A multivariate investigation of the reinforcer structure of occupations

Earlier research based on 81 Occupational Reinforcer Patterns (ORPs) suggested a nine-category classification of occupations. The present research, based on 148 ORPs, investigated the ability of that classificatory system to assimilate new information. Cluster analysis of the 148 ORPs yielded an eight-category classification of occupations in which five of the original occupational clusters appeared virtually unchanged; the other four original clusters were combined into two occupational clusters. One new cluster was identified. Principal factors analysis was employed to study the factor structure of the occupational reinforcers and to highlight the essential nature of the classificatory system. Five reinforcer factors were identified.     

Quantifying private events: A functional measurement analysis of equisection

Functional measurement theory was applied to bisection, trisection, and quadrisection of grayness. Theoretically, these judgments should obey an averaging model. But the overt responses are not a valid measure of subjective magnitude (since they are made on the physical stimulus continuum), and so they cannot be used directly to test the model. However, scaling and model testing can both be accomplished simultaneously using functional measurement theory. If the subject is indeed averaging, then there exists a monotone transformation that makes the data additive; and this transformation can be computed with FUNPOT, Weiss’s (1973a) computer program which finds polynomial transformations that reduce selected effects. Further, determination of this transformation also reveals the psychophysical function, because it gives the relation between subjective magnitude and overt response. For bisection, the averaging model was successful; it was possible to find a monotone transformation that made the data additive. This psychophysical function differed somewhat in form from the Munsell scale. It gained cross-task validity from its agreement with a grayness scale obtained from rating data (Weiss, 1972). For trisection and quadrisection, the averaging model was not accepted; it was not possible consistently to find transformations which induced additivity.     

Supervisor estimation of abilities required in jobs

The Minnesota Job Requirements Questionnaire (MJRQ) was developed and administered to supervisors of 11 selected jobs who rated the ability requirements of the job they supervised. The MJRQ represented each of nine GATB aptitudes by five items in a Likert-type format. MJRQ ratings were compared with expert ratings in the Dictionary of Occupational Titles (DOT) and Occupational Ability Patterns (OAPs) derived from administration of the General Aptitude Test Battery (GATB). Reliability of MJRQ ratings was shown by high Hoyt reliability coefficients. Comparison of mean ratings and variabilities of ratings by supervisors in a job showed construct validity for the MJRQ approach, as did intercorrelations of MJRQ ratings. OAPs derived from the MJRQ compared favorably with those derived from the GATB and DOT, showing promise for the parsimonious MJRQ approach to the development of OAPs.     

Instrumental and contingent saccharin licking in rats: Response deprivation and reinforcement

Instrumental licking of .4% saccharin solution was increased by the contingent opportunity to lick a less-preferred saccharin solution when the contingency schedule deprived the subject of the contingent response, but not otherwise. Schedules that imposed comparable amounts of response deprivation produced comparable increases in instrumental responding. The results support the hypothesis that instrumental responding will increase if and only if the contingency schedule deprives the subject of the contingent response. They also support the implication that the predicted increase will occur even if the contingent response has a lower operant level than the instrumental response.     

What Religion Affords Grassroots NGOs: Frames,Networks, Modes of Action

The international relief and development sector has swelled in the last two decades thanks to American grassroots NGOs: groups that rely on volunteer labor and individual contributions, often on budgets of less than $25,000 a year. Most of these organizations reject the label of “faith‐based organization,” yet they find the symbolic and material resources of religion indispensable. Religion affords these NGOs three kinds of resources to meet their distinct organizational needs. First, it provides frames, or ways of thinking and speaking about relief and development work that imbue it with legitimacy. Next, religion offers networks that provide money, volunteers, and entrée into aid‐receiving communities. Finally, religion affords familiar modes of action that link the NGO, supporters, and local aid recipients. I support these claims with LDA topic modeling (a computerized method of text analysis), content analysis of websites, and in‐depth interviews with 43 informants.     

Reflections on a Community Psychology Setting and the Future of the Field

The 50th anniversary of the Swampscott Conference offers an opportunity to reflect on a community psychology setting, The Consultation Center at Yale, that was formed in response to the 1963 Community Mental Health Act and the 1965 Swampscott Conference. The Center has flourished as a community psychology setting for practice, research, and training for 39 of the 50 years since Swampscott. Its creation and existence over this period offers an opportunity for reflection on the types of settings needed to sustain the field into the future.     

The Munroe-Meyer Approach: Continuous Integration of Didactic Instruction,Research, and Clinical Practice

Increased demand for applied behavior analysis (ABA) services has increased the need for additional masters-level practitioners and doctoral-level academicians and clinical directors. Based on these needs, the University of Nebraska Medical Center’s (UNMC) Munroe-Meyer Institute has developed a PhD program. The academic structure at UNMC allowed us to create our PhD program in a relatively quick and efficient manner. Our PhD program has many unique features, including (a) close integration of didactic instruction with clinical and research training provided by leading experts in ABA in which students immediately apply concepts introduced in the classroom during coordinated clinical and research practica; (b) structured grant writing training in which students learn to write and submit an NIH-level grant; (c) financial support in the form of a stipend of $23,400 per year, free health benefits, and a full-tuition waiver for up to 12 credits per semester for UNMC courses (a benefits package worth approximately $50,000 per year for an out-of-state student); and (d) encouragement and financial support to present papers at local, regional, and national behavior analysis conferences.