Age differences in peripheral perceptual processing: a monoptic backward masking investigation

Peripheral processes in vision were investigated in two experiments involving monoptic backward masking with random noise. For young and old subjects, peripheral processing time (represented by stimulus onset asynchrony of target and mask) was characterized as a power function of target energy. Although processing time for both age groups showed a similar rate of decline with increasing target energy, old subjects processed targets more slowly at all energy levels. Results were independent of education, sex, and criterion differences between young and old. Target duration was related to critical interstimulus interval, such that stimulus onset asynchrony between target and mask was approximately constant for a given target energy within each age group. Evidence suggests that peripheral processing begins with target onset and that processing time is best characterized by a power function relating stimulus onset asynchrony of target and mask to target energy.     

A self-contained microcomputer system for psychological testing

This paper describes a newly available microcomputer system for the on-line administration, scoring, and interpretation of psychological tests. User response to the system is reported. Results of a validity study of the system’s Minnesota Multiphasic Personality Inventory interpretative program are presented.     

Organizational preparedness for change: Staff acceptance of an on-line computer-assisted assessment system

An on-line assessment system is briefly described. Previous positive evaluation studies are summarized. Results of studies of staff acceptance and staff preparedness for change are reported. Findings are interpreted in terms of the need for planning for change. Implications related to the acceptance of other on-line computer systems in psychology are discussed.     

Career stages: A partial test of Levinson's model of life/career stages

This study purports to test a theory of life and career stages developed by Daniel Levinson and his associates. The theory suggests four distinct stages between ages 20 and 45 each with their own developmental tasks and related behaviors and attitudes. Subjects (759 managerial, professional, and technical employees) were selected randomly from levels and departments of a major public sector employer in the midwest United States. The measure of career stage asked respondents to indicate whether they had passed through, were still in, or had not yet reached each stage as operationalized by a short vignette. Attitudinal and behavioral measures were abstracted from previously developed instruments. Only moderate support for the theory was found with little or no evidence to support the age-linked notion of these stages. Stages were found to be discriminable in terms of certain attitudes (upward mobility, career and overall job satisfaction, and job commitment) as predicted. Suggestions are given for improvements in measurement, research design, and theory refinement.     

Reward behavior by male and female leaders: A causal inference analysis

This research investigated causal inferences between leader reward behavior (positive and punitive) and subordinate goal attainment, absenteeism, and work satisfaction over a 3-month period in a merchandise distribution center (n = 252). Four groups were studied: (a) male supervisors-male subordinates, (b) male supervisors-female subordinates, (c) female supervisors-female subordinates, and (d) female supervisors-male subordinates. Using the techniques of tests of mean differences and corrected cross-lag correlations, the results revealed that: (a) No significant differences attributed to sex were found between the four groups with the perceptions of leader reward behavior or subordinate outcome measures, and (b) the causal inference analysis suggested that the relationships between leader reward behavior and subordinate attitudes and behavior were independent of the effects of sex of supervisor or subordinate. Implications for research on sex stereotypes and leadership were discussed.     

A further analysis of the affective meanings associated with male and female sex-trait stereotypes

This study was concerned with the qualitative differences in the male and female sex-trait stereotypes. Previous research employing the item pool of the Adjective Check List (ACL) had indicated no relationship between the stereotype loading of the adjectives and their favorability ratings. In the present study, university students rated the ACL items for strength and activity, and these ratings were used to demonstrate that the male stereotype was appreciably stronger and more active than the female stereotype. It was found that the strength ratings were highly correlated with both activity and favorability ratings which were, themselves, unrelated. It was concluded that the principal qualitative difference between the stereotypes lay in the connotations of activity and passivity associated, respectively, with the male and female stereotype traits, and that any assertion of greater social desirability for the male stereotype was based on its greater activity and not, as is often supposed, on its greater favorability.     

Interviewee perceptions of an organisational careers guidance scheme

A study was carried out during the early stages of the introduction of a career development scheme in a large government department. Information relating to aspects of various careers counselling issues was gathered from staff who had received such counselling and from personnel staff responsible for its provision. The study shows, amongst other things, that the interviewers were perceived to use some counselling skills, that the interviewers claimed they experienced few problems of role conflict, but that the staff tended to identify the interviewers with management. The findings are discussed relation to the appropriateness of interviewing style and to the broader context of how individuals might influence their career development within the opportunities provided by the organisation.     

Defining the terms of Go-Between Process

Science asks that a theory state its basic terms and operations with economy and precision. Twenty-two terms and operations of Zuk's Go-Between Process are defined. It is desirable in science also to carefully distinguish among related theories. Go-Between Process and Structural-Strategic Family Therapy are related theories, and differences are described.