat 4-word sentences. Three children were chosen who used single words to communicate but who did not combine words into complete sentences. Three sentence pairs were trained, with each pair having one sentence trained using oral methods and an equivalent one trained using the total communication approach. Both training procedures involved chaining sentence parts, reinforcement, and prompting. Oral methods involved presenting vocal stimuli and requiring vocal responses whereas total communication methods involved presenting vocal and signed stimuli and requiring vocal and signed responses. For the initial sentence pair with each child, an alternating treatments design was used to determine the relative efficacy of the two language training approaches. This was repeated with a second and third sentence pair using a multiprobe technique within a multiple baseline design. Results pointed to the superiority of the total communication approach in facilitating sentence repetition. Possible explanations of these results are offered and the utility of the alternating treatments experimental design is discussed.     

AN EXPLORATORY STUDY OF PREDICTIVE JUDGMENTS IN A TRAFFIC SITUATION

Observers seated in a car were required to predict where they would meet an oncoming car (Exp. I). Meeting point predictions were found to be systematically biased in the direction of the midpoint between cars. The error was proportional to the distance between midpoint and meeting point. A reduction in the errors occurred when the observers were allowed to check their predictions (Exp. II). Perfect agreement was found to hold between subjective midpoint judgments (Exp. III) and meeting point predictions, the former showing a small but obvious regression toward the meeting point.     

AN INVESTIGATION OF EYE GAZE AND ITS RELATION TO SELECTED VERBAL BEHAVIOR

Eye gaze avoidance is examined in relation to the occurrence of turn-taking, vocalized pauses, sentence changes, repetitions, “you know,”“like,” sentence fragments, simple sentences, and complex sentences. The results provide support for the hypothesis that people avoid eye gaze when experiencing difficulty in encoding. This finding is discussed in relation to previous research and possible implications for the study of interpersonal communication.     

TRANSFER OF STIMULUS CONTROL FROM MOTOR TO VERBAL STIMULI1

A transfer of stimulus control procedure was used to teach three profoundly retarded adolescents a series of specific responses to specific verbal instructions. After imitative control of a behavior was established, a verbal instruction was presented immediately before the behavior was modelled. Each correct response was followed on the next trial by inserting a delay between the verbal instruction and the modelling of the behavior. The delays increased from trial to trial. Transfer of stimulus control was indicated when a subject responded correctly on five consecutive trials before the behavior was modelled. All three subjects responded correctly to each verbal instruction after that item was trained in a multiple-baseline order. Generalization did not occur to items that had not been trained. Probe data revealed that some variations of the verbal instructions controlled responses after training was completed.     

学习的外部化活动对解答除法应用题的作用的实验研究

研究目的 本研究是关于十年制学校二年級小学生掌握等分除法和包含除法应用題的心理学問題。等分除法和包含除法应用題涉及求一个数的几分之一和一个数是另一个数的几倍。对于这一类的应用題如何才能理解得正确,如何才能給予正确的解答,这是关系提高教学效率的問題,同时,又是以后学生学习分数与倍数的基础。关于小学生理解等分除法和包含除法应用題的心理特点及外部化活动对人智力活动形成的作用,前人均有一定的研     

AN INVESTIGATION OF THE EFFECTS OF TOKEN REINFORCEMENT ON DIVERGENT VERBAL RESPONDING1

The effect of token reinforcement on three classes of divergent verbal responding to verbal stimulus items from three measures of the Wallach-Kogan Creativity test was examined. The subjects consisted of two “gifted”, two “average”, and two “learning disabled” children from a public-school setting. The design utilized both an intra-subject and inter-subject multiple-baseline design with a reversal design added. Tokens were dispensed contingent upon the number of appropriate verbal responses to each stimulus item, i.e., a continuous schedule of reinforcement was used—one token per appropriate response. Interobserver agreement on “appropiateness” was 993%. The tokens could be used to “purchase” items listed in a “menu” format (e.g., ball and jacks—100 tokens). Consistently large effects of token reinforcement were observed, without generalization of effect across the three classes of behaviors, or conditions. These results support the works of Goetz and Baer (Journal of Applied Behavior Analysis, 1973, 6 , 209–217), Goetz and Salmonson (Behavior Analysis and Education, G. Semb, (Ed.), University of Kansas, 1972, 53–61), and Maloney and Hopkins (Journal of Applied Behavior Analysis, 1973, 6 , 425–434). Implications lie in continued experimental analysis of behavior approach to the concept called “creativity”. Additionally, implications are made in classroom application of assessing and intervening in the area of divergent responding for children with deficits in those areas.     

RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING

Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.     

