TEMPORAL INTEGRATION OF PERCEPTUAL RESPONSE TO SUPRALIMINAL ELECTRICAL STIMULATION

E kman , G., F röberg , J. & F rankenhaeuser , M. Temporal integration of perceptual response to supraliminal electrical stimulation. Scand. J. Psychol ., 1968, 9, 83–88.—The effect of duration of electrical stimulation on perceived unpleasantness was investigated in 10 subjects. Duration of stimulation ranged from 0.05 to 3.00 sec. Three levels of intensity were investigated representing 2, 3, and 4 times the individual sensation threshold. For all stimulus intensities perceived unpleasantness was a simple logarithmic function of stimulus duration over the whole temporal range. This relation describes the trend of both the group data and the data from most individual subjects. The results support previous findings over a narrower temporal range and agree with results recently obtained in several additional sense modalities.     

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.     

REDUCTIONS IN SELF-INJURY PRODUCED BY TRANSCUTANEOUS ELECTRICAL NERVE STIMULATION

Transcutaneous electrical nerve stimulation is used to reduce pain but also may be useful for self-injurious behavior (SIB). In the current investigation, a microcurrent electromedical device, classified as a transcutaneous electrical nerve stimulator (TENS), was applied with a man with Down syndrome who displayed SIB that persisted in the absence of social contingencies. Although clinically significant results were not maintained, a clear difference in the rates of SIB during active and inactive TENS was observed.     

THE PRACTICALITY OF BEHAVIORAL OBSERVATION SCALES, BEHAVIORAL EXPECTATION SCALES, AND TRAIT SCALES

The practicality of three appraisal instruments were measured in terms of user preference, namely, behavioral observation scales (BOS), behavioral expectation scales (BES), and trait scales. A questionnaire containing items pertaining to differentiating good from poor performers, objectivity, providing feedback, suggesting training needs, and ease of use was administered to managers and their subordinates. In all instances, BOS were preferred to BES, and in all but two instances, BOS were viewed as superior to trait scales. Trait scales were felt to be as good if not better than BES. A second questionnaire administered to attorneys indicated that BOS would be easier to defend in the courtroom than either BES or trait scales.     

RATINGS OF ANXIETY-PRONENESS AND RESPONSES TO ELECTRICAL PAIN STIMULATION: Preliminary experiments in a group of young delinquents

A group of young delinquents clinically rated as manifesting a tendency to react with anxiety and tension was compared with a group from the same prison with predominantly 'psychopathic' traits according to clinical ratings. The delinquents were subjected to electrical pain stimulation and tested with a battery of tests and personality inventories. In line with the hypotheses, the more anxiety-prone delinquents showed greater sensitivity to pain, had lower scores in the Leg Persistence Test, shorter reaction times and more errors in an auditive choice reaction test. There were no significant differences with regard to the inventory variables.     

EXPECTATIONS OF BEHAVIORALLY ANCHORED RATING SCALES

Behaviorally anchored rating scales (BARS) are reviewed from two perspectives. First, the particular BARS methodology is assessed on the basis of its fulfilling three broad categories of "criteria for criteria:" (1) utilization criteria, (2) qualitative criteria, and (3) quantitative or psychometric criteria. These three broad categories are composed of 14 specific criteria by which performance evaluation methodologies can be assessed. The second perspective involves an evaluation of BARS in terms of psychometric criteria but with the literature broken down into studies concerned with (1) development of BARS, (2) utilization of BARS, (3) comparison of BARS to other methods, and (4) rater training in BARS use. Conclusions from these reviews indicate that BARS is no better or worse than other methods when assessed on a quantitative basis whereas it has greater potential when assessed on the utilization and qualitative criteria. Suggestions are offered for extending BARS research to process questions and to domains other than performance appraisal perse     

SCALES FOR THE MEASUREMENT OF INNOVATIVENESS

This paper reports the results of the development of a self-report measure of innovative-ness. The utility of such an instrument in human communication research is discussed, together with issues relating to its reliability, validity, and association with social desirability.     

INTUITIVE-THEORETICAL SCALES OF CONTENT AND CONTEXT SATISFACTION

Evidence has suggested the usefulness of viewing job satisfaction as composed of content and context aspects. Armstrong attempted to develop intuitive-theoretical scales measuring content and context satisfaction but the scales lacked discriminant validity. The present study attempted the development of content and context scales based on Schletzer's overall job satisfaction instrument. After the criteria of internal consistency and discriminant validity were applied in refining scales, it was found that the inter-correlation between content and context scales after correction for attenuation was 0.06 and 0.05 for two separate samples of professional workers. It was concluded that the data provided some support for the content-context dichotomy. Application of the new scales and the general method for developing scales in industrial and organizational psychology are considered.     

CONSTRUCT VALIDATION OF THE COMREY PERSONALITY SCALES

To investigate the construct validity of the Comrey Personality Scales, this personality test and a biographical data inventory inquiring about past and present life circumstances were administered to 209 volunteer U.C.L.A. students. Biographical data variables were correlated with scores on the eight personality scales. Personality scale score estimates by the authors, based on examination of the respondents' biographical data responses, were also correlated with actual scale scores. The personality scales which received the best confirmation were Social Conformity vs Rebelliousness and Orderliness vs. Lack of Compulsion. Support for the construct validity of the other personality scales varied from moderate to negligible.     

