Audio-Visual Counseling Scale

The responses of Ph.D. candidates were compared with those of M.A. candidates on an Audio-Visual Counselor Scale. The responses of the Ph.D. candidates were found to be significantly more affective, understanding, specific, and exploratory.     

Power and speed components of individual differences in letter matching

Several previous studies have reported a correlation (typically around −.30) between standardized verbal ability test scores and name identity minus physical identity reaction times (NI-PI) in a letter-matching task. This correlation has usually been thought to reflect the mutual dependence of both measures on long-term memory access time. The present research was designed to assess Carroll's (1981) suggestions that: (a) NI — PI may not be the optimal formula for predicting standardized test scores from letter matching data, and (b) NI — PI may actually be related to the speed rather than the power component of standardized tests. Fifty-one subjects previously tested with a standardized reading test participated in letter-matching and word-reading tasks. The latter tasks required subjects to read words and specially constructed pseudowords. Power and speed measures were derived from the word-reading tasks and the standardized test on theoretical grounds (and supported by a principal components analysis). The results supported both of Carroll's contentions. NI — PI reaction time was related more to speed than power and the NI — PI statistic (as usually used) was not the optimum formula for predicting standardized test scores.     

Frequency of meaning use for ambiguous and unambiguous words

When using verbal stimuli, researchers usually equate words on frequency of use. However, for some ambiguous words (e.g.,ball as a round object or a formal dance), frequency counts fail to distinguish how often a particular meaning is used. This study evaluates the use of ratings to estimate meaning frequency. Analyses show that ratings correlate highly with word frequency counts when orthographic and meaning frequencies should converge, are not unduly influenced by semantic factors, and may provide a better measure of relative meaning dominance than the word association task does. Furthermore, the ratings allow researchers to equate or manipulate frequency of meaning use for ambiguous and unambiguous words. Ratings for 211 words are reported.     

Moral Identity Predicts Adherence to COVID-19 Mitigation Procedures Depending on Political Ideology: A Comparison Between the USA and New Zealand

Reducing the spread of infectious viruses (e.g., COVID-19) can depend on societal compliance with effective mitigations. Identifying factors that influence adherence can inform public policy. In many cases, public health messaging has become highly moralized, focusing on the need to act for the greater good. In such contexts, a person's moral identity may influence behavior and serve to increase compliance through different mechanisms: if a person sees compliance as the right thing to do (internalization) and/or if a person perceives compliance as something others will notice as the right thing to do (symbolization). We argue that in societies that are more politically polarized, people's political ideology may interact with their moral identity to predict compliance. We hypothesized that where polarization is high (e.g., USA), moral identity should positively predict compliance for liberals to a greater extent than for conservatives. However, this effect would not occur where polarization is low (e.g., New Zealand). Moral identity, political ideology, and support for three different COVID-19 mitigation measures were assessed in both nations (N = 1,980). Results show that while moral identity can influence compliance, the political context of the nation must also be taken into account.     

Who Started This? Investigating Different Sources of Organizational Change

This study explored whether organizational change had differential effects on perceptions of group leadership and group morale, depending on the source of the change activity. Data on work group leadership and morale was collected in two waves of an employee survey, and data on change activities were collected in the second wave of the survey. When leaders outside of a work group initiated change, employees reported more negative perceptions of their work group leader. However, when the work group leader initiated change, perceptions of that leader tended to be more positive. Finally, change activities initiated by group members did not influence perceptions of work group leadership, but were associated with improved work group morale.     

Noncontingent reinforcement for the treatment of severe problem behavior: An analysis of 27 consecutive applications

Noncontingent reinforcement (NCR) is a commonly used treatment for severe problem behavior displayed by individuals with intellectual and developmental disabilities. The current study sought to extend the literature by reporting outcomes achieved with 27 consecutive applications of NCR as the primary treatment for severe problem behavior. All applications of NCR were included regardless of treatment outcome to minimize selection bias favoring successful cases. Participants ranged in age from 5 to 33 years. We analyzed the results across behavioral function and with regard to the use of functional versus alternative reinforcers. NCR effectively treated problem behavior maintained by social reinforcement in 14 of 15 applications, using either the functional reinforcer or alternative reinforcers. When we implemented NCR to treat problem behavior maintained by automatic reinforcement, we often had to add other treatment components to produce clinically significant effects (five of nine applications). Results provide information on the effectiveness and limitations of NCR as treatment for severe problem behavior.     

A Framework and Measure for Examining Risk Climate in Financial Institutions

Purpose

The risk environment within organizations and business groups has been identified as a key factor in preventing scandal, unexpected losses, and even insolvency in financial institutions. The objective of this paper is to propose a multilevel framework for investigating risk climate (the shared perceptions among employees of the relative priority given to risk management, including perceptions of the risk-related practices and behaviors that are expected, valued and supported), together with its outcomes and antecedents, and validate a new measure.

Design/Methodology/Approach

A bottom-up phenomenon-driven process was used in scale development. We drew on published case studies, the industry literature, and interviews with subject matter experts. We performed three studies across a total of 10,544 employees in three different banks based in different countries. An online survey methodology was used to first explore and then confirm the factor structure, fit and invariance of our risk climate measure at the individual level of analysis, before progressing to examine fit and invariance across both the individual and business unit level simultaneously.

Findings

We found evidence for four unique factors of risk climate that were invariant across three organizations, two countries, and two levels of analysis (individual and business unit).

Implications

The risk climate scale presented in this paper provides a means by which senior leaders of financial institutions may better understand risk climate and how it varies at the business unit level. This information is relevant both to meet regulatory requirements and as a guide for potential intervention to strengthen or change risk climate.

Originality/Value

This paper provides the first academic study of a new strategic-focused climate construct based on the relative priority given to risk management.