Object recognition contributions to figure-ground organization: Operations on outlines and subjective contours

In previous research, replicated here, we found that some object recognition processes influence figure-ground organization. We have proposed that these object recognition processes operate on edges (or contours)detected early in visual processing, rather than on regions. Consistent with this proposal, influences from object recognition on figure-ground organization were previously observed in both pictures and stereograms depicting regions of different luminance, but not in randomdot stereograms, where edges arise late in processing (Peterson & Gibson, 1993). In the present experiments, we examined whether or not two other types of contours—outlines and subjective contours—enable object recognition influences on figure-ground organization. For both types of contours we observed a pattern of effects similar to that originally obtained with luminance edges. The results of these experiments are valuable for distinguishing between alternative views of the mechanisms mediating object recognition influences on figure-ground organization. In addition, in both Experiments 1 and 2, fixated regions were seen as figure longer than nonfixated regions, suggesting that fixation location must be included among the variables relevant to figure-ground organization.     

A form of behaviour therapy for some states diagnosed as “affective disorder”

Certain of the states commonly diagnosed by psychiatrists as “affective disorder” do not respond favourably to the usual treatments prescribed, and it is argued by Lum (1976) that such states are not appropriately labelled, as they are primarily due to the somatic condition of hypocapnoea—an abnormally low level of arterial carbon dioxide. This condition is well-recognized and can be diagnosed by appropriate physiological investigation. Hypocapnoea seriously affects various somatic systems, and if the patient later experiences affective distress it is a secondary symptom due to a vicious circle mediated by autonomic responses. The treatment of choice is a form of behaviour therapy aimed at altering the breathing response in the direction of building up toleration of a higher habitual level of arterial carbon dioxide. Existing work by behaviour therapists and others on the physiological and behavioural responses to varying levels of arterial carbon dioxide is cited, and the rationale of symptomatic treatment is discussed. Current treatment methods for hypocapnoea, although behaviourally oriented, are not closely in accord with the principles of modern behaviour therapy, and this paper suggests some directions of improvement.     

The body as theology in pastoral psychology

The physical body is explored as a metaphor of transformation and healing in pastoral psychotherapy. Three sections of the paper outline 1) the perception of the body as a point of critical clinical intervention, 2) the understanding of body as a living image of soul, and 3) the body as corporal participant in the mystical Body of Christ. Primary concern focuses on correcting possible misperceptions (among both secular and pastoral bodyists) of bodily dysfunction as retribution for sinful existence rather than, more biblically, as signaling an opportunity for the inrushing of healing, divine grace. A brief clinical example highlights some possible theoretical and methodological consequences of this clinical world view.Terrill L. Gibson, Ph.D., is a Director of the Christian Counseling Service in Tacoma, Washington, where he serves as Minister of Finance and Education.     

APPLICATION OF CONTENT VALIDITY METHODS TO THE DEVELOPMENT OF A JOB-RELATED PERFORMANCE RATING CRITERION

This study demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy-eight of 83 items were found to be significantly job-relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered.     

FULL AND ERRANT COACHING EFFECTS ON ASSIGNED ROLE LEADERLESS GROUP DISCUSSION PERFORMANCE

The effect of coaching on Leaderless Group Discussion Performance was examined. Thirty-six female undergraduate subjects participated in six-person assigned role leaderless group discussions. Trained observers evaluated performances in each discussion, which included two 5s from each of three coaching conditions. Ss in full coaching condition received extensive coaching on proper group discussion performance. 5s in the errant coaching condition received improper, but believable, coaching. 5s in the naive, or control, condition received no coaching. Results showed that 5s in the full coaching conditions were rated significantly higher than 5s in the errant or naive conditions. The results were discussed in the light of previous research.     

RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING

Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.     

Word Order Predicts Cross-Linguistic Differences in the Production of Redundant Color and Number Modifiers

When asked to identify objects having unique shapes and colors among other objects, English speakers often produce redundant color modifiers (“the red circle”) while Spanish speakers produce them less often (“el circulo (rojo)”). This cross-linguistic difference has been attributed to a difference in word order between the two languages, under the incremental efficiency hypothesis (Rubio-Fernández, Mollica, & Jara-Ettinger, 2020). However, previous studies leave open the possibility that broad language differences between English and Spanish may explain this cross-linguistic difference such that English speakers may generally produce more modifiers than Spanish speakers, including redundant ones, irrespective of word order. Here, we test the incremental efficiency hypothesis in a language production task crossing language (English, Spanish) with modifier type (color, number). Critically, number words occur on the same side of the noun in both English and Spanish. If broad language differences are responsible for the higher rate of color word production in English compared to Spanish, then the same effect should hold for number words. In contrast, the incremental efficiency hypothesis predicts an interaction between language and modifier type, due to different ordering for color words but identical ordering for number words. Our pre-registered analyses offer strong support for the incremental efficiency hypothesis, demonstrating how seemingly small differences in language can cause us to describe the world in surprisingly different ways.     

Quitters would not prosper: Examining the relationship between online assessment performance and assessment attrition behavior

Hiring managers are often hesitant to implement online assessments over concerns that higher‐quality candidates are more likely to quit lengthy assessment batteries than lower‐quality candidates. In this paper, we present the results of two studies that collectively challenge this assumption. In Study 1, data from 327,517 job‐seekers spanning eight hiring contexts showed that assessment performance was negatively associated with subsequent assessment attrition behavior. In Study 2, we replicated this pattern of effects in two additional samples comprising 1,844,604 applicants for hourly associate positions, and 18,937 applicants for nursing positions. Collectively, these findings suggest that some degree of attrition may ultimately benefit, rather than harm, organizations using prehire assessments.