Assessing pupil concerns about transition to secondary school

Background. The primary–secondary transition can negatively affect pupils' emotional and psychological adjustment. However, methods for assessing concerns regarding secondary school are limited. A reliable and valid measure of transition‐related concerns would be useful both in evaluating and shaping the content and delivery of universal and targeted transition support programmes. Aims. To assess the validity of a quantitative self‐report measure of school concerns as an assessment tool during the primary–secondary school transition. Sample. A UK sample of 147 Year 6 primary school pupils and 263 Year 7 secondary school pupils. Method. Self‐reports of school concerns and school liking as well as self‐reported and peer assessments on a range of psychological adjustment measures were collected. Results. The School Concerns Questionnaire (SCQ) showed good reliability at primary and secondary school. Secondary concerns reduced significantly post‐transition. Three factors emerged from an exploratory factor analysis of the SCQ and the pattern of results was replicated for post‐transition concerns. Pupils with higher school concerns at secondary school reported reduced liking of school and reduced trust and respect for teachers. The SCQ was associated with generalized anxiety and female gender both pre‐and post‐transition. Peer problems and depression were associated with pre‐ and post‐transition concerns, respectively. Conclusions. The SCQ is a simple to complete, reliable, and valid tool for assessing primary–secondary transition concerns. It could serve a valuable role in the evaluation and development of universal and targeted school‐based initiatives that aim to promote positive secondary transition.     

Using PPT to correct for inconsistency in a speeded task

Two experiments employed Potential Performance Theory (PPT) to correct for inconsistency in a speeded task. In Experiment 1, a search task was employed whereby participants searched for a target letter among distracters. In Experiment 2, the search task was more complex and naturalistic-participants searched for enemy weapons in aerial photographs. Not surprisingly, the results revealed that longer search times led to greater accuracy. However, this improvement was due only in part to improved search strategies. Much, if not most, of the improvement was due to increased consistency. The authors demonstrate and discuss some of the advantages to be gained by considering a speeded task within the context of a clear and mathematically precise theory (PPT).     

It is irrelevant,but it matters: Using confluence theory to predict the influence of beliefs on evaluations,attitudes, and intentions

The present research is based on the notion of confluence—that associated mental elements have a tendency to become more consistent with each other over time, even if some of them are logically irrelevant to the issue at hand. This idea was applied to a voting paradigm where participants were exposed to varying numbers of valenced beliefs about a candidate. Two experiments tested the idea that although valenced beliefs influence attributions and voting intentions, there is an additional process whereby evaluations of irrelevant beliefs also are influenced. Not surprisingly, as more positive or negative beliefs were presented, voting intentions became more positive or more negative, respectively. More dramatically, however, positive or negative evaluations of irrelevant beliefs became more extreme in the direction of the presented items as more of them were presented. An additional experiment tested alternative mechanisms. Copyright © 2012 John Wiley & Sons, Ltd.     

Questionnaire of executive function for dancers: an ecological approach

There is a current debate about the ecological validity of executive function (EF) tests. Consistent with the verisimilitude approach, this research proposes the ballet executive scale (BES), a self-rating questionnaire that assimilates idiosyncratic executive behaviors of classical dance community. The BES was administrated to 149 adolescents, students of the Cuban Ballet School. Results present a Cronbach's alpha coefficient of .80 and a split-half Spearman-Brown coefficient r (SB) = .81. An exploratory factor analysis describes a bifactorial pattern of EF dimensions, with a self-regulation component, which explains more than 40% of variance, and a Developmental component, which accounts for more than 20% of variance. The questionnaire's total scores fit linear regression models with two external criteria of academic records, confirming concurrent validity. These findings support the hypothesis that the internalization of specific contextual cultural meanings has a mediating influence in the development of EF.     

Appointed and Elected Leader Responses to Favorableness of Feedback and Level of Task Activity from Followers1

Leader evaluations of four types of followers, providing either positive or negative feedback with either high or low task activity, were studied. Forty-six subjects, 20 female and 26 male, were randomly placed in the appointed or elected conditions of leader legitimacy and told they were leading four same-sex followers in a group problem-solving task. The dependent measure was a score made up of their semantic differential ratings of each follower. A three-way interaction indicated that elected and appointed leaders responded differentially to high and low activity followers under the negative feedback condition, but similarly under the positive feedback condition. In addition, a main effect showed that elected leaders were generally more positive than appointed leaders in judgments of their followers. The results were interpreted within a social exchange perspective on leader-follower relations.     

REDUCING NONCOMPLIANCE TO FOLLOW-UP APPOINTMENT KEEPING AT A FAMILY PRACTICE CENTER

In this study, we evaluated follow-up appointment keeping at a family practice center. To determine if noncompliance could be reduced, four treatments were implemented: no-treatment control, modified appointment card, free follow-up, and a reduced rate follow-up. Thereafter, the reduced rate follow-up was implemented again to determine the extent noncompliance could be reduced for all eligible patients. Incentives significantly increased follow-up appointment keeping, whereas the modified appointment card was ineffective. A cost analysis suggested that the no-treatment control and modified appointment card conditions were the least expensive, but also the least effective. The incentive conditions were more expensive, but the reduced rate condition generated the most net revenue. Questionnaire data suggested that the incentive conditions had an effect on noncompliance and may be considered for use in other medical settings.     

Leadership ratings for male and female military cadets

Ratings of leadership ability for 1096 male and 91 female cadets at the U.S. Military Academy (West Point) were examined for gender differences. Males were rated significantly higher than females for two of the three rating periods. Correlates of these ratings were examined in an effort to explore the meaning of such ratings for males and females. For both male and female cadets, situationally specific correlates of leadership ratings were identified. Physical ability and performance were most highly correlated with leadership ratings during summer training camp, while academic ability and performance were most highly correlated with these ratings during the academic year. These correlations were generally higher for females than for males. The value of such information to organizational newcomers and the means by which such information might be transmitted to them were discussed.     

Leader esteem for the least preferred co-worker score, training, and effectiveness: an experimental examination.

A laboratory experiment supported Fiedler's Contingency Model analysis of leadership training. The effect of leadership training on group performance was contingent on leadership style, that is, the leader's relation to his least preferred co-worker (LPC). Training improved the performance of high LPC leaders, but was detrimental to the performance of groups with low LPC leaders. High intelligence leaders profited more from training than low intelligence leaders, but low intelligence leaders were more productive overall. Leader LPC times Intelligence interactions indicated that follower satisfaction and interpersonal affect were highest for groups with high LPC-low intelligence leaders or low LPC-high intelligence leaders. Implications for contingency theories of leadership are discussed.