Response Timing Accuracy as a Function of Movement Velocity and Distance

In two experiments, patterns of response error during a timing accuracy task were investigated. In Experiment 1, these patterns were examined across a full range of movement velocities, which provided a test of the hypothesis that as movement velocity increases, constant error (CE) shifts from a negative to a positive response bias, with the zero CE point occurring at approximately 50% of maximum movement velocity (Hancock & Newell, 1985). Additionally, by examining variable error (VE), timing error variability patterns over a full range of movement velocities were established. Subjects (N = 6) performed a series of forearm flexion movements requiring 19 different movement velocities. Results corroborated previous observations that variability of timing error primarily decreased as movement velocity increased from 6 to 42% of maximum velocity. Additionally, CE data across the velocity spectrum did not support the proposed timing error function. In Experiment 2, the effect(s) of responding at 3 movement distances with 6 movement velocities on response timing error were investigated. VE was significantly lower for the 3 high-velocity movements than for the 3 low-velocity movements. Additionally, when MT was mathematically factored out, VE was less at the long movement distance than at the short distance. As in Experiment 1, CE was unaffected by distance or velocity effects and the predicted CE timing error function was not evident.     

Substitution and caloric regulation in a closed economy.

Three experiments were conducted to study the effect of an imperfect substitute for food on demand for food in a closed economy. In Experiments 1 and 2, rats pressed a lever for their entire daily food ration, and a fixed ratio of presses was required for each food pellet. In both experiments, the fixed ratio was held constant during a daily session but was increased between sessions. The fixed ratio was increased over a series of daily sessions once in the absence of concurrently available sucrose and again when sucrose pellets were freely available. For both series, increases in the fixed ratio reduced food intake, but body weight was reduced only in the no-sucrose condition. In the sucrose condition, body weight and total caloric intake (sucrose plus food) were relatively unaffected by increases in the fixed ratio. At all fixed ratios, food intake was proportionally reduced by the intake of sucrose. In Experiment 3, monkeys obtained food or saccharin by pressing keys; the fixed ratio of presses per food pellet was increased once when tap water was each monkey's only source of fluid, again when each monkey's water was sweetened with saccharin, and a third time when each monkey had concurrent access to the saccharin solution and plain water. Increases in the fixed ratio, but not the intake of the saccharin solution, reduced each monkey's food intake. Because neither rats' sucrose nor monkeys' saccharin intakes affected the slope of the respective demand curves for food, monkeys and rats increased their daily output of presses and thereby defended their daily intake of those complementary elements of food. However, sucrose reduced rats' food intake. The relative constancy of body weight and total caloric intake in the sucrose condition is consistent with the possibility that rats tended to regulate caloric intake.     

The Revised Conners' Parent Rating Scale (CPRS-R): Factor Structure, Reliability, and Criterion Validity

The Conners' Parent Rating Scale (CPRS) is a popular research and clinical tool for obtaining parental reports of childhood behavior problems. The present study introduces a revised CPRS (CPRS-R) which has norms derived from a large, representative sample of North American children, uses confirmatory factor analysis to develop a definitive factor structure, and has an updated item content to reflect recent knowledge and developments concerning childhood behavior problems. Exploratory and confirmatory factor-analytic results revealed a seven-factor model including the following factors: Cognitive Problems, Oppositional, Hyperactivity-Impulsivity, Anxious-Shy, Perfectionism, Social Problems, and Psychosomatic. The psychometric properties of the revised scale appear adequate as demonstrated by good internal reliability coefficients, high test-retest reliability, and effective discriminatory power. Advantages of the CPRS-R include a corresponding factor structure with the Conners' Teacher Rating Scale—Revised and comprehensive symptom coverage for attention deficit hyperactivity disorder (ADHD) and related disorders. Factor congruence with the original CPRS as well as similarities with other parent rating scales are discussed.     

Predictors of Developmental Task Attainment for Young Adults from Divorced Families

To determine which variables impact developmental task attainment for young adults from divorced families, respondents completed demographic questions, the young adult version of the Personal Authority in the Family System Questionnaire, and the three family relationship subscales of the Family Environment Scale. Of the factors assessed, results suggest that the quality of post-divorce family functioning is the most salient predictor of development for young adults from divorced families. Additionally, although conflict and cohesion have unique effects on task attainment for young adults, expressiveness appears to be the dimension of post divorce family functioning most related to young adult development.     

