An embodiment effect in computer-based learning with animated pedagogical agents

How do social cues such as gesturing, facial expression, eye gaze, and human-like movement affect multimedia learning with onscreen agents? To help address this question, students were asked to twice view a 4-min narrated presentation on how solar cells work in which the screen showed an animated pedagogical agent standing to the left of 11 successive slides. Across three experiments, learners performed better on a transfer test when a human-voiced agent displayed human-like gestures, facial expression, eye gaze, and body movement than when the agent did not, yielding an embodiment effect. In Experiment 2 the embodiment effect was found when the agent spoke in a human voice but not in a machine voice. In Experiment 3, the embodiment effect was found both when students were told the onscreen agent was consistent with their choice of agent characteristics and when inconsistent. Students who viewed a highly embodied agent also rated the social attributes of the agent more positively than did students who viewed a nongesturing agent. The results are explained by social agency theory, in which social cues in a multimedia message prime a feeling of social partnership in the learner, which leads to deeper cognitive processing during learning, and results in a more meaningful learning outcome as reflected in transfer test performance. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

"In Search of Token Women in Academia": Some Definitions and Clarifications

This article makes an important distinction between two definitions of "token woman." In the first definition, a token woman is one of few women in a predominantly male setting. The second meaning of "Token Woman" identifies that subset of such women who have made the distinctive psychological adaptation described by Laws (1975). The methodological decisions in Young, MacKenzie, and Sherif's (1980) research are justified as based on that definitional distinction. Constantinople's critique is shown to be appropriate as an alternative to Laws' theory, but not as a criticism of our research. Alternative generational explanations for previous findings about Token Women are not supported by existing data.     

In Search of Token Women in Academia

Women faculty in predominantly male departments at a large university were interviewed and responded to paper-and-pencil instruments in a test of Laws' analysis of the necessity for the „token women” adaptation to their marginality for success in academia. By multiple criteria, three clusters were identified: (a) token women, who accepted academia as a meritocracy, were aware of little sex discrimination and belonged to no feminist group; (b) non-token women, who disagreed with academia as a meritocracy and were aware of sex discrimination; and (c) women with mixed or moderate orientations. (Membership in feminist groups was found in the latter two clusters.) Women in the three clusters did not differ significantly by academic rank or marital status and only marginally by age and longevity in academia. As predicted, however, they did differ by tenure status. Contrary to Laws' analysis, token women were not more likely to have had a sponsor, which was significantly related only to rank. Women in the three clusters were equally accurate in recognizing male-female status discrepancies. Their differing definitions of sex discrimination were revealed in differential bias when choosing among alternatives of indeterminate correctness. Token women minimized such discrepancies, in line with beliefs attributing them to women, rather than the system. Others maximized such discrepancies.
The university faculty has traditionally been a man's world, except in those fast-disappearing enclaves considered „women's fields” (e.g., home economics). Today, faculty women are tallied on affirmative action reports in columns for persons with „minority characteristics.”     

Working in East German Socialism in 1980 and in Capitalism 15 Years Later: A Trend Analysis of a Transitional Economy's Working Conditions

Many studies document the changes that have taken place in the new German states, the former German Democratic Republic (GDR), since the end of socialism. Most research looks at the changes that took place after the unification of East and West Germany, but little is known about the differences between the present, somewhat settled situation in the new German states and the stable situation in the GDR before the system change.
The goal of this study was to enlarge our knowledge on these differences. With a trend analysis, aspects of work in the GDR in 1980 ( n =337) were compared with the new German states in 1995 ( n =168). Results showed that there was more job control and complexity, more activity in work improvement and better work organisation in the new German states than in the GDR. There was no difference in stress variables and social support by colleagues between both groups. Relationships with supervisors and appreciation for suggestions for work improvement were better in the GDR than after the introduction of capitalism.