A Longitudinal Study of Vocational Maturity and Ethnic Identity Development

This study examines longitudinally the development of vocational maturity and ethnic identity in a majority and a minority group of 641 students in the Province of Québec, Canada. Ethnic identity and four components of vocational maturity were assessed in four cohorts at three times of measurement. Results show clearly different developmental trends in both ethnic identity and in vocational maturity for majority and minority groups: The minority group showed a linear increase in ethnic identity over time, while the majority group showed a decrease starting with the second time of measurement; vocational maturity components showed a more complex pattern of changes but demonstrated that minority participants matured significantly earlier than those from the majority group. There was a positive relationship between ethnic identity and vocational maturity for both groups.     

Effect of eye movements on backward masking and perceived location

A typical trial of this masking experiment involves, in quick succession, presentation of five letters, evocation of an eye movement, and presentation of a spatially localized mask, either a visual-pattern mask or a metacontrast ring. The effect of the mask is to sappress the report of the letter that stimulates the same retinal location, even though the mask appears to cover or surround the letter whose position in real space it shares. Masking is. however, weaker when the eyes move than when they do not. An auxiliary experiment suggests that the spatial aspects of observable (reportable by S) stimulus persistence are unaffected by eye movements, and therefore that observable persistence differs from that susceptible to masking.     

Perceived Similarity,Personality, and Attraction to Large Organizations1

Two separate studies tested the hypothesis that perceived similarity to members of an organization was related to attraction to that organization, but only for relationship-motivated persons, and not for task-motivated persons. Support for the hypothesis was obtained in both studies using Least Preferred Coworker (LPC) scores as measures of relationship and task motivation. For high-LPC persons only, perceived similarity of personality (study 1) and perceived similarity of values and attitudes (study 2) were related to attraction to the organization. The report seeks to integrate the literature on interpersonal attraction and on job satisfaction and suggests practical implications of the findings.