Dissociations between procedural and episodic memory: effects of time and aging

The issue of multiple memory systems is explored. Young and older adults (mean ages = 20 and 71, respectively) named pictures and were tested immediately, 1, 7, or 21 days later. Episodic memory (recognition) for pictures was significantly lower in older relative to young adults and declined systematically across all retention intervals in both age groups. In contrast, procedural memory (repetition priming in picture naming) revealed no reliable age differences. In both age groups, priming declined within the first 24 hr, but unlike recognition, there was no further decrement from 1 to 21 days. There were also within-subject dissociations: The magnitude of priming was equivalent for remembered and forgotten items, and the relation between recognition and priming across intervals was nonmonotic, revealing a reversed association. The findings were interpreted within a multiple-memory-systems framework.     

Adult age comparisons in the processing of event frequency information

The usual superiority in frequency-of-occurrence judgments of younger vs. older subjects was hypothesized to result from greater strategic encoding of the materials conveying frequency information. A subject-paced, visual search task was designed to control nontarget word encoding. Relative frequency judgments for the nontarget word pairs were equally accurate for younger and older subjects, and performance of both groups was above chance. Results suggest that strategic cover-task encoding can induce age differences in incidental frequency processing. Consistent with a nonoptimal as opposed to an optimal view, automatic processes require only minimal capacity for above-chance performance, but additional strategic resources can increase performance. When such additional resources are used more by younger than by older subjects, the former are better in frequency performance.     

Effects of decision strategy and number of openings on employment selection decisions

The purpose of this study was to explore the impact of two factors—decision strategy and the number of openings—on selection decisions. Two hundred graduate and undergraduate students participated in a human resource employment screening simulation. Decision strategy was varied by having candidates evaluate resumes and letters of application for 20 candidates one-at-a-time (sequentially) or all at once (simultaneously). The number of position openings was either one or three. Decision strategy affected the number of candidates accepted, acceptance threshold, and decision time. The number of openings affected selection decisions in the simultaneous but not the sequential context. Implications of these results for selection processes are discussed.     

Humility as a psychotherapeutic formulation

Humility training is conceptualized as an appropriate treatment for persons who occasionally describe themselves, but are most frequently described by others as overbearing, insensitive and deceitful. Procedures are outlined to identify unrecognized fears and improve interpersonal skills. Humility is presented as a counterpoint to assertiveness and aggression/anger control interventions.     

A SEARCH FOR PRINCIPLES IN PRINCIPLES OF PSYCHOLOGY

Principles of Psychology was published as an introductory textbook, with the contemporary virtue of having chapters that "can he assigned in any order." It is a compendium of speculation, with very few connecting threads to tie materials together. This article reports one psychologist's travels through thex Principles, in search of latent organizing structure, using as a guidebook the methodological and substantive content of two recent articles (Kimble. 1989. 1990a). The journey had its low and high points: The methodology encountered was hardly worth the trip. The exciting moments were the views of correspondences between James' insights and what we know today.     

Counseling psychology and employee assistance programs: Previous obstacles and potential contributions

In the last two decades, an important new therapeutic delivery system has been emerging to serve the needs of the American workforce. Known as Employee Assistance Programs (EAPs), these company and community based programs were created to provide mental health services to workers whose job performance is impaired due to substance abuse or other difficulties. Although there are obvious similarities between the mission espoused by EAPs and traditions of the counseling psychology profession, many members of our discipline have only recently become involved in these programs. This paper discusses various reasons why counseling psychologists have not become involved with EAPs. It also presents some ways that counseling psychologists may contribute to these programs and it highlights the similarities in the philosophies and the activities of EAP and counseling psychology practitioners and scientists. Additionally, some suggestions for how to prepare counseling psychologists for entrance into the EAP profession are offered. Finally, a brief research agenda designed to guide counseling psychologists who are interested in the study of EAP related variables is presented.We are appreciative of Karen Novak's and Marilyn Bayer's editorial assistance on this paper.     

Sexual addiction: Understanding and treating the phenomenon

The authors describe their multi-faceted treatment of sex addicts and co-dependents, make observations about the needs and issues involved in such therapy, and discuss some of the desired outcomes from the combination of professional help and self-help in the treatment regimen.Ralph H. Earle, PhD, and Gregory M. Crow, PhD, are family therapists and psychologists in private practice in Scottsdale, Arizona     

Relationship between trust in appraisal and appraisal effectiveness: A field study

The current study examined the influence of trust in the appraisal system on ratees' reactions to performance evaluations. One-hundred and sixty eight bank tellers completed an instrument that assessed their trust in the appraisal system, appraisal satisfaction, perceived utility of evaluations, behavioral intention to improve performance, and intention to leave the job. Trust and performance evaluations were significant predictors of ratee reactions to appraisals and intention to improve on performance weaknesses. In addition, performance ratings were a better predictor of intention to improve on performance weaknesses for ratees who had high trust in the appraisal system. Implications for future research and practice are discussed.An earlier version of this paper was presented at the Annual Meeting of the Society of Industrial and Organizational Psychology, Miami, Florida, April, 1990.