Positional inference in rhesus macaques

Animal Cognition - Understanding how organisms make transitive inferences is critical to understanding their general ability to learn serial relationships. In this context, transitive inference...     

Impartiality and disability discrimination

Cost-effectiveness analysis is the standard analytical tool for evaluating the aggregate health benefits of treatments and health programs. According to a common objection, however, its use may lead to unfair discrimination against people with disabilities. Since the disability discrimination objection is seldom articulated in a precise way, I first provide a formulation that avoids some implausible implications. Then I turn to the standard defense of cost-effectiveness analysis and argue that it does not succeed. But this does not settle the question of whether the use of cost-effectiveness analysis leads to unfair discrimination. Rather, it shows that the controversy should be approached in a different way. Thus, I conclude by outlining an alternative strategy for answering the question.     

How special are the specialties? Workplace settings in counseling and clinical psychology in the United States

How special are the specialties? Although clinical and counseling psychology each have distinctive origins, past research suggests their potential convergence across time. In a survey of 5666 clinical and counseling psychologists, the similarities and differences between their workplace settings were examined during early-, mid-, and late-career phases to explore the distinctiveness of the two specialties. Overall, clinical and counseling psychologists reported markedly similar workplace settings. However, some significant differences remained; a greater proportion of counseling psychologists reported working in counseling centers, while a greater proportion of clinical psychologists reported working in medical settings. In addition, during late-career, substantially more counseling and clinical psychologists worked in independent practice contexts than in community mental health centers, medical settings, academia, or university counseling centers. Findings are discussed in relation to the ongoing distinctiveness of the two specialties and the implications of this for training and service in the field of professional psychology.     

Quiet-eye training for soccer penalty kicks

Anxiety has been shown to disrupt visual attention, visuomotor control and subsequent shot location in soccer penalty kicks. However, optimal visual attention has been trained in other far aiming skills, improving performance and resistance to pressure. We therefore asked a team of ten university soccer players to follow a quiet eye (QE; Vickers 1996) training program, designed to align gaze with aiming intention to optimal scoring zones, over a 7-week period. Performance and gaze parameters were compared to a placebo group (ten players) who received no instruction, but practiced the same number of penalty kicks over the same time frame. Results from a retention test indicated that the QE-trained group had more effective visual attentional control, were significantly more accurate, and had 50% fewer shots saved by the goalkeeper than the placebo group. Both groups then competed in a penalty shootout to explore the influence of anxiety on attentional control and shooting accuracy. Under the pressure of the shootout, the QE-trained group failed to maintain their accuracy advantage, despite maintaining more distal aiming fixations of longer duration. The results therefore provide only partial support for the effectiveness of brief QE training interventions for experienced performers.     

Peer-based control in self-managing teams: linking rational and normative influence with individual and group performance

The authors use a multilevel framework to introduce peer-based control as a motivational state that emerges in self-managing teams. The authors specifically describe how peer-based rational control, which is defined as team members perceiving the distribution of economic rewards as dependent on input from teammates, extends and interacts with the more commonly studied normative control force of group cohesion to explain both individual and collective performance in teams. On the basis of data from 587 factory workers in 45 self-managing teams at 3 organizations, peer-based rational control corresponded with higher performance for both individuals and collective teams. Results further demonstrated that the rational and normative mechanism of peer-based control interacted to explain performance at both the individual and team levels. Increased peer-based rational control corresponded with higher individual and collective performance in teams with low cohesion, but the positive effects on performance were attenuated in cohesive teams.     

On the Ternary Relation and Conditionality

One of the most dominant approaches to semantics for relevant (and many paraconsistent) logics is the Routley?CMeyer semantics involving a ternary relation on points. To some (many?), this ternary relation has seemed like a technical trick devoid of an intuitively appealing philosophical story that connects it up with conditionality in general. In this paper, we respond to this worry by providing three different philosophical accounts of the ternary relation that correspond to three conceptions of conditionality. We close by briefly discussing a general conception of conditionality that may unify the three given conceptions.     

Neurobiological correlates of cognitions in fear and anxiety: a cognitive-neurobiological information-processing model

We review likely neurobiological substrates of cognitions related to fear and anxiety. Cognitive processes are linked to abnormal early activity reflecting hypervigilance in subcortical networks involving the amygdala, hippocampus, and insular cortex, and later recruitment of cortical regulatory resources, including activation of the anterior cingulate cortex and prefrontal cortex to implement avoidant response strategies. Based on this evidence, we present a cognitive-neurobiological information-processing model of fear and anxiety, linking distinct brain structures to specific stages of information processing of perceived threat.     

Wishing for Change in Japan and Canada

Japanese and Canadian university students were compared on the changes they wanted in their lives. Contrary to their characterization as self-effacingly relational and group-minded, Japanese were no more likely than Canadians to wish for social or collective goods. Rather, Japanese were more likely than Canadians to wish for money or material goods, and less likely than Canadians to wish for better family relations, increased self-understanding, and improved academic performance. Whether these findings reflect dissimilar cultural priorities, unequal opportunities and constraints, or both, is discussed.     

Alternative Strategies for Evaluating Student Learning – Edited by Michelle V. Achacoso and Marilla D. Svinicki

Books reviewed: Alternative Strategies for Evaluating Student Learning. Edited by Michelle V. Achacoso and Marilla D. Svinicki. New Directions for Teaching and Learning, No. 100. San Francisco: Jossey‐Bass Publishers, 2004. 122 pages. ISBN 0‐7879‐7970‐8. $29.00.     

Sex Differences in Absence from Work: A Reinterpretation

Sex differences in absence from work were investigated for parents and nonparents during a period of 11 months. Personnel records showed sex differences only among working parents, with mothers taking significantly more sick leave than fathers ( p <.05). By using self-reports obtained under protection of anonymity it was found that in the parent group both sexes reported absences necessitated by child care as personal illness, but significantly more women than men were absent from work for such activities ( p <.01). Results from this study shed light on the statement that "women are more likely than men to be absent from work because of illness" (U.S. Department of Labor Bureau Bulletin, 1977); child care, rather than personal illness, appears to be the major variable that mediates sex differences in absence from work.