Cerebral lateralization for speech in deaf and normal children

The cerebral lateralization pattern for speech production in normal hearing and congenitally deaf children was studied using the dual-task paradigm. Performance under the verbal task conditions showed predicted left hemispheric dominance for speech production in the normal hearing children. No developmental trends in asymmetry were found, suggesting that speech lateralization is present in normal 3-year-old children. These data support the developmental invariance hypothesis of cerebral organization. Deaf children showed more symmetrical patterns of cerebral control for speech production. No developmental trends in functional brain organization were observed among prepubescent deaf children.     

Tracing response parameter preparation strategies using transition times

Latencies were measured using a modified four-choice reaction time (4-CRT) test procedure; the responses comprised forward and backward displacements of left- and right-hand levers. Two stimuli were presented, separated by an interval (ISI) of 25, 165, 415 or 815 msec. S1 designated which response should be readied; and on 62% of occasions, S2 indicated that the prepared response should be executed immediately (same trials). During transition trials, S2 specified which one of the alternative responses should be substituted. Same conditions produced significantly shorter reaction times. Transition latencies varied depending on the modification required: changing direction proved easier than changing either hand or hand and direction. This is compatible with a response coding strategy in which limb is designated before direction. Latencies and exchange function analyses that preparations were discontinued after response selection; even at the longest ISI, there was no convincing evidence of preparatory motor programming.     

Regulatory foci and organizational commitment

We use regulatory focus theory to derive specific predictions regarding the differential relationships between regulatory focus and commitment. We estimated a structural equation model using a sample of 520 private and public sector employees and found in line with our hypotheses that (a) promotion focus related more strongly to affective commitment than prevention focus, (b) prevention focus related more strongly to continuance commitment than promotion focus, (c) promotion and prevention focus had equally strong effects on normative commitment. Implications of these findings for the three-component model of commitment, especially the ‘dual nature’ of normative commitment, as well as implications for human resources management and leadership are discussed.     

Parent influences on early childhood internalizing difficulties

Children's internalizing problems are a concerning mental health issue, due to significant prevalence and continuity over time. This study tested a multivariate model predicting young children's internalizing behaviors from parenting practices, parents' anxiety–depression and family stressors. A community sample of 2 year old children (N = 112) was followed longitudinally to 4 years. Parents completed questionnaires and playroom observations provided independent measures of parenting and child variables. Predictors of early childhood internalizing difficulties were over-involved/protective parenting, low warm-engaged parenting, and parental anxiety–depression. Family life-stress and parental anxiety–depression also predicted problematic parenting practices. These findings were discussed within the context of the design of early childhood parenting programs to prevent anxiety and depression in children.     

Positive Automatic Cognitions Mediate the Relationship Between Personality and Trait Positive Affect

Positive affect (PA) has emerged as a key well-being facet and a powerful predictor of physical and psychological well-being. One of the strongest predictors of PA is personality, particularly neuroticism and extraversion. However, the mechanisms via which personality affects PA are not well-understood. Consistent with theories that accord cognitive factors a role in mediating the relationship between personality and outcomes, we tested whether positive automatic thoughts (PATs) mediated the relationship between neuroticism, extraversion, and PA among 199 college students (137 women, 70% White, 66% first and second year students, mean age = 24.13, SD = 8.86). Consistent with hypotheses, structural equation modeling indicated that PATs fully mediated the relationship between both neuroticism and extraversion and PA. The structural model fit the data well, χ²/df = 2.33, CFI = .96, SRMR = .07, RMSEA = .08 (90% CI: .06, .10), AIC = 172.45, and accounted for 58% of the variance in PA. An alternative model in which personality predicted PA, which in turn predicted PATs, did not provide as good a fit to the data, χ²/df = 3.03, CFI = .94, SRMR = .09, RMSEA = .10 (90% CI: .08, .12), AIC = 207.40. Models in which negative automatic thoughts (NATs) were construed as fully [χ²/df = 4.46, CFI = .95, SRMR = .08, RMSEA = .13 (90% CI: .11, .16)] or partially [χ²/df = 4.04, CFI = .96, SRMR = .06, RMSEA = .12 (90% CI: .10, .15)] mediating the relationship between neuroticism and negative affect did not provide a good fit to the data. A final model in which negative affect was tested a mediator of the relationship between neuroticism and NATs also did not fit the data well, χ²/df = 4.03, CFI = .96, SRMR = .07, RMSEA = .12 (90% CI: .10, .15).     

Job-content Perceptions, Performance–reward Expectancies, and Absenteeism among Low-wage Public-sector Clerical Employees

This study explored relations of job-content perceptions (i.e., skill variety and task significance), and performance–reward expectancies, with absenteeism among 134 low-wage public-sector clerical employees. Results indicated that those employees who perceived limited performance–reward expectancies (i.e., lower instrumentality), and who considered their jobs to be either higher on skill variety or task significance, were likely to be absent more often. Moreover, the link between skill variety and absenteeism was moderated by instrumentality in a manner suggesting that respondents may have utilized absenteeism as a means of compensating for perceived workplace contributions not extrinsically rewarded. These findings further suggest that employees in occupational settings for which performance-related extrinsic rewards are less available may not respond to favorable job-content perceptions in the positive manner generally predicted by job characteristics theory.     

Uncovering the mystery: factors of African American suicide

Traditionally, African Americans have registered lower rates of suicide than other ethnic groups. In the last 20 years this pattern has changed, particularly among young African Americans. To date, the research conducted regarding this phenomenon has been limited for a variety of reasons and previous research has been inconclusive in determining risk factors of African American suicide. The purpose of this paper is to identify risk and protective factors specific to African American suicide. To determine the factors, the 1993 National Mortality Follow-back Survey was analyzed. The risk factors identified include being under age 35, southern and northeastern residence, cocaine use, firearm presence in home, and threatening others with violence. Some of the protective factors associated with African American suicide include rural residence and educational attainment. These results provide valuable information about completed African American suicides in relation to Whites. Several of these factors are unique to African Americans.