Managing persons with multiple personality disorder in a heterogeneous inpatient group

Experts advise against referring persons with multiple personality disorder to diagnostically heterogeneous groups. As more multiples are admitted to inpatient units this presents a problem. Excluding persons of a particular diagnosis from groups makes it difficult to promote a cohesive therapeutic milieu. I have found that multiples can be managed successfully in mixed groups. The leader is advised to adhere to a reliable structure and pay close attention to boundary issues. Themes for discussion must be judiciously evaluated so that effectiveness is not undermined. Patients with different diagnoses can come to appreciate their similarities and benefit from groups.     

Validation of a personality measure of managerial performance

Recent interest in the characteristics of effective managers raises the notion that personality factors may be part of the effectiveness syndrome. Modern research in personality systematics makes it possible to refine and extend earlier analyses of this topic. A job analysis of three levels of management in a large trucking company identified the personality characteristics of good managers, as described by peers and subordinates. These managers and a large group of incumbents (n=372) completed the Hogan Personality Inventory (HPI). Managers were assigned scores reflecting their status in the organization; they also were rated by their supervisors. A subset of HPI components were significantly associated with the criteria, with correlations ranging from .22 to .66. These components were combined and used in five separate validity studies. The resulting measure was significantly associated with managerial performance in a variety of organizational settings. These results are consistent with the growing body of evidence suggesting that a coherent set of noncognitive characteristics promotes managerial performance across organizational types.     

Validation of personality and cognitive measures for insurance claims examiners

Claims Examiners are critical for the profitability of large insurance companies. Mistakes in hiring these people can result in improperly processed claims and/or turnover, and this yields negative financial consequences for the company. This paper describes research evaluating the validity of selection procedures for the position of claims examiner at Blue Cross and Blue Shield of Oklahoma. A job analysis indicated that both cognitive skills and personal abilities are necessary for successful performance as a claims examiner. The job analysis also indicated that both subjective and objective criterion measures reflect important aspects of job performance. The criterion data included nine supervisory ratings, employee nominations, average percent of performance, absences, disciplinary actions, and sick leave. In a concurrent validation strategy, we tested a sample of experienced incumbents (N=50) using four cognitive ability tests (Basic Skills Tests: BST) and two measures of personality (Hogan Personality Inventory and PROFILE). Scales from two personality inventories were combined to form the Claims Examiner Inventory (CEI). Scores from the CEI and three of the four cognitive tests correlated significantly with the average percent of performance and six of the supervisory ratings, including the average supervisory rating. In addition to the cognitive measures, the personality measure contributed significantly to the prediction of percent of performance achieved with R=.64. These results are consistent with other research findings that support the use of both personality and cognitive measures as predictors of job performance.     

Structure of physical performance in occupational tasks

Two lines of research concerning the dimensionality of physical performance in occupational tasks are described. In the first, the physical requirements of tasks are analyzed as reflected in job analyses. In the second, the structure of physical abilities tests used to predict performance in physically demanding jobs is evaluated. Principal components analyses of both job analysis and test performance data suggest that the structure of physical abilities has three major components--strength, endurance, and movement quality. This structure appears to be independent of job type or level of incumbents' performance.     

The role of verbal estimates of movement error in ballistic skill acquisition

The role of verbal estimates of movement error in a ballistic movement task was investigated. Two groups performed a rapid linear movement timing task for 50 trials with KR followed by 50 trials without KR. Group I was required to give a verbal estimate of movement time immediately after the task, while Group II was not. Verbal labeling of movement error did not augment performance when KR was present. When KR was withdrawn, however, Group I maintained performance, but Group II's response accuracy declined. Implications for current motor learning theories are discussed.     

Priming effects with food and water reinforcers in hamsters

Hamsters were tested in a square maze with either food or water in each corner compartment. A substantial priming effect (runway times increase as intertrial interval increases) was demonstrated using both food and water reinforcers. A lengthy period of free access to food and water (satiation) immediately abolished the priming effect, although runway times in general remained relatively rapid for some time. Extinction of rapid runway times proceeded more slowly under food than under water deprivation. It is concluded that priming is a widespread phenomenon associated with the presentation of a reinforcing stimulus to an appropriately deprived animal.     

Same/different concept learning in the pigeon: the effect of negative instances and prior adaptation to transfer stimuli

Pigeons were trained on a matching-to-sample or oddity-from-sample task with shapes (circle and plus). Half of each group was exposed to “negative instance” trials i.e., for matching birds, neither comparison key matched the sample, and for oddity birds both comparison keys matched the sample. When all birds were transferred to a new task involving colors (red and green), nonshifted birds (transferred from matching to matching, or oddity to oddity) performed significantly better than shifted birds (transferred from matching to oddity, or oddity to matching), but only if they had experienced negative instances of the training concept. When all birds were exposed to negative instances of the transfer task and then transferred to a new color task (yellow and blue), dramatic transfer effects were observed. The effect of pre-exposure to the yellow and blue colors, in order to reduce transfer-stimulus novelty, had a minor effect on transfer.     

What’s the 411? Assessing the Feasibility of Providing African American Adolescents with HIV/AIDS Prevention Education in a Faith-Based Setting

This study examines African American faith based leaders’ attitudes and beliefs about providing HIV prevention education and services to adolescents. Using a convenience sample, we identified priority adolescent health issues, attitudes about abstinence messages, and willingness to provide and participate in HIV prevention. Leaders identified drugs, gangs, alcohol, sex, and pregnancy as priority health issues affecting youth in their institutions. Leaders’ strongly preferred to emphasize abstinence messages. Although leaders were willing to provide youth with health education, they were not willing to discuss specific behaviors associated with HIV transmission. African American churches provide a venue to reach African American youth; however, there are limitations to relying on faith-based HIV prevention services. HIV prevention education should continue to be supplemented via parents, schools, and public health agencies.