Counselors in the elementary school: 1970–71

The authors of this article investigated several aspects of elementary school guidance during the 1970–71 school year in the 50 states and the 4 United States territories. They discovered that the number of counselors in US. elementary schools has increased by 2,000 in two years. Over 50 percent were supported by local funds. To date, 24 states have differentiated certification for elementary school counselors, and 36 states have developed policy statements or state standards for elementary school guidance.     

眼动记录技术与方法综述

眼动记录法是一种重要的心理学研究方法,目前已被广泛地应用于心理学的基础研究和应用研究领域之中。本文对主要的眼动记录方法进行了总结和分析,对国内外眼动记录仪的研制和发展情况进行了介绍,并就眼动记录技术和方法的前景提出了几点看法。     

Religious Affiliation and Attendance Among Immigrants in Eight Western Countries: Individual and Contextual Effects

This study examines the religious affiliation and participation of immigrants from a large-scale, comparative perspective. I propose a "specific migration" framework, in which immigrants' religiosity is an outcome of both individual characteristics and contextual properties related to immigrants' country of origin, country of destination, and combinations of origin and destination (i.e., communities). I use notions discussed in the religion and migration literature that fit into this scheme. To test these ideas, I collected and standardized 20 existing surveys on immigrants in eight Western countries, yielding about 38,000 immigrants. Applying multilevel models, I found, among other things, that: (1) immigrants from countries with higher levels of modernization express lower levels of religious commitment; (2) immigrants in religious countries are more religious themselves; and (3) the well-documented higher levels of religious commitment among women is not generalizable to immigrants.     

Being better than others but otherwise perfectly normal: Perceptions of uniqueness and similarity in close relationships

The current research addresses individuals' self-generated thoughts regarding their own and others' relationships, examining the ways in which perceptions of uniqueness and similarity are manifested in judgments regarding own and others' responses to dissatisfying incidents. Consistent with the uniqueness bias, participants characterized their own relationships by a greater number of constructive responses and a smaller number of destructive responses relative to characterizations of others' relationships. Moreover, external raters judged own constructive responses to be more constructive than others' constructive responses. Consistent with the similarity bias, external raters judged items describing others' responses to be less frequently occurring and more extreme than their own responses. Also, this research revealed support for the claim that the similarity bias is more pronounced for destructive responses than for constructive responses. A recall task corroborated these findings, revealing very good recall for destructive responses enacted by others and poor recall for destructive responses enacted by oneself.     

Expectation-based and data-based illusory correlation: the effects of confirming versus disconfirming evidence

The present study (n=154) examines the effects of expectations and stimulus information on the perception of illusory correlation. There have been few studies attempting to integrate expectation-based and data- (distinctiveness-) based processes. These studies suggest that data-based illusory correlation can be overruled by prior expectations, but it is not clear whether this is a consequence of a confirmation bias. In the present study, where participants were not exposed to the specific stimulus information, expectation was manipulated by stating that group B behaved more negatively than group A. Moreover, participants were provided with information contained in a statement-rating task that allowed for the confirmation and disconfirmation of the prior expectations. Participants rated the desirability of these behaviours and also performed the standard illusory correlation tasks. Based on self-categorization theory and Alloy and Tabachnik (1984), we predicted that in the absence of prior expectations, completing the rating task before the illusory correlation tasks would produce stronger illusory correlation than the reverse order. However, in the presence of prior expectations we expected the rating task to undermine illusory correlation, because the information obtained in this task tends to disconfirm prior expectations. Results support the predicted interaction between task order and expectation. We discuss some implications for research on confirmation bias.     

The division of labor in close relationships: An asymmetrical conflict issue

This research addresses couples’reports of their (hypothetical) attempts to maintain or change a gendered division of labor through conflict interactions. Two experiments in which spouses responded to scenarios showed that spouses reported more conflict over the division of housework than conflict over paid work and child care, and that wives more often than husbands desired a change in their spouses’contribution. Spouses reported more wife‐demand/husband‐withdraw than husband‐demand/wife‐withdraw interaction during hypothetical conflict over the division of labor, but only when the wife desired a change in her spouse's contribution. Together, the data imply that wife‐demand/husband‐withdraw interaction is a likely response to the asymmetrically structured conflict situation in which the wife is discontent with her husband's contribution to housework, while her husband wants to maintain the status quo. We further showed that defenders of the status quo were more likely expected to reach their goal than complainants. In the role of complainant, wives were more likely expected to reach their goal than were their husbands, but only when the conflict issue concerned their own gender stereotypical domain (i.e., family work).     

PERSON-ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURES

This study examined the effects of two measures of fit on newcomers' commitment and turnover intentions, P-O fit and P-P fit. Newcomers preferences for organizational cultures were compared with supervisors' and peers' perceptions of organizational culture (P-O fit) and with their preferences for organizational culture (P-P fit). The supervisors and peers that were involved had been the newcomer's recruiters during the selection procedure and they had hired the newcomer. Subjects' culture preferences and perceptions yielded two dimensions of organizational culture: concern for people and concern for goal accomplishment. Results revealed that newcomers' concern for people P-P fit with their supervisor was related to organizational commitment and turnover intentions. P-O fit measures for both dimensions of organizational culture were not related to newcomer affective outcomes.