A COMPARISON OF THREE METHODS FOR ELIMINATING DISRUPTIVE LUNCHROOM BEHAVIOR1,2

Three methods of controlling disruptive lunchroom behaviors of elementary school children were compared: basic modification procedures, basic modification procedures plus punishment essays, and basic modification procedures plus mediation essays. During an in-service workshop, six paraprofessional lunch aides received training in these methods to modify three classes of disruptive lunchroom behaviors. They then applied the methods in a counter-balanced design. Fourth- and fifth-grade elementary school pupils were observers and made reliability counts of the target misbehaviors under the various methods. Results indicated that during the periods when aides had been directed to use basic modification procedures plus mediation essays, target misbehaviors were almost totally eliminated and occurred significandy less often than during the periods when they had been directed to use basic modification procedures alone or basic modification procedures plus punishment essays.     

Target and arm observation effects on adaptation to prism displacement

Adaptation to displacement of objects in the visual field was studied as a function of preexposure test targets being absent or present in that field and lateral arm movement requiring no pointing at targets being observed or unobservable during prism exposure. Significantly greater adaptation was found when targets present during prism exposure were the same as those present during pre and postexposure test conditions. In addition, greater adaptation was found when S was permitted observation of lateral arm movement during prism exposure. Greatest adaptation was produced when both targets were present and arm movement was observable during prism exposure. In addition, when three targets were present during prism exposure, the greatest amount of adaptation was found for targets on S’s prismatically shifted visual field periphery.     

Factor analysis of the army air forces sheppard field battery of experimental aptitude tests

A factor analysis was made of 39 experimental printed aptitude tests and seven reference tests selected from the Army Air Forces Aircrew Classification Battery. Thirteen factors were extracted and two independent orthogonal rotational solutions were completed. Twelve factors were interpreted. Of these, seven were clearly identifiable with previously known factors: numerical, perceptual-speed, spatial-relations, visualization, visual-memory, paired-associates-memory, and length-estimation factors. A planning factor was not as clearly identifiable. A reasoning factor was probably a composite of two or more factors that failed to separate. A new factor possibly has to do with orientation with respect to the points of the compass. Two factors were doublets, each apparently specific to one kind of test. Better conceptions were gained of the spatial-relations and visualization factors and of the kinds of tests that measure them best. Efforts to improve measures of unique factors were not uniformly successful. The attempt to duplicate a psychomotor test rather directly by analogy in printed form failed almost completely.For support of a large part of the investigation the senior author is indebted to the Social Sciences Research Council for a grant-in-aid. Dr. Fruchter supervised the computational work in the extraction of factors and in one of the rotational solutions. Much of the work was done while he was employed by the Air Training Command Human Resources Research Center. While the opinions and conclusions are those of the authors, they wish to express their appreciation to that organization and especially to Dr. John T. Dailey for making the facilities possible and to Mr. William B. Lecznar for technical and computational assistance.     

Use of the test scoring machine and the graphic item counter for statistical work

The graphic item-counter is described and its use as a statistical device is explained. Procedures are presented for obtaining Pearson product-moment correlations by means of the graphic item-counter.     

Can Civility Norms Boost Positive Effects of Management Commitment to Safety?

We proposed that civility norms would strengthen relationships between management commitment to safety and workers' safety motivation, safety behaviors, and injuries. Survey data were obtained from working adults in hazardous jobs—those for which physical labor is required and/or a realistic possibility of physical injury is present (N = 290). Results showed that management commitment positively related to workers' safety motivation, safety participation, and safety compliance, and negatively related to minor injuries. Furthermore, management commitment to safety displayed a stronger positive relationship with safety motivation and safety participation, and a stronger negative relationship with minor worker injuries when civility norms were high (versus low). The results confirm existing known relationships between management commitment to safety and worker safety motivation and behavior; furthermore, civility norms facilitate the relationships between management commitment to safety and various outcomes important to worker safety. In order to promote an optimally safe working environment, managers should demonstrate a commitment to worker safety and promote positive norms for interpersonal treatment between workers in their units.