Waving the Flag: National Symbolism,Social Identity,and Political Engagement*

This research examined the psychological underpinnings of concern for national symbols and ritualistic‐ceremonial activities or “symbolic involvement.” We propose and test a distinction between symbolic and “instrumental” involvement or concern for the functionality of national institutions and their capability to provide instrumental benefits to citizens. Items comprising the two constructs were found to be empirically distinct, evidenced by statistically reliable and orthogonal dimensions in exploratory factor analysis. Moreover, evidence based on divergent patterns of relations with various forms of national membership indicates that symbolic and instrumental involvement are rooted in distinct motivational concerns related to identity expression and object appraisal, respectively. These findings suggest that national symbolism evokes a psychological attachment to the nation as an abstracted social entity, but not as a concrete functional system.     

Systems approach to the concept of niche

Conclusion The systems approach to niche presented herein stands as an example of the unifying potential of mathematical system theory when applied to concepts and principles of ecology. Beginning with subjective concepts from the naturalistic tradition, the niche was framed in the formalism of general system theory. So modeled, it appeared as a restriction of a more general construct, the environ. Both niches and environs are implementable in the context of ecosystem models, and with the growing ability of ecologists to construct such models, system theoretic niches and environs both should serve in the future to clarify old problems of ecology, and make it possible to raise new classes of problems. The nature of niches, always difficult conceptually for the ecologist, may now give way to further development, both theoretical and empirical.     

Behavioral coaching in the development of skills in football, gymnastics, and tennis

A review of the literature indicates that methods of skill acquisition based on the operant paradigm have been scientifically validated with many motor behaviors. However, these procedures have been limited to the use of positive reinforcement for correct performance when applied to the acquisition of complex sports skills in natural settings. To find complementary procedures to enhance skill acquisition, a coaching method involving several behavioral techniques was developed that focused on remediation of errors. This coaching method combined the following components: (1) systematic use of verbal instructions and feedback, (2) positive and negative reinforcement, (3) positive practice, and (4) time out. Three sports, football, gymnastics, and tennis, were selected to determine the effectiveness and generality of this behavioral coaching method. A total of 23 male and female subjects, ranging in age from 11 to 35, was included in this study. Baseline data were first collected for each sport under standard coaching conditions. Next, the behavioral coaching method was evaluated depending on the sport in either a multiple baseline or a reversal design. The behavioral dimensions selected were blocking in football; backward walkovers, front hand springs, and reverse kips in gymnastics; and the forehand, backhand, and serve in tennis. Behavioral coaching was immediately effective in increasing the correct execution of complex skills in all three sports. Gains of up to 10 times the baseline performance were achieved in each sport. In football, behavioral coaching resulted in an increase in correct blocking performance from a baseline average of 5% to 51.3%. Gymnasts' performances increased from baseline averages of 2.7% to 52.6% across the three skills. In tennis, standard coaching produced an average of 6% correct performance which increased dramatically under behavioral coaching to 57% across the three strokes. The success of the behavioral coaching package used here suggests that a technology of behavior may offer additional and complementary strategies to the acquisition of motor skills in the natural environment.     

Conditional mechanisms of decision making

Decision making is an important link in the central part of a reflex—the “mental element” according to Sechenov. The reflex nature of this mental process is revealed in experiments where a voluntary motor reaction is chosen unconsciously as a response to subliminal conditional visual stimuli. Thus, learning which is reflected by “advance” or prior decision making can be performed unconsciously through a conditional reflex. But, once elaborated, temporary connections are preserved only in shortterm memory. They are not transferred to long-term memory, as in the case of recognition of signals. Decision making, being the central mental part of the reflex, like any activity of the brain, is performed in time by a certain cortical structure. Analysis of P₃₀₀ amplitudes shows that decision making is related to local activation of the frontal parts of the cerebral hemispheres. We suggest that the local activation of these areas is induced by conditional excitation of the neuronal mechanisms of focused attention. It provides a “command” to perform a voluntary motor reaction adequate to the conditions at hand. A large part of latency of voluntary motor response of man is spent on decision making, especially in discrimination of signals and in choice of reactions.     

Career stages: A partial test of Levinson's model of life/career stages

This study purports to test a theory of life and career stages developed by Daniel Levinson and his associates. The theory suggests four distinct stages between ages 20 and 45 each with their own developmental tasks and related behaviors and attitudes. Subjects (759 managerial, professional, and technical employees) were selected randomly from levels and departments of a major public sector employer in the midwest United States. The measure of career stage asked respondents to indicate whether they had passed through, were still in, or had not yet reached each stage as operationalized by a short vignette. Attitudinal and behavioral measures were abstracted from previously developed instruments. Only moderate support for the theory was found with little or no evidence to support the age-linked notion of these stages. Stages were found to be discriminable in terms of certain attitudes (upward mobility, career and overall job satisfaction, and job commitment) as predicted. Suggestions are given for improvements in measurement, research design, and theory refinement.     

Comparing interspersed requests and social comments as antecedents for increasing student compliance

Two students were alternately presented with interspersed high-compliance requests and social comments as antecedents to low-compliance requests. An initial comparison demonstrated similar positive effects on compliance for interspersed requests and social comments. A second analysis indicated that the effectiveness of social comments for increasing compliance was related to the time interval between social comments and low-compliance requests.     

CONTRIBUTIONS OF TIPLER'S OMEGA POINT THEORY

Abstract. An attempt to discover what can be learned from the recent work of Frank Tipler on the Omega Point theory requires an analysis of his framework of understanding from scientific, philosophical, and theological perspectives. A critique of his crucial ideas, and of the salient points raised by some of his critics, can then be undertaken within the compass of his strengths. A critique of the critiques of Tipler's work allows one to evaluate the extent and limitations of his contributions.     

Controversies over integrity testing: Two viewpoints

In the August 1993 issue ofJournal of Applied Psychology, Deniz Ones, Vish Viswesvaran, and Frank Schmidt published a monograph on the validity of integrity tests as revealed by meta-analysis. They concluded that integrity tests have substantial and generalizable predictive validity for criteria of both overall job performance and counterproductive behaviors on the job (e.g., disciplinary problems, absenteeism, rule breaking, violence on the job, theft, etc.). During the Fall of 1992, the authors sent a preprint of this study to David Lykken of the University of Minnesota, stimulating the exchange of letters that is reproduced here. The doubts, concerns, and feelings about integrity tests expressed by Professor Lykken are likely to be shared by others. The responses by Professors Schmidt, Ones, and Viswesvaran attempt to show that these worries are unfounded.