Geometric-optical illusions: an update on the output of publications

The count of publications on geometric-optical illusions and the bibliography of extant books on the topic are brought up to date. The number of publications now exceeds 1100 and the number of books is 35.     

EEG alpha asymmetry: task difficulty and hypnotizability

Parieto-occipital EEG alpha was recorded bilaterally, while 20 high- and 20 low-hypnotizable women performed one left-hemisphere and one right-hemisphere task of low difficulty and two other comparable tasks of high difficulty. Every task was performed twice, once with eyes open and once with eyes closed. All subjects were right-handed. The tasks were originally selected to be of high and low difficulty. The subjective rating of task-difficulty was also evaluated. The integrated amplitude alpha and the alpha ratio (R-L/R + L) were the dependent variables. The highly hypnotizable women showed significantly higher alpha amplitude in eyes-closed condition than the low scorers; this difference disappeared during task performance and in the eyes-open condition. The left-tasks showed lower alpha amplitude in both hemispheres than right-tasks and baseline. The right-hemisphere alpha amplitude was lower than left in all experimental conditions. On tasks of high and low difficulty there was different hemispheric behavior on right and left tasks. Performance reflecting the right and left hemispheres in the low-difficulty condition showed no changes between baseline, right- and left-tasks, while under high difficulty there was a decrease in alpha amplitude in the right and even more marked decrease in the left hemisphere during left-tasks. The pattern of task effects for ratio scores was the same as for alpha amplitude, however, despite the analysis of alpha scores, an interaction of hypnotizability X task-difficulty was detected. The highly hypnotizable women showed less negative alpha ratio during a task of low difficulty than during tasks of high difficulty; the reverse was true for the low-hypnotizable women. Finally, the highly hypnotizable subjects showed less subjective difficulty during performance than the low scorers.     

Relationship between specific disfluency variables and dichotic listening in stutterers

86 stutterers' disfluency patterns were examined in relation to their laterality preferences. Results suggest that young stutterers are a heterogeneous group and that specific disfluency variables were not related to ear preferences on a dichotic consonant-vowel listening task.     

Visual correction of a rapid goal-directed response

The purpose of this study was to investigate the role of dynamic and static visual cues in improvement of accuracy during a pointing movement. In the experiment, subjects were required to point finger rapidly at visual targets as accurately as possible. Movement amplitude was 15 cm, and movement times ranged from 100 to 190 msec. Three visual feedback conditions were applied: no feedback, dynamic ongoing feedback on the complete hand trajectory, and static error feedback on the movement end-point. Two spatial movement outcomes were considered, mean constant error and intraindividual dispersion of pointings. Data were analyzed with regard to effects of feedback and speed. Under the no-feedback condition, accuracy was lowest; constant error was not speed-dependent, whereas dispersion increased with speed of movement. Accuracy was highest under the complete feedback condition and was speed-dependent, as shown by both constant error and dispersion. Under error feedback, accuracy was intermediate and was also speed-dependent. The results are discussed in terms of the interchange between correcting mechanisms vs delayed control within the motor regulatory processes.     

WAGE SURVEYS: DISPELLING SOME MYTHS ABOUT THE "MARKET WAGE"

The comparable worth controversy has generated much discussion about the appropriate valuation of job worth. To date, academic inquiries into the measurement of job worth have focused primarily on job evaluation; however, recent court decisions suggest that market wages are a more compelling indicator of job worth than are job evaluation results. This paper examines the construct of "market wage" and the process by which it is measured (wage surveys). It is argued that both the construct and the measurement of the market wage have not been sufficiently examined by either academics or the courts. Implications for pay administration and future research are noted.     

VALIDITY GENERALIZATION RESULTS FOR LAW ENFORCEMENT OCCUPATIONS

The Schmidt-Hunter interactive validity generalization procedure was applied to validity data for cognitive abilities tests for law enforcement occupations. Both assumed artifact distributions, and distributions of artifacts constructed from information contained in the current sample of studies were used to test the hypothesis of situational specificity and to estimate validity generalizability. Results for studies using a criterion of performance in training programs showed that validities ranged from .41 to .71, and for four test types the hypothesis of situational specificity could be rejected using the 75% decision rule. For the remaining test types, validity was generalizable, based on 90% credibility values ranging from .37 to .71. Results for studies using a criterion of performance on the job indicated that the hypothesis of situational specificity was not tenable for three test types, which had validities between .17 and .31. For the remaining test types, estimated mean true validities ranged from .10 to .26 and were generalizable to a majority of situations. Results for both groups of studies were essentially identical for the two types of artifact distribution. Possible reasons for the apparently lower validities and lesser generalizability for job performance criteria are discussed, including possible low validity of the criterion (due to lack of opportunity by supervisors to observe behavior) and the potential role of noncognitive factors in the determination of law enforcement job success. Suggestions for specifically targeted additional research are made.     

INFLUENCE OF ASSESSMENT CENTER METHODS ON ASSESSORS'RATINGS

Recently a number of authors have argued persuasively that performance ratings are influenced to a large extent by the way the rater selects, organizes, stores, and recalls information. Although the influence of the rater's cognitive processes on the obtained ratings has been considered in the job-performance evaluation literature, this issue has not been considered in the assessment center literature. The purpose of the present study was to examine how assessment center methods affect the way assessors organize and process assessment center information and affect the ratings they make. Independent groups of assessors underwent one of two methods for evaluating candidates in an assessment center. Data indicated differences in the convergent and discriminant validities and differences in the factor structures of the ratings for the two methods. The pattern of results suggested that the two methods for evaluating assessment center candidates affected the way the assessors organized the assessment center information and affected the obtained ratings. Future research should consider assessment center methods and assessors as sources of variation in assessment center ratings.     

PERFORMANCE APPRAISAL BEHAVIORS: SUPERVISOR PERCEPTIONS AND SUBORDINATE REACTIONS

This study examined supervisor perceptions and subordinate reactions to formal performance-appraisal reviews. The performance-appraisal behaviors of supervisors and the reactions of their subordinates were studied in a sample of university employees. A factor analysis revealed that there were three dimensions of formal performance appraisals: two developmental dimensions (being supportive; emphasizing performance improvement) and one administrative dimension (discussing pay and advancement). Regression analyses suggested that supervisors supported highly rated individuals and stressed improvement efforts for poor performers. After controlling for the level of previous performance ratings, results indicated that support in the appraisal review was associated with higher levels of employee motivation, while discussing pay and advancement was associated with higher levels of employee satisfaction. Unfortunately, improvement efforts by the supervisors did not influence job performance one year later.     

Study instrument for psychopathology in computer-assisted analysis of findings (Structured Psychopathologic Detection System)

With the Structured Psychopathological Evaluation-System (SPES) an instrument existed for employment of objective criteria. This study was designed to present an evaluation system based on new scientific results, that is applying on the strength of a reduced catalogue of symptoms (94 compared with 198 Items at SPES-A) to clinical routine. Additional findings differentiated by this system be able to classify by the help of an operational decision system.