Effect of sample presentation time on long-delay matching in the pigeon

The effect of sample stimulus presentation time on long-delay matching in highly practiced pigeons was investigated. The birds were found capable of above chance matching performance at a delay of 60 sec provided the sample stimulus was presented for 4 sec or longer. Matching accuracy increased as a negatively accelerated function of sample stimulus presentation time and decreased as a negatively accelerated function of time since the termination of the sample. The rate of forgetting was found to be independent of sample stimulus presentation time. The data were inconsistent with a temporal discrimination interpretation of the effect of presentation time on delayed matching. The data were interpreted as supporting a simple trace strength and decay model of pigeon delayed matching.     

Willingness to help as determined by the sex-role appropriateness of the help-seeker's career goals

College students were asked if they would be willing to serve as student contacts for high school students applying for admission to the university who wanted more information about student life. Students volunteered to spend more time helping a female applicant if she wanted to become a librarian than if she wanted to become an engineer, while they volunteered to spend more time helping a male applicant if he wanted to become an engineer than if he wanted to become a librarian. Results were the same when the dependent measure was the amount of time volunteered for interviews, for telephone conversations, and for letterwriting, indicating that the amount of personal contact required did not influence subjects' preference to help those whose career aspirations were sex-role appropriate more than those whose career goals were sex-role inappropriate.     

Educating the Senses: Explorations in Aesthetics,Embodiment and Sensory Pedagogy

Studies in Philosophy and Education - This volume takes two different, albeit intertwined approaches. The first concerns a reformulation of aesthetics in education—one which highlights the...     

Achieving Effective Remote Working During the COVID-19 Pandemic: A Work Design Perspective

Existing knowledge on remote working can be questioned in an extraordinary pandemic context. We conducted a mixed-methods investigation to explore the challenges experienced by remote workers at this time, as well as what virtual work characteristics and individual differences affect these challenges. In Study 1, from semi-structured interviews with Chinese employees working from home in the early days of the pandemic, we identified four key remote work challenges (work-home interference, ineffective communication, procrastination, and loneliness), as well as four virtual work characteristics that affected the experience of these challenges (social support, job autonomy, monitoring, and workload) and one key individual difference factor (workers’ self-discipline). In Study 2, using survey data from 522 employees working at home during the pandemic, we found that virtual work characteristics linked to worker's performance and well-being via the experienced challenges. Specifically, social support was positively correlated with lower levels of all remote working challenges; job autonomy negatively related to loneliness; workload and monitoring both linked to higher work-home interference; and workload additionally linked to lower procrastination. Self-discipline was a significant moderator of several of these relationships. We discuss the implications of our research for the pandemic and beyond.     

The right place for me: A moderated mediation model to explain the involvement of employees aged over 50 years

Over the past decades, employment rates of older workers in most Western countries have rapidly increased. Hence, there is a growing interest in identifying the organizational dimensions that might impact the psychosocial adjustment of workers aged over 50 years. This study focuses on perceived organizational support (POS) and identity-related measures (identification and authenticity) as key organizational components for workers at this stage of life. Furthermore, in the relationships discussed, we explore the moderating role of perceived age discrimination. In an ample sample of older workers (N = 4,563, aged 50–66 years), a moderated mediational model was tested where older workers' involvement was associated to POS. In the model, this relationship was mediated by organizational identification and authenticity, and the association between POS, identity-related measures, and involvement was moderated by age-based discrimination. Results showed that POS is associated with organizational involvement via organizational identification and authenticity and that high level of age discrimination decreased the positive association between POS, organizational identification, authenticity, and involvement.     

Comparing computer‐based training and lecture formats to teach visual analysis of baseline‐treatment graphs

Accurate analysis of data is vital to the validation of interventions. As such, there has been a recent increase in studies evaluating visual analysis training procedures. However, past investigations have not evaluated direct and indirect visual analysis training methods with matched instructional content that was systematically designed. Furthermore, training has rarely included assessment of generalization and maintenance of visual analysis skills. The purpose of the current dissertation study was to compare the effectiveness and efficiency of (a) computer‐based training, (b) lecture formats with and (c) without the opportunity to pause, and (d) a no‐training group to teach visual analysis of AB graphs to university students. To make these formats directly comparable, the instructional content was equated by ensuring information and examples were identical across the three training procedures. Eighty‐three students were randomly assigned to one of the four groups. Results showed that all three training formats produced increases in accurate responding compared to the no‐training group. Visual analysis skills generalized to novel graphs and maintained approximately 2 weeks following all trainings. These results suggest that structured approaches that are carefully designed to train visual analysis are effective and lead to gains that generalize and maintain in the absence of training.