Race and Moral Judgment Development Scores

Black and White college students were studied to determine reactions to moral dilemmas when the race of the central character in the dilemma was changed.     

The Values of Counseling: Three Domains

This article examines how values, as orienting beliefs about what is good for a client, group of clients, or a nation, affect the delivery of counseling services. Specifically, this article explores the role of value assumptions within such areas as counselor-client interactions, psychometrics, career services, and the transportability of counseling theories across national boundaries.     

Interactions between area and numerosity

Summary The concept of filled area, i.e. the impressionistic ensemble of parts of a stimulus field occupied by dots, is used to account for various kinds of numerosity illusions due to perceptual interaction between a number of dots and their spatial arrangement. A measure of filled area is derived from a model for the perceptual clustering of dots on the basis of relative proximity. It is shown that the quantified concept of filled area successfully predicts illusion data from earlier studies. Subsequently, a two-alternatives forced-choice numerosity experiment is reported, the data of which gave further evidence of the predictive power of the filled-area hypothesis. Our approach is discussed with respect to spatial features of dot stimuli that might be in rivalry with the filled-area factor in numerosity-estimation tasks.     

Some tests of the interactive-activation model for word identification

Summary The interactive-activation model postulates (a) that activation at the letter level leads automatically to activation at the word level, (b) that the word-superiority effect reflects reactivation of letters by the word they spell, and (c) that subjects identify words on the basis of information obtained from separate letter-position channels. In the first two experiments, we showed words in upper, lower, or mixed case: the word-superiority effect was reduced when words were presented in mixed-case letters, presumably because extra-letter information is lost with mixed-case presentation; i.e., postulate (c) is wrong. The third experiment showed that when the letters of a word are rotated 180° subjects can identify the letters without producing a word-superiority effect; i.e., one of postulates (a) and (b) is wrong. In Experiments 4 and 5, we trained subjects to name words presented in inverted letters; training was more effective when subjects could exploit bigram information in addition to letter-channel information; i.e., reading inverted text is based on extra-letter-feature information, not on a general skill in rotating letters. Taken together, our data deny three of the interactive-activation model's major postulates. We offer some suggestions for future versions of the model. Electronic mail: Userid: MEWHORTD; Nodeid: QUCDN; Domain: BITNET     

Sex role orientations of male and female collegiate athletes from selected individual and team sports

The purpose of the present study was to determine whether the sex role orientations of male and female collegiate athletes were more similar in team sports than in individual sports. It was predicted that females in masculine-oriented team sports (basketball and volleyball) would exhibit sex role orientations more similar to those of their male counterparts than would females in individual sports (track/field and swimming). To test this notion the S. L. Bem (The Measurement of Psychological Androgyny, Journal of Consulting and Clinical Psychology, 1974, 42, 155–167) Sex Role Inventory was administered to 381 athletes from 37 National Collegiate Athletic Association institutions. The median-split procedure (S. L. Bem, On the Utility of Alternative Procedures for Assessing Psychology Androgyny, Journal of Consulting and Clinical Psychology, 1977, 45, 196–205) was used to classify subjects as masculine, feminine, androgynous, or undifferentiated. Separate Gender × Sex Role Orientation chi square tests were performed on the frequency data of team and individual sport athletes. The results indicated no significant differences in the sex role orientations of male and female team sport performers, with the greatest proportion (66%) having a masculine (33%) or androgynous (33%) orientation. For individual sports there was a significant difference in the sex role orientations of males and females. The highest proportion of females were classified as feminine (37%) and the lowest proportion were classified as masculine (11%). Individual sport males were somewhat evenly distributed among the four sex role orientation categories, with the highest proportion classified as undifferentiated (36%). It was concluded that sex role orientation of elite female athletes may be associated with the male appropriateness of the sport in which they participate.     

Effects of facial attractiveness and gender on causal attributions of managerial performance

The present study examined the effect of facial attractiveness and gender on raters' evaluations of and explanations for managerial performance. Results showed attractiveness to be a potential liability for both males and females. Good performance of attractive females was more likely than that of others to be attributed to luck or bias, while that of attractive males was viewed as occurring with little effort. In addition, the poor performance of attractive individuals was blamed on lack of effort (females) or lack of ability (males). Implications of these findings are discussed.An earlier version of this paper was published in the 1986 Proceedings of the Southern Management Association.     

Marriage Guidance Training and the Trainee's Own Marriage: A Prospective Study

Twenty trainees and 18 partners took part in a study of the effects of a marriage guidance training programme on their own marriage. Changes were assessed in two ways: retrospectively ('perceived' changes as assessed following training) and prospectively (changes calculated by comparing scores obtained before training and those obtained after training). For most dimensions there was little correspondence between 'perceived' change and 'calculated' change. This has important methodological implications, which are discussed. The 'calculated' change indicated poorer marital adjustment following training. The trainees' scores suggested that they had become less 'abasing' and less 'nurturant' towards their partners; also that they had more disagreements about 'philosophy of life' and 'dealing with in-laws'. Their comments suggested that a number of the trainees had become more analytical of their own marriages, and that training had heightened their awareness of their own needs and individuality.     

Work involvement among college-educated women: A methodological extension

This paper has two objectives: (1) to develop a more complex measure of work involvement than that typically used, and (2) to correlate this measure with selected lifestyle/family and work variables. The data were drawn primarily from a 1981 survey of 110 female graduates of a large Midwestern university who completed their undergraduate degrees in 1967. Respondents were categorized as high, moderate, or low on a work involvement index based on four variables: work continuity, work status, current or most recent occupation, and educational achievement. Findings in the area of lifestyle/family suggest that high work-involved women are more likely to be single and to marry later when they do marry, less likely to have children, and less likely to perceive conflicts between marriage/relationships and/or children and a career. Findings in the area of work suggest that high work-involved women are significantly more likely to work in male-dominated occupations and to earn salaries of $20,000 or more. High work-involved women are also significantly more likely to be supervisors, to report that most of the people in their work group or branch are below them in rank/position, to be working with all or predominantly men, to have men above them in rank, and to have experienced sex discrimination on the job. In the area of job satisfaction, the differences by work involvement are not as pronounced. High work-involved women are significantly more likely to be employed and not job hunting — one measure of job satisfaction. However, they are no more or less likely than moderate or low work-involved women to perceive their job as a compromise with what they expected or to report overall job satisfaction. Some directions for future research are discussed.Environmental Strategies, Inc.Preparation of this report was supported, in part, by the Providence College Fund to Aid Faculty Research. Thanks are due to the staff of The Henry A. Murray Research Center of Radcliffe College for access to the 1970 questionnaires, to Sharon R. Jenkins for data processing consultation, and to the anonymous reviewers for their helpful suggestions.