IMPROVING APPLICANTS' REACTIONS TO REJECTION LETTERS: AN APPLICATION OF FAIRNESS THEORY

Explanations in the context of employment rejection letters were studied from the perspective of fairness theory (Folger & Cropanzano, 1998). In 2 scenario-based studies and 1 field experiment, Would Reducing explanations (i.e., explanations detailing qualifications of the individual who received the job), Should Reducing explanations (i.e., explanations of the appropriateness of the selection process), and Could Reducing explanations (i.e., explanations of external conditions that led to a hiring freeze) were systematically manipulated in communicating negative hiring decisions. Applicants' perceptions of fairness, recommendation intentions, and reapplication behavior were assessed. Results demonstrate strong support for the effectiveness of Would and Could Reducing explanations at reducing perceptions of unfairness and increasing recommendation intentions. In addition, applicants who received the Could Reducing explanation were more than twice as likely to reapply for a future position with the organization than those who received a standard rejection letter. A 3-way interaction among the 3 explanations suggests that 2 explanations may need to be combined in a rejection letter to generate the most positive effects. Findings are discussed from the perspective of fairness theory and practical implications are identified.     

TO NOD OR NOT TO NOD: AN OBSERVATIONAL STUDY OF NONVERBAL COMMUNICATION AND STATUS IN FEMALE AND MALE COLLEGE STUDENTS

Gender studies show that women and men communicate using different styles, but may use either gender style if there are situational status differences. Considering the universal gesture of head nodding as a submissive form of expression, this study investigated head nodding by observing female and male college students in positions of subordinate and equal status. We observed head nodding ( N = 452) in classroom interactions between professor–student and student–student dyads. Overall, women nodded more than men and students nodded more to professors speaking than peers speaking. In addition, female and male students nodded equally to professors speaking, but men nodded less to peers speaking than did women. Thus, both men and women attended to the status and not the gender of the speaker. Future research using varying contexts should further examine the effects of dominance, context, and gender.     

从归因理论的角度探讨我国大学生的社会性评价

本文采用归因理论研究方法测试我国大学生对五种生理病症和五种心理、行为引起的疾患或缺陷的责任归因、情感反应和帮助行为的关系,借以探讨我国大学生对疾患者的社会评价的特点和研究方法。研究结果表明这是一种可用于研究社会性评价的方法。同时,这项研究也体现了我国大学生对某些社会性评价的特点。     

GENERALIZATION OF VERBAL CONDITIONING TO VERBAL AND NONVERBAL BEHAVIOR: GROUP THERAPY WITH CHRONIC PSYCHIATRIC PATIENTS1

Twelve chronic hospitalized female patients received token reinforcement contingent on two separate classes of verbalizations: (a) positive statements about optional activities available in the hospital setting, and (b) positive statements about people. Cross-class generalization of reinforced verbal responses about activities to overt behavior was tested by actual participation in activities; within-class generalization of verbal responses about people to verbalizations in another stimulus setting was assessed in a structured interview situation. A multiple baseline design with contingency reversals was employed to demonstrate experimental control of both classes of verbalizations in the group sessions. Positive statements about activities generalized to actual participation in activities, while generalization of positive statements about people to verbalization in the extra-group setting did not occur.     

HEMISPHERE FUNCTION AND SPATIAL ABILITY: AN EXPLORATORY STUDY OF SEX AND CULTURAL DIFFERENCES

Three experiments investigated performance as a function of the visual hemifield to which verbal and spatial stimuli were presented tachistoscopically. The aim was to relate laterality effects to individual, sex and cultural differences in spatial ability within the framework of a model of hemispheric specialisation. A left-hemisphere advantage for verbal materials was obtained but no advantage for right-hemisphere presentation of visuospatial information occurred in the following samples: British and Ghanaian (experiment 1), high and low spatial ability groups (experiment 2) and males and females (experiment 3). Traditional spatial ability tests had no predictive value for performance on the tachistocopic tasks and an interaction between presentation field and responding hand was interpreted as implying equivalent processing of spatial information in either hemisphere.     

THE EFFECTIVENESS OF VERBAL INSTRUCTION ON TEACHING BEHAVIOR-MODIFICATION SKILLS TO NONPROFESSIONALS1

The effectiveness of a mastery criterion, lecture-based training program for teaching behavior modification to sheltered workshop personnel was evaluated. Staff performance was assessed in terms of: (1) verbal proficiency, as determined from a pre- and posttraining written exam, and (2) application proficiency, as measured by the frequency and appropriateness of staff responses to client behaviors. A direct count was made of the number of positive, negative, and neutral statements following client appropriate and inappropriate behaviors, and the number and type of client behaviors ignored. Thus, it was possible to determine the extent of generalization from classroom to applied settings, as well as the appropriateness of lectures for training specific performance skills. Lecture units introduced stimulus control procedures, shaping-chaining, and contingency management. Characteristic features of the training program were frequent testing, study objectives, immediate remediation, and contingent reinforcement. Verbal instruction was shown to be effective in improving subjects' verbal skills concerning behavior-modification principles, while only partially effective in improving application skills. There was an increase in the total number of staff-client interactions observed for all subjects, but only two of the response classes emphasized in the training program (reinforcing desirable client behavior and ignoring undesirable behavior) showed considerable improvement over pretraining levels. Despite this partial improvement, verbal instruction alone was shown to be insufficient for teaching the full range of behavior-modification skills required to function effectively in applied settings.     

THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER

Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants ( n = 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 ( n = 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.