The Role of Self-Perceptions in Reactions to Preferential and Merit-Based Hiring1

This research attempts to assess the role of preexisting self-perceptions as moderators of individuals' reactions to preferential and merit-based selection. A laboratory experiment was conducted in which female participants were recruited to work on a temporary “job.” Participants were randomly “hired” for the job either because they passed a preemployment qualifying test or because of their gender. Results supported hypothesized self-consistent reactions to the hiring conditions among individuals differing in preexisting self-efficacy. Compared to high self-efficacy participants, lower self-efficacy individuals responded to preferential hiring with lower eventual task performance. Low self-efficacy individuals were also less apt to attribute performance during selection to ability when hired under a merit-based procedure, compared to high self-efficacy participants.     

The Relative Importance of Anticipated Test Format and Anticipated Test Difficulty on Performance

In this investigation, the relative importance of the effects of anticipated test format and anticipated test difficulty on performance was examined by simultaneously manipulating both. Experiments 1 and 2 showed that test performance was affected more by anticipated test format than by anticipated test difficulty. This suggests that the superior performance of subjects who had anticipated a recall test versus those who had anticipated a recognition test, reported here and in previous studies, is more likely to be due to anticipating a recall format than to anticipating a more difficult test. Experiment 2 showed that subjects who had anticipated a recall test studied longer than subjects who had anticipated a recognition test, even when recall tests were less difficult than recognition tests. One explanation for this finding is that subjects inaccurately monitor the relative difficulty of tests across test formats. Subjects rated recall items as more difficult than recognition items, even when recall items are actually less difficult (Experiment 3). These findings suggest that a priori metacognitive knowledge may reduce the accuracy of on-line metacognitive monitoring.     

Unfairness, Anger, and Spite: Emotional Rejections of Ultimatum Offers

This paper addresses an anomaly in experimental economics, the rejection of ultimatum offers, and uses a psychological explanation for this essentially economic event. The wounded pride/spite model predicts that informed, knowledgeable respondents may react to small ultimatum offers by perceiving them as unfair, feeling anger, and acting spitefully. Results of a large scale experiment support the model, showing that rejections were most frequent when respondents could evaluate the fairness of their offers and attribute responsibility to offerers. In addition, anger was a better explanation of the rejections than perceptions that the offers were unfair. The discussion addresses the rarely studied but frequently observed emotions that negotiations provoke.     

Corporate consciousness: Defining the paradigm

The concept of corporate consciousness is defined and discussed. In response to Campion and Palmer (1996), it is asserted that corporate consciousness is not a construct related to conscientiousness or moral responsibility, but an entirely new paradigm, related to awareness and information processing; the concept is cognitive, not metaphysical. Corporate consciousness serves as a framework for understanding the current trend within organizations toward greater awareness of societal realities, and of the organization's impact within larger systems. This framework borrows heavily from the cognitive, social, and organizational psychological literature and can be understood from both micro and macro levels of analysis. Also discussed are the issues of why and how to study corporate consciousness, as well as implications for the organizational practitioner.     

Effects of contextual constraint on eye movements in reading: A further examination

The effect of contextual constraint on eye movements in reading was examined by asking subjects to read sentences that contained a target word that varied in contextual constraint; high-, medium-, or low-constraint target words were used. Subjects fixated low-constraint target words longer than they did either high- or medium-constraint target words. In addition, they skipped high-constraint words more than they did either medium- or low-constraint target words. The results further confirm that contextual constraint has a strong influence on eye movements during reading.     

The “good manager”: Sex-typed,androgynous, or likable?

Recent studies have indicated that people describe a “good manager” in masculine terms. It was hypothesized that this could simply reflect cultural stereotypes, rather than people's perceptions of what combination of traits is desirable in a leader. In Experiments 1 and 2, subjects were presented managerial profiles ascribing all masculine, all feminine, or a combination of masculine and feminine traits (i.e., “androgynous” profiles) to hypothetical managers. Feminine-trait combinations were rated as significantly less desirable than either masculine or androgynous combinations, which were rated as equally desirable. Thus, while femininity per se was not seen as desirable in a leader, it was not viewed as a liability when combined with masculinity, a corroboration of much behavioral research on androgyny. Experiment 3 varied trait likableness and sex-role orientation. Experiments 1 and 2 were replicated for unlikable traits. Surprisingly, the opposite pattern was obtained for likable traits: the feminine combinations were rated as the most desirable, and the masculine combinations were rated as the least desirable. The results are discussed in the context of early research on impression formation and recent work on social cognition.