Overselectivity,developmental level,and overtraining in autistic and normal children

Thirteen autistic children were compared to 13 normal children, matched to them in mental age, on performance of a visual discrimination task. Form, color, and size were relevant and redundant cues. The groups did not differ significantly in mean trials to reach criterion or in breadth of learning, and both groups increased their breadth of learning after 50 trials of overtraining. Form was preferred to color and size by both autistic and normal children. Within each group, rank on mental age was highly correlated with rank in breadth of learning. Verbal and nonverbal autistic children did not differ in breadth of learning or in dimensional preference. Even nonverbal autistics equaled the performance of their normal controls. Our results suggest that overselective attention is better understood as part of a general developmental lag in cognition in autistic children than as a specific deficit underlying psychotic behavior.This research was supported in part by NIMH Grant 11440, O. I. Lovaas, principal investigator. The authors thank Dr. Lovaas and Dennis C. Russo for their helpful criticisms of an earlier draft.     

An Intersectional Approach to the Glass Ceiling: Gender,Race and Share of Middle and Senior Management in U.S. Workplaces

A robust body of research examines factors affecting the likelihood that women experience increasing barriers to promotion in workplaces. However, limited research examines how racialized and gendered processes may intersect and work differently for racially and gender marginalized workers. Specifically, the processes relating to a worker’s ability to reach middle-level management positions (e.g., those managers who oversee a small group of employees) and senior-level management positions (e.g., CEOs and other executive positions) may vary based on workers’ race and gender. Using 2015 EEO-1 data collected by the U.S. Equal Opportunity Employment Commission (EEOC), we examine how the characteristics of a workplace affect Black men, Black women, White men, and White women’s share of middle- and senior-level management. We find Black women and Black men are strikingly under-represented in both middle and senior management in private-sector workplaces. Our results demonstrate that access to middle- and senior-management varies by the characteristics of the workplace and workers’ race and gender. Overall, our findings point to an important implication: Greater oversight of workplaces, including by the EEOC, is associated with marginalized race/gender groups having higher shares of management.

     

ADHD as a Potential Risk Factor in Poor Antiretroviral Adherence Rates in HIV: A Brief Narrative Review and Suggestions for Future Research

Neuropsychology Review - This was a narrative review of the literature pertaining to antiretroviral adherence rates in patients with HIV, with a focus on ADHD as a potential risk for poor...     

Framing and Group Decision-Making: Do Cognitive Changes Parallel Preference Changes?

Subjects had their initial frames of reference concerning a decision problem (Asian Disease problem; Tversky & Kahneman, 1981, Science,211, 453–458) manipulated in order to compose four-person groups containing members with different frames of reference. Three different group compositions (number of members with "gain-oriented" vs "loss-oriented" frames) were used: three gain-oriented and one loss oriented (3–1), two gain-oriented and two loss-oriented (2–2), and one gain-oriented and three loss-oriented (1–3). Results indicated a postgroup discussion choice shift toward the risk alternative in the 2–2 and the 1–3 composition conditions. However, changes in members′ frames of reference were unrelated to preference changes. Group composition also affected group decision processes. Implications for future theory and research in small group decision-making are discussed.     

Assessing the Intersectionality of Religious and Sexual Identities During the Coming-Out Process

Lesbian, gay, and bisexual (LGB) individuals often experience internalized and/or externalized religious rejection due to their sexual orientation. Initial steps in the coming-out process can be especially difficult and can result in existential crises, including questioning one's place within the religious/spiritual realm. The authors propose a developmental framework for conceptualizing the role of religion and spirituality in the coming-out process. Cass's (1979, 1984) stage model of coming out and Genia's (1995) model of religious development, along with additional literature addressing LGB spirituality, serve as foundations for this framework. Counseling and research implications of the framework are also discussed.     

Attachment,social rank,and affect regulation: speculations on an ethological approach to family interaction

The attachment and social rank systems are biological-evolutionary systems that can serve as models for conceptualizing family interaction. By exploring both their unique and interrelated impact on affect regulation, we can differentiate between processes that foster healthy growth and those leading to individual psychopathology. This perspective facilitates the integration of biological and psychological models, and has therapeutic implications. It also integrates well with other family therapy models.