Certification, accreditation, and quality control in behavior analysis

Implementing quality control measures in the discipline and professional practice of behavior analysis is a challenging, but nevertheless important, step in the evolution of our field. The Association for Behavior Analysis currently seeks to ensure quality in behavior analysis by sponsoring an accreditation program for graduate academic programs and by promoting certification of individual practitioners. The accreditation reviews are conducted by ABA, whereas certification status is awarded by an independent, nonprofit credentialing entity: the Behavior Analyst Certification Board, Inc. Among the challenges that ABA faces as it pursues various quality control measures, particularly in its educational programs, are (a) how extensively should academic programs specify the verbal and nonverbal terminal repertoires in all three branches of behavior analysis (applied, experimental, and conceptual); (b) how extensively should programs that emphasize applied behavior analysis integrate science-based criteria for the evaluation of interventions; and (c) how extensively should programs that emphasize service delivery include training in formal research methodology.     

Mental models change rapidly with implicitly acquired information about the local environment: a two-tone image study

The projection of 3-D objects to 2-D images necessitates a loss of information, thus the shape of volumetric objects depicted in images is inherently ambiguous. The results of 3 experiments suggest observers use mental models of the local visual environment to constrain image interpretation. These models change quickly and dramatically to accommodate implicitly acquired information. Observers viewed very high-contrast (2-tone) images of novel volumetric objects. Before priming, novel 2-tone images appeared 2-D. After incidental exposure to similar objects in grayscale or familiar objects in 2-tone, the test images appeared volumetric. Incidental leaming appears to alter observers' mental models, thus causing an alteration in image interpretation in the absence of any image change. Highlights were interpreted more accurately than shadows, suggesting shadows play a secondary role in shape recovery.     

Age-of-acquisition and cumulative frequency have independent effects

Lewis (1999) argued that effects of age of acquisition (AoA) are entirely attributable to cumulative frequency. He reported an instance-based model in which the number of instances of the stimulus stored in memory predicts reaction time. We note four aspects of the literature on AoA that cannot be explained by this instance-based approach. Firstly, an effect of AoA has been observed in the absence of an effect of frequency. Secondly, an effect of AoA has been observed when cumulative frequency has been controlled. Thirdly, the effect of AoA is dependent on task. Fourthly, the effect of word frequency is dependent on stimulus modality. Lewis reported an experiment in which participants make a decision based on identity-specific semantic information to celebrity faces to demonstrate an effect of the number of instances in memory, which he interpreted as an effect of AoA. We note that effects of AoA have been found in lexical and perceptual tasks, but to date all attempts to demonstrate an advantage for early-acquired items in semantic classification tasks have failed. We conclude that the effects of AoA cannot be attributed solely to the effects of cumulative frequency.     

Gender traits and identities in a "masculine" organization: the Israeli police force

Gender and occupational identities were examined within the Israeli police force, a stereotypically masculine organization. The principal hypothesis was that women in this organizational setting did not reject their gender identity. Rather, they self-attributed more traditionally masculine traits in addition to their feminine traits. This was especially so among women going through particularly intense occupational and organizational socialization needed for field jobs. The findings only partially confirmed the hypothesis. Most women in the sample considered themselves to be highly feminine, even though they self-attributed masculine traits. Although the women, like their male colleagues, ranked occupational identity higher than gender identity, their feminine identity (usually in contrast with the masculine organizational context) was not repressed and their gender identity was as strong as that of the men.     

The Reduction of Adverse Impact in an Employment Setting Using a Short-Term Memory Test

Research suggests that less adverse impact should result from the use of employment tests assessing memory abilities than is obtained from tests assessing cognitive abilities. To test the application of this principle, a Short-Term Memory test and a Reading Comprehension test were administered as part of a selection battery for entry level police. Subjects were 1423 police officer applicants for a Midwestern city in the U.S. The results for the overall sample showed a smaller standardized difference between the scores of Blacks and Whites on the Short-Term Memory test than on the Reading Comprehension test, a difference which was further reduced when a subsample of Blacks and Whites was created which had been matched on gender, years of education and age.     

A PARTICIPATIVE MANAGEMENT APPROACH FOR IMPROVING DIRECT-CARE STAFF PERFORMANCE IN AN INSTITUTIONAL SETTING

The present study evaluated a participative management approach for increasing the frequency of interactions between institutional staff and severely/profoundly retarded residents. The participative management approach involved teaching staff how to use self-monitoring, standard setting, self-evaluation, and self-reinforcement procedures. These procedures were then used by staff with minimal involvement of supervisory personnel. Although supervisors provided feedback and praise to staff for using these self-management behaviors, feedback and praise were never dispensed contingent on staff interactions with residents. Results indicated that during the participative management program there was an increase in staff interactions that were contingent on appropriate resident behavior. The increase in this type of staff interaction was accompanied by an increase in appropriate resident behavior. Follow-up data on both staff and resident behaviors, although showing moderating trends, suggested generally good maintenance of the initial behavior changes. Acceptability data suggested that staff were quite receptive to the program. The advantages of participative management procedures for improving staff performance in residential settings are discussed.     

LEADERSHIP AND NONVERBAL BEHAVIORS OF HISPANIC FEMALES ACROSS SCHOOL EQUITY ENVIRONMENTS

Nonverbal behaviors of Hispanic elementary school students and their peers were examined in a small-group cooperative task with a total of 202 subjects. Thirty-five randomly selected groups were videotaped in ten desegregated schools; each group was gender-homogeneous, with three Hispanic and three Anglo students. Analysis of the videotapes revealed that Hispanic females used less vertical and horizontal space than Anglo females, and were also less likely to verbally interrupt or physically intrude on other group members. They had similar rates of handling the group resource cards and were given similar leadership scores by multi-ethnic trained observers. Among males, Hispanics are significantly more likely to use vertical or upward movements and physical intrusions, while Anglos use more verbal interruptions.
School and social status factors such as high-and low-equity desegregated school programs, ethnic and gender status, and school status variables of academic grades and English word knowledge had varying effects on teacher and peer ratings of leadership. High-equity schools garnered higher leadership scores for Hispanic females from both peers and teachers when all other nonverbal behaviors were controlled. This positive effect of the school on leadership ratings was evident only for males in teacher ratings. Hispanic females and their peers do reflect adult models of nonverbal behavior and leadership, and that leadership is enhanced in the perceptions of teachers and peers when they participate in a high-equity desegregated elementary school.