PSYCHOPHYSICAL SCALES OF THE ODOR INTENSITY OF AMYL ACETATE

The paper presents psychophysical scales of amyl acetate in benzyl benzoate sniffed from cotton. Four scales obtained by direct scaling procedures, ratio estimation and magnitude estimation, yield functions of the form R = kSⁿ , with n ranging from 0.39 to 0.57. These data support earlier findings that the intensity of smell is a negatively accelerated function of stimulus intensity. In addition, comparison of magnitude and category scales indicate that the subjective intensity of smell is a prothetic continuum. Finally, further analysis of subjective ratios as a function of stimulus ratios again shows that ( a ) the magnitude scale is a ratio scale and ( b ) the function obtained conforms to the power law.     

METHODOLOGICAL NOTE ON SCALES OF GUSTATORY INTENSITY

E kman , G. Methodological note on scales of gustatory intensity. Scand. J. Psychol ., 1961, 2, 185–100.—The subjective salt intensity of seven concentrations of sodium chloride in water was measured by the method of ratio estimation and by three variants of the method of magnitude estimation. The four scales thus constructed were not in agreement. The magnitude scales varied systematically with the stimulus used as standard. The average magnitude scale was in good agreement with the scale constructed by the method of ratio estimation. A combined scale was constructed from all the data. This scale is a power function of stimulus concentration. The exponent of the function is 1.59. The function includes an additive constant, which may indicate either the lack of an absolute zero point of the scale, or the presence of a basic sensation without external stimulation.     

ON THE PROBLEM OF CATEGORY SCALES IN PSYCHOPHYSICS

E isler , H. On the problem of category scales in psychophysics. Scand. J. Psychol ., 1962, 3 , 81–87.—In the first Part of the paper it is shown that, if three assumptions are granted, the category scale must be logarithmically related to the magnitude scale: K =α log φ +β . In the second part of the paper, the relation K =α log ( kφ+ q) +β is derived, starting from the assumptions that the category scale is a pure function of discrimination and that discrimination is appropriately described by the linear generalization of Weber's law for prothetic continua. We can reconcile these two formulas by defining the zero-point of the magnitude scale as the point where variability vanishes.     

THE DISCRIMINANT VALIDITY OF SCALES DEVELOPED BY RETRANSLATION

The retranslation procedure is designed to yield unambiguous sets of behaviors exemplifying conceptually important and distinct performance dimensions. Previous research has shown that dimensions developed with the retranslation procedure possess only low to moderate discriminant validity. This study proposed a multiple-group factor analysis of the scaled behavioral examples for improving the discriminant validity of retranslation dimensions. Multitrait-multimethod analyses of actual ratings indicated that the factor-analytic procedure led to an improvement in discriminant validity. Nonetheless, the amount of discriminant validity possessed by the dimensions was still low. Several suggestions were made for further improving the discriminant validity of dimensions developed with the retranslation procedure.     

A COMPARISON OF TWO ORGANIZATIONAL COMMITMENT SCALES1

This study examines the scale characteristics of two widely utilized measures of organizational commitment. Using data collected from a sample of 1,105 professional accountants, the findings indicated that while both instruments exhibited a high degree of internal reliability, the Porter et al. (1974) instrument exhibited significantly greater predictive validity with respect to intended turnover than did the Hrebiniak and Alutto (1972) instrument. However, for a limited sample of data, no difference was found between the predictive ability of the two measures with respect to actual turnover. In addition, the relationship between a set of ten common predictor variables and organizational commitment was found to be substantially greater when commitment was measured using the Porter et al. instrument.     

THE PROBLEM OF MAGNITUDE AND CATEGORY SCALES: INTERPRETATION OF RESULTS

J unge , K. The problem of magnitude and category scales: interpretation of results. Scand. J. Psychol ., 1962, 3 , 215–218.—It is proposed that three main factors are responsible for the relation between magnitude and category scales: (1) ratio judgments on a transformed category scale, (2) interval judgments, and (3) hybrid judgments. The last term refers to the tentative explanation that magnitude judgments are a cross between pure ratio and interval judgments.     

TACTILE STIMULATION AND PERCEPTION OF THE VERTICAL

NYBORG, H. Tactile stimulation and perception of the vertical. I. Effects of diffuse vs. specific tactile stimulation. Scand. J. Psychol. , 1971, 12, 1–13. – It was found that tactile stimulation influenced perception of verticality. Perception of verticality was tested by means of Rod-and-Frame Test, standard procedure. During tilted standing, subjects were exposed to diffuse tactile stimulation (DBR) or specific tactile stimulation (SBR) by means of a specially built apparatus. On the average, subjects scored closer to the physical vertical during SBR than during DBR.     

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).     

EFFECTS OF TRAINING AND RATING SCALES ON RATING ERRORS

Ninety business students were randomly assigned to one of three conditions where they used behavioral observation scales (BOS), behavioral expectation scales (BES), or trait scales in observing people on videotape. Half the individuals received four hours of training to minimize rating errors. Rating errors were reduced significantly regardless of the rating scale that was used. However, behavioral criteria were more resistant to rating errors than trait scales. There was no significant difference between BOS and BES on this dimension. With regard to practicality, BOS were evaluated as significantly better than BES and trait scales. BES and trait scales did not differ significantly on this measure.     

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.