Body image and body change strategies among adolescent males and females from Fiji, Tonga and Australia

The current study was designed to investigate the body image and body change strategies of adolescents from Fiji, Tonga and Australia. Participants were 628 Fijians, 463 Indo-Fijians, 598 Tongans and 535 European Australians. Adolescents completed measures of height, weight, body dissatisfaction, strategies to lose weight, increase weight and increase muscles. The results demonstrated that overweight adolescents were more dissatisfied with their bodies than those who were normal weight. Overweight Fijians and Tongans were more satisfied with their body than Indo-Fijian or Australian adolescents. Tongans, followed by Fijians and Indo-Fijians, were more likely to engage in strategies to lose weight, increase weight and increase muscles. These results are consistent with the focus in Fiji and Tonga on the value of the large body ideal, but may also reflect the recent focus on the attainment of a healthy body size.     

Police officers' views of effective interview tactics with suspects: The effects of weight of case evidence and discomfort with ambiguity

This study examined the effects of case‐specific facts and individual discomfort with ambiguity (DA) on investigators' beliefs concerning effective interviewing tactics for suspects. Violent crime investigators (n = 30) responded to a questionnaire including the Need for Closure Scale (NFCS) and ratings of the importance of 39 interrogation tactics in two hypothetical interrogations with a homicide suspect, where the evidence consisted of either technical evidence or soft information. Twenty tactics were analysed with a multidimensional scaling procedure which confirmed two discrete interviewing themes: humane and dominant. More tactics, both dominant and humane, were rated as important if the evidence was soft compared with technical. In the soft evidence condition, investigators who were high on DA rated both types of tactics as more important than did low‐DA investigators. In the technical evidence condition, no such difference emerged. Copyright © 2008 John Wiley & Sons, Ltd.     

Cue-task associations in task switching

Cognitive flexibility can be studied using the task-switching paradigm. This paradigm requires subjects to adapt behaviour to changing contexts as indicated by a cue. In our study, we addressed the question of how cue-based implementation of mental “task sets” occurs. We assumed that cues build up associations to the tasks that they indicate. These associations lead to retrieval of the associated task set once the cue shows up again. In three experiments, we tested this assumption using a negative transfer paradigm. First participants were exposed to one cue-task mapping. After a training phase, the cue-task mapping changed in either of two ways. Whereas one group of participants got new cues, the other experienced a reversal of the learnt cue-task mapping. Our results show that participants build up cue-task associations and that these formerly learnt associations can hamper the implementation of new cue-task mappings (particular with mapping reversal). Prolonged preparation time decreased the cost of changing the cue-task mapping but did not change the overall pattern of results.     

Stability and change in work values among male and female nurses and engineers

Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life.     

Mood and belief-value correlation

This is an investigation of belief-value distortion as measured by the correlation between sets of beliefs and values for a given attitude object. Correlations were computed for each subject separately. Initial mood levels and mood changes subsequent to ratings of attitudes to nuclear power were investigated in the first two studies. In Study 1 mood changes were positively correlated with attitude. In Study 2, mood levels were positively correlated both with attitude, optimism, and tendency towards extreme belief-value correlations (belief-value distortion). In a third study, attitudes were studied both towards nuclear power and alcohol. There were no clear relations between the two fields of contents. Mood changes were small and inconsistent. However, tendency to act correlated with both optimism and belief-value distortion, also with the level of attitude kept constant. A model relating mood, optimism, belief-value distortion, and action is suggested.     

Factor analysis of dichotomized variables

An approach for multiple factor analysis of dichotomized variables is presented. It is based on the distribution of the first and second order joint probabilities of the binary scored items. The estimator is based on the generalized least squares principle. Standard errors and a test of the fit of the model is given.     

A COMPARISON OF THE MANIFEST PSYCHOLOGICAL NEEDS OF EMPLOYMENT SERVICE COUNSELING AND OFFICE MANAGERS

The purpose of this study was to determine if there are significant differences in manifest psychological needs between office managers and counselors employed by the Minnesota Department of Employment Security. A sample of 21 office managers and 21 counselors were paired according to the agency office they worked in. The Edwards Personal Preference Schedule was used to measure manifest needs and results were analyzed by use of the paired t test statistic. The results indicated that seven of the fifteen variables showed a significant difference between the two groups. Counselors had a significantly higher mean average for autonomy, change, and heterosexuality while their office managers had significantly higher mean needs for deference, order, abasement, and endurance. The continued study of manifest need hierarchies was proposed as a basis for understanding, in part, the dynamics of the role interplay of various agency positions.