ARTICULATION TRAINING OF TWO HEARING-IMPAIRED GIRLS1

Two 4-yr-old hearing-impaired girls were trained to articulate correctly /f/ and /sh/ phonemes in the initial position of words in response to pictures. They were first trained to imitate, and then to respond on demand of “what's this?” As a result, both girls generalized correct articulation to words requiring both phonemes in the initial and final positions.     

Intramodal and crossmodal sensory transfer of visual and auditory temporal patterns

Temporal pattern perception for vision and audition was measured using pair comparisons of precisely determined rhythms as test items. Visual rhythms were more difficult to match than were comparable auditory ones. Crossmodal transfer equaled intramodal transfer in one experiment but was inferior in another. The differences between intra- and crossmodal transfer were related to the frequency of pattern elements, with crossmodal performance decreasing more when frequency rose. The nine test items showed a consistency in relative difficulty across experimental conditions. Differences in item difficulty were related to the symmetry of the first pattern in the item.     

A comparison of computer routines for the calculation of the tetrachoric correlation coefficient

In calculations of the discriminating-power parameter of the normal ogive model, Bock and Lieberman compared estimates derived from their maximum-likelihood solution with those derived from the heuristic solution. The two sets of estimates were in excellent agreement provided the heuristic solution used accurate tetrachoric correlation coefficients. Three computer methods for the calculation of the tetrachoric correlation were examined for accuracy and speed. The routine by Saunders was identified as an acceptably accurate method for calculating the tetrachoric correlation coefficient.This research was supported in part by NSF Grant E 1930 to The University of Chicago. The author wishes to thank Dr. David R. Saunders and Dr. Ledyard Tucker for the use of their original materials and Dr. R. Darrell Bock for his many helpful suggestions and his ready counsel throughout the course of this investigation.     

Agency,communion and entitlement

In this study, the relationship between agency, communion, and the active, passive, and revenge forms of entitlement is examined. Results indicate that active entitlement was positively related to agency, negatively to communion (Study 1), and unrelated to unmitigated agency and communion (Study 2). Passive entitlement was positively related to communion (in regular and unmitigated forms) and negatively related to agency (in both forms). Revenge entitlement was positively related to agency (unmitigated and regular), and negatively related to both regular and unmitigated communal orientations. Detected relationships were independent from self‐esteem (Study 1). The findings are discussed in relation to distinctions between narcissistic and healthy entitlement, and within the context of the three‐dimensional model of entitlement.     

Cumulative Advantage: Conductors and Insulators of Heavy‐Tailed Productivity Distributions and Productivity Stars

We use the metatheoretical principle of cumulative advantage as a framework to understand the presence of heavy‐tailed productivity distributions and productivity stars. We relied on 229 datasets including 633,876 productivity observations collected from approximately 625,000 individuals in occupations including research, entertainment, politics, sports, sales, and manufacturing, among others. We implemented a novel methodological approach developed in the field of physics to assess the precise shape of the productivity distribution rather than relying on a normal versus nonnormal artificial dichotomy. Results indicate that higher levels of multiplicity of productivity, monopolistic productivity, job autonomy, and job complexity (i.e., conductors of cumulative advantage) are associated with a higher probability of an underlying power law distribution, whereas lower productivity ceilings (i.e., insulator of cumulative advantage) are associated with a lower probability. In addition, higher levels of multiplicity of productivity, monopolistic productivity, and job autonomy were associated with a greater proportion of productivity stars (i.e., productivity distributions with heavier tails), whereas lower productivity ceilings were associated with a smaller proportion of productivity stars (i.e., productivity distributions with lighter tails). Results serve as a building block for future theory development and testing efforts aimed at understanding why, when, and how the distribution of individual productivity may follow a nonnormal curve—and to what extent. We also discuss implications for organizations and management in terms of the design and implementation of human resource systems (e.g., selection, training, compensation), as well as for individuals interested in becoming productivity stars themselves.     

Development and Validation of the Workplace Age Discrimination Scale

Purpose

Workplace age discrimination research is proliferating, but researchers lack a valid measure with which to capture targets’ discriminatory experiences. We developed a measure of perceived workplace age discrimination that assesses overt and covert forms of discrimination and then compared older, middle-aged, and younger workers’ experiences.

Design/Methodology

In Study 1, we developed the Workplace Age Discrimination Scale (WADS) based on older workers’ experiences using a deductive approach, a qualitative study, and two quantitative surveys. In Study 2, we validated the measure among young employees using a qualitative and two quantitative surveys. In Study 3, we tested the WADS among middle-aged workers and tested models of invariance between age groups.

Findings

Participants frequently endorsed covert discriminatory experiences, which the WADS reflects. The WADS contains convergent and discriminant validity, high reliability, and a unidimensional structure across age groups. It demonstrates criterion-related validity among older and younger workers but not middle-aged workers, given their low experiences of age discrimination. Age discrimination frequency follows a U-shaped pattern across age groups.

Implications

Researchers can use the WADS to identify long-term outcomes of age discrimination and to further compare workers’ discriminatory experiences. Practitioners and policymakers can use the measure to develop interventions to ameliorate workplace age discrimination and inform policymaking.

Originality/Value

The WADS is the first validated measure of targets’ perspectives of workplace age discrimination. Our results challenge assumptions that only older workers experience age discrimination (younger workers’ means were highest) and that age discrimination is usually overt in nature (it is often covert).