Explicit Fixed Points in Interpretability Logic

The problem of Uniqueness and Explicit Definability of Fixed Points for Interpretability Logic is considered. It turns out that Uniqueness is an immediate corollary of a theorem of Smoryski.     

On the “recovery” of masked targets

Subjective magnitude characteristics for vibrotaction were determined by the method of numerical magnitude balance for three body sites varying in the density of neural innervation: the distal pad of the middle finger, the thenar eminence, and the volar forearm. The effects of a rigid surround upon threshold and the rate of growth of subjective intensity were measured. The results support the suggestion that absolute threshold and the rate of growth of subjective intensity are inverse functions of the total number of sensory neural units stimulated rather than being related simply to the density of neural innervation.     

Alcohol intake in selected lines of mice: importance of sex and genotype.

Mice selected by McClearn and Kakihana for differences in ethanol-induced sleep time were used as subjects. In Experiment 1, mice from the long-sleep (LS) and short-sleep (SS) lines were offered a choice of water or solution GS consisting of 3% glucose and .16% sodium saccharin (w/v); or a choice of water or solution GS + E that contained GS solution plus 4% ethanol (w/v). In Experiment 2, mice from the first experiment were provided with a three-way choice among water, solution GS, and solution GS + E. In both experiments, SS mice (alcohol-insensitive) consumed more GS + E than LS mice (alcohol-sensitive). In addition, female mice drank considerably more GS + E solution than male mice. Thus, consumption of sweetened ethanol in both a two-way choice (water and GS + E) and a three-way choice (water, GS, and GS + E) is dependent on both genotype and sex. High genetic sensitivity to ethanol was associated with low consumption, and vice versa. Although females consumed more alcohol than males, famales of these lines have not been previously found to show lower sensitivity to acute alcohol administration.     

Personality and paired-associate learning1

Eysenck has theorized that introverts are high in arousal and should show the pattern of results which has been displayed in several experiments by subjects confronted with high-arousal stimulus materials: poor performance on short-term and good performance on long-term measures of retention. Extraverts, on the other hand, are thought to be low in arousal and should show the reverse pattern as displayed by subjects confronted with low-arousal stimulus materials. The relevant experiments conducted in Britain confirm these predictions. The relevant United States studies do not. The method used in the present study, in which Americans were subjects, is that of an experiment of Kleinsmith and Kaplan (1964) which found the patterns of retention predicted on the basis of the subjects' exposure to high- or low-arousal stimulus materials. But, as in the other tests of Eysenck's predictions, arousal was measured in terms of introversion and extraversion. The results failed to support Eysenck's formulation.     

The carrot and the stick: affective commitment and acceptance anxiety as motives for discretionary group efforts by respected and disrespected group members

Previous research has demonstrated that intragroup respect can strengthen people's commitment to the group and encourage them to exert themselves on behalf of it. In the present research, the authors argue that similar behavior can ensue from self-focused concerns when group members are disrespected. Experiment 1 (N = 174) confirms that high respect as well as low respect motivates people to increase their actual discretionary efforts on behalf of the group. These findings were replicated and extended in Experiment 2 (N = 138), where it was established that enhanced efforts only emerge when people consider the way they are evaluated by others as diagnostic for their position in the group. In addition, it is demonstrated that whereas the efforts of respected people were primarily motivated by affective commitment to the group (group-focused concerns), the behavior of disrespected people was driven by anxiety about their acceptance into the group (self-focused concerns).     

Perceived organizational support and perceived external prestige: predicting organizational attachment for university faculty, staff, and administrators

The present article introduces a social-exchange model of organizational attachment incorporating both direct exchange and indirect exchange. Participants were 325 university employees. The present results indicated that perceived organizational support (POS) and perceived external prestige (PEP) both contribute to organizational attachment. Further, the results showed that the extent to which POS and PEP are related to organizational attachment is moderated by occupational proxies of cosmopolitan-local role orientation. POS was more strongly related to the affective commitment and withdrawal cognitions of staff and administrators than to those of faculty. PEP was more strongly related to affective commitment and withdrawal cognitions of university faculty than to those of university staff and administrators. The authors discussed the need to incorporate relational variables such as PEP into other social-exchange frameworks.     

Construed external image and organizational identification: a test of the moderating influence of need for self-esteem

According to Social Identity Theory (cf., J. G. March & H. A. Simon, 1958), individuals tend to identify with prestigious or high-status groups. Researchers (J. E. Dutton, J. M. Dukerich, & C. V. Harquail, 1994) have revealed that organizational members also identify with organizations that have attractive public images. To gain a better understanding of the theoretical reasons underlying the relationship between image and identification in organizations, the authors examined this relationship in a healthcare setting. In addition, they investigated need for esteem as a moderator of the relationship between construed external image and organizational identification. Consistent with previous findings, the present results indicated that construed external image is positively related to organizational identification. Perhaps it is more important that the present findings also supported need for esteem as a moderator of the relationship between construed external image and organizational identification.