Enabling persons with multiple disabilities to choose among environmental stimuli and request stimulus repetitions through microswitch and computer technology

This study assessed microswitch and computer technology to enable two participants with multiple disabilities, 32 and 19 years of age, to choose among environmental stimuli and request their repetition whenever they so desired. Within each session, 18 stimuli (12 preferred and 6 nonpreferred) were available. For each stimulus, a computer system provided a sample of 3 sec. duration. During the intervention, participants' vocal responding in relation to a stimulus sample activated a microswitch and a computer system turned on that stimulus for 15-30 sec. When participants did not vocally respond, the computer system paused briefly and then presented the next scheduled stimulus sample. When participants vocally responded at the end of a stimulus presentation, the stimulus was repeated. Intervention data showed that the participants learned to choose preferred stimuli and bypass nonpreferred ones as well as to request repetitions of the preferred stimuli. This performance was maintained at a 1-mo. postintervention check and transferred to sets of stimuli not used in the intervention. The implications of these results were discussed.     

Promoting fluency of performance during morning dressing by two persons with multiple disabilities

This study investigated the possibility of promoting fluency of performance, i.e., a performance independent of caregiver's guidance and without serious interruptions, during morning dressing in two adults with multiple disabilities. The intervention program relied on the use of assistive technology including optic and pressure sensors to monitor the participants' task responding and tape players to present preferred stimuli in relation to such responding, as well as messages of encouragement. Analysis showed that the intervention program was effective with both participants. In fact, they became capable of performing the dressing sequence with only occasional guidance from research assistants, and the time they required for dressing dropped significantly from baseline levels. Implications of the results are discussed.     

Part-list cuing in speeded recognition and free recall

The primary question was whether part-list cuing decrements would occur in a speeded yes/no recognition task and free recall. After studying category exemplars, participants were tested either after re-presentation of a subset of the exemplars (cues) or without re-presentation. Free recall of all study items followed the recognition task in each trial. Across two experiments, results demonstrated part-list cuing impairment in two ways: significant slowing of target recognition and lower free recall of target items in cued than in uncued trials. These findings extend the limited research on part-list cuing in recognition and support retrieval inhibition and retrieval competition interpretations of the phenomenon. Moreover, despite arguments for the necessity of the presence of cues for part-list inhibition, the present experiments demonstrate that the negative effects of cues can persist in their absence.     

Career Commitment: A Reexamination and an Extension

Compared to the other forms of work commitment, there is a paucity of research on career commitment. In this article, the authors seek to address this relative gap in the literature by building on previous research on the correlates and antecedents of career commitment and adding “new” variables to the framework. More specifically, they investigate the effects of a few previously studied factors such as job involvement, organizational commitment, and job satisfaction, and they add two more individual factors (need for achievement and work ethic) as well as some situational variables (organizational uncertainty/fear of job loss and job fit) that, to the best of their knowledge, have not been investigated in previous research. Furthermore, they examine the effects of extra-work variables (family involvement and number of dependents) on career commitment. Finally, they control for a number of key demographic variables. The authors find considerable support for the hypotheses that job involvement, organizational commitment, and job satisfaction are positively related to career commitment and find some support for a similar effect for need for achievement and work ethic. Furthermore, as predicted, fear of losing one's job was negatively related to career commitment, whereas “job fit” was positively related. The extra-work variables did not have any significant effects on career commitment. The implications for theory and practice are discussed.