An extinction-induced increase in an aggressive response with humans

Nine subjects, 14 to 18 yr old, pulled a knob on a schedule of monetary reinforcement. Concurrently, they escaped or avoided periodic presentations of a tone by pressing a button that required 1.5 lb (6.67 N) of force or by punching a padded cushion that required 20 lb (88.96 N) of force. The punching response was designated as an aggressive response because the force of this response together with its topography was comparable to responses of humans that deface objects and produce escape or counter aggression from other humans. It was found that button pressing was the preferred concurrent avoidance response and there were few punches. However, when the monetary reinforcer was discontinued (extinction) punching increased for seven of the nine subjects, but there was no consistent change in the rate of button pressing. When the punching response was replaced by another non-preferred but non-aggressive response, neither this response nor button pressing increased during extinction. Hence, the increase in punching during extinction cannot be attributed solely to the fact that it was a concurrent response or a non-preferred response.     

Adolescents: A Suppressed Minority Group

The recent antagonistic but equally meritorious arguments concerning the nature of the adolescent necessitates a new framework of analysis which would incorporate these apparent antagonisms. Cursory observations indicate that more fruitful results may be obtained if the adolescent is equated to a member of a suppressed minority group. A comparison of the characteristics of the adolescent peer group to those of a suppressed minority group reveals some striking similarities.     

Organizational change: A strategy for successful implementation

This paper examines the major problems and issues in implementing planned organizational change. It highlights the current debates in the literature on change and itemizes the most important factors which need to be considered by these responsible for implementing change. However, in addition the paper argues that while this provides an initial direction in attempting to bring about organizational change there are, nevertheless, limitations in the literature. The paper overcomes these by developing a broader eight steps model based on case study examples which should provide those responsible for change with a realistic framework of implementation.     

The concurrent validity of three self-report measures of borderline personality

The recent accumulation of self-report measures of borderline personality disorder (BPD) affords the opportunity to evaluate both the construct validity of the concept and the quality of these measures. This study examines the relationship among three recently developed self-report instruments for assessing BPD from the Personality Assessment Inventory (PAI; Morey, 1991), the MMPI Personality Disorders Scales (MPD; Morey, Waugh, & Blashfield, 1985), and the Bell Object Relations Inventory (BORI: Bell, Billington, & Becker, 1986). Data on the three measures were provided by 119 undergraduate subjects from a southeastern university. A correlational analysis addresses the convergence of these measures of BPD, their divergence from measures of different but related traits, and their independence from variance due to method. Application of the Campbell-Fiske (1959) criteria indicates adequate convergence for all the BPD measures but a lack of discriminant validity for the BORI scales. The fit of the data to a structural model of construct validity is tested using confirmatory factor analysis, and these results are consistent with the hypothesis of a latent borderline trait factor independent of measurement method factors. In sum, the construct validity of the borderline personality concept using self-report methodologies receives support, and a strong association between borderline personality and paranoid phenomena is also suggested.     

An alternative procedure for analyzing job analysis results for content-oriented test development

Content-oriented test development requires information derived from a comprehensive job analysis. The job data typically consist of task and skill statements identified by subject matter experts. These statements characterize a target job and are then used to develop the test plan and item budget. The predominant practice for combining data from the task and job skill domains to facilitate preparation of a test plan and item budget is an impressionistic approach. This study reports variations and extensions of an alternative quantitative procedure for linking task and job skill data (Hughes & Prien, 1989) using results obtained in field studies. The results indicate that the procedure reported by Hughes and Prien (1989) yields consistent results. Also, modifications to the procedure result in more detailed solutions.Dr. Charles Lawshe graciously contributed three sets of job analysis data to this research project. Dr. Lawshe also provided a very thoughtful and cogent critique of our attempts to express these thoughts to a user audience and for this we are grateful.     

Calibration of a color monitor for visual psychophysics

It has become common for stimuli used in visual psychophysical experiments to be presented on high-resolution color cathode-ray tubes (CRTs) such as the Barco CDCT 6551. These enable a flexibility of color, spatial-frequency content, temporal-frequency content, duration, size, and position that is not provided by most other media. CRTs are, however, not perfect; they suffer from the effects of temporal instability, spatial variability, lack of phosphor constancy, gun interdependence, and gun nonlinearity. This paper describes methods of assessing these aspects of monitor performance with respect to how significant each may be in psychometric terms. Although every application of CRT use in visual psychophysics is different, some general rules can be formulated to help ensure that unwanted effects are kept to a minimum. For the CRT used in this study (Barco CDCT 6551), a warm-up time of 30-45 min is necessary before chromatic and luminous stability ensues. Restriction of individual gun outputs to within 10%-90% of the possible range ensures that the effects of gun interdependence and lack of phosphor constancy are negligible. Calibration methods dealing with the linearization of gun output are also discussed.