An Examination of the Lost-letter Technique1

The results of three investigations of the validity and economics of the lost-letter technique are reported. Although the return rate of the lost-letter technique was higher than in the case of more obtrusive survey techniques involving hand-distributed postcard questionnaires and mail surveys, the more obtrusive survey techniques were more economical to carry out, were more accurate in their predictions of election outcomes, and gave results more highly consistent among themselves than with the results obtained by the lost-letter technique. Furthermore, the results indicated that the act of returning a lost letter may not be strongly affected by the identity of the sender or addressee indicated on the letter.     

Some thoughts on Experiencing Time

This paper examples several arguments from Simon Prosser's book Experiencing Time. His argument against the doctrine of the specious present is applauded. His argument that even if time passes, nothing can detect the passage of time, is questioned. Also challenged are his claims that our experience represents things as enduring, rather than perduring, and represents things as having contradictory properties.     

Disentangling achievement orientation and goal setting: effects on self-regulatory processes

H. Heckhausen and J. Kuhl's (1985) goal typology provided the conceptual foundation for this research, which examined the independent and integrated effects of achievement orientation and goal-setting approaches on trainees' self-regulatory activity. Using a complex computer-based simulation, the authors examined the effects of 3 training design factors--goal frame, goal content, and goal proximity--cutting across these 2 theoretical domains on the nature, focus, and quality of the self-regulatory activities of 524 trainees. Results revealed that all 3 factors had a significant influence on self-regulation, with goal content exhibiting the greatest influence. In line with expectations, congruent learning frame and content compared with congruent performance frame and content was beneficial for trainees' self-regulatory activity, incongruent combinations of goal frame and content were better than congruent performance frames and content, and effects for the incongruent combinations cutting across the domains were asymmetrical. Theoretical extensions for further disentangling these distinct domains and training design implications are discussed.     

Alcohol use and high-risk sexual behavior among men who have sex with men: the effects of consumption level and partner type.

Alcohol use may increase HIV sexual risk behavior, although findings have varied across study populations and methods. Using event-level data from 1,712 seronegative men who have sex with men, the authors tested the hypothesis that social context would moderate the effect of alcohol consumption on unprotected anal sex (UAS). For encounters involving a primary partner, rates of UAS did not vary as a function of alcohol use. However, consumption of 4 or more drinks tripled the likelihood of UAS for episodes involving a nonprimary partner. Thus, the effects of alcohol vary according to the context in which it is used. Interventions to reduce substance-related risk should be tailored to the demands of maintaining sexual safety with nonprimary partners.     

Changing an unfavorable employer reputation: the roles of recruitment message‐type and familiarity with employer

An unfavorable employer reputation can impair an organization's ability to recruit job seekers. The present research used a 4 week longitudinal experimental design to investigate whether recruitment messages can positively change an existing unfavorable employer reputation. Two hundred and twenty‐two job seekers rated their perceptions of an organization before and after being randomly assigned to receive a series of high‐ or low‐information recruitment messages. As expected, job seekers receiving high‐information messages changed their perceptions more than job seekers who were exposed to low‐information messages. In addition, job seekers' initial familiarity with the employer was negatively related to change in their perceptions of employer reputation. Finally, there was some evidence that job seekers' familiarity with the employer influenced the impact of different recruitment messages. Implications for research and practice are discussed.