Spoken word recognition by eye

Spoken word recognition is thought to be achieved via competition in the mental lexicon between perceptually similar word forms. A review of the development and initial behavioral validations of computational models of visual spoken word recognition is presented, followed by a report of new empirical evidence. Specifically, a replication and extension of Mattys, Bernstein & Auer's (2002) study was conducted with 20 deaf participants who varied widely in speechreading ability. Participants visually identified isolated spoken words. Accuracy of visual spoken word recognition was influenced by the number of visually similar words in the lexicon and by the frequency of occurrence of the stimulus words. The results are consistent with the common view held within auditory word recognition that this task is accomplished via a process of activation and competition in which frequently occurring units are favored. Finally, future directions for visual spoken word recognition are discussed.     

The Internal Logic of Holy Saturday in the Theology of Hans Urs von Balthasar

Abstract:  While consensus reigns that Balthasar's theology of Christ's descent into hell on Holy Saturday constitutes both the center of his theology and his most significant innovation on the tradition, the question remains open whether that innovation marks a true development on this theologoumenon or a radical departure from it. This article argues for the former alternative by drawing on all those elements in the history of theology, both Catholic and Protestant, that point to an increasing – indeed inevitable – radicalization of this doctrine. Then, using the norms set forth by Cardinal Newman's Essay on Development , it shows how Balthasar's 'innovations' meet Newman's criteria for authentic development.     

Career Maturity in Young Adults With Learning Disabilities: What Employment Counselors Should Know

Increasing numbers of those with learning disabilities who are entering college have been found to have special needs related to both academic survival and career development that are often unrecognized and unmet in institutions of higher education. This article reviews research on the characteristics of young adults with learning disabilities, discusses factors that are associated with the career maturity of young adults with learning disabilities, and offers suggestions to employment counselors that would be useful when working with this population.     

Balm in Gilead: Racism, Religious Involvement, and Psychological Distress Among African-American Adults

Although a long tradition of theoretical and sociohistorical analysis has suggested that religious practices and values help African Americans in coping with the distressing sequelae of racism and discrimination, few studies have examined this issue with systematic, quantitative, empirical data. Our work contributes to the literature by: (a) outlining a series of arguments regarding the potential significance of multiple aspects of religious involvement—attendance at services, church-based social support, and religious guidance in daily life—in dealing with harmful psychosocial effects of recent experiences of discrimination; and (b) testing hypotheses derived from two alternative models of the racism-religion-distress relationship using longitudinal data from a nationwide survey. Results indicate that both religious guidance and religious attendance moderate the effects of racism on psychological distress, while congregational support has a direct (but not interactive) effect on distress, thereby partly offsetting (but not buffering) the negative effects of discrimination.     

AN EMPIRICAL TEST OF A ROLE ENACTMENT MODEL OF PERSUASION

Prior research into self-persuasive effects has produced empirical propositions that address the communication process only in a very general way. While psychological formulations are helpful in generating constructs and propositions dealing with intrasource effects as a function of counterattitudinal advocacy, the generalizability of these findings appears limited. Berger's role enactment model of persuasion provides constructs and propositions that comport more exactly with practical communicative experiences. The present study tested the relationships obtaining among concepts crucial to the model. Results confirmed the prediction that role aptitude and task-relevant information were positively related to attitude change. The relationship among the role aptitude, information, and post-performance evaluation variables was not confirmed. The results and refinements of the model were discussed in terms of the potential the model has for more precise tests of communication effects. Message complexity, varying information levels, and other variables were discussed as amenable to tests employing the role enactment model. While self-persuasion situations offer an appropriate paradigm in which to test general social psychology theories, there is some doubt as to the contribution such research can make to our understanding of communication. It is a question of “social significance.” Do sources frequently speak against their “true” attitudes? If so, do intra-source effects tell us much about communication between people? In short, can practical gains be achieved in counterattitudinal advocacy research? We believe that many of the processes associated with self-persuasion are similar to those which characterize interpersonal communication. These similarities are most obvious when one approaches communication research in the context of role theory. (1972, 260)     

PREDICTING LONG-TERM FIREFIGHTER PERFORMANCE FROM COGNITIVE AND PHYSICAL ABILITY MEASURES

Firefighters from 1 academy training class were observed for 23 years, beginning with their selection test consisting of a g-saturated written exam (GCA) and firefighting simulations loaded on a strength/endurance (SE) factor. Operational validity coefficients for both GCA and SE were high for training success and remained consistently high for job performance ratings throughout the study. The operational validity for combined GCA and SE predictors was .86 for a composite job rating measure covering 21 years of service. A structural model produced similar results for more broadly defined GCA and SE latent variables. Both analyses suggested approximately equal weighting for GCA and SE for a fire service selection test. Results indicate considerable latitude in choosing cognitive and physical predictors for firefighter screening if the predictors are highly loaded on GCA and SE.