Effects of deprivation and reinforcement-magnitude on response variability

Animals were trained to displace any one of five response keys in order to put themselves in a stimulus condition in which reinforcement could be obtained by depressing a response lever. Decreased deprivation and magnitude of reinforcement were found to increase the variability of the distribution of key responses. The relevance of these findings to other experiments in which deprivation, reinforcement magnitude, and intermittent reinforcement were studied is discussed.     

Several methods for teaching serial position sequences to monkeys

Three keys were available for monkeys to press. The objective was to teach the animals to press the keys in sequences up to 10 members in length. With fading procedures, a light that cued the correct key at a given serial member of the sequence faded out slightly each time the animal selected it, and became slightly brighter after the animal made an error at that sequence member. The correct keys were faded out, starting from the end of the sequence and proceeding toward the beginning. With control procedures, the cue lights were turned off suddenly, rather than being faded gradually. In almost every instance, the animals learned a longer series of unlighted key positions with the fading procedures than they did when each key-light was turned off suddenly. Also, requiring the animals to press a series of keys cued by lights before they could reach the sequence members they were to learn hampered them in learning the later serial members. By using several different sequences, it was possible to replicate these findings within the individual animal.     

The true distributions of the range of rank totals in the two-way classification

This paper presents the results from an investigation of the true probability distributions of the range of rank totals. A procedure for generating an approximation to the true distributions is also given. A comparison of the results of this approximation with an extensive criterion of generated true and sample distributions, and with other approximations is indicated. Accurate estimates of the critical ranges necessary to reach significance at three commonly used alpha levels, where the number of judges and items is less than or equal to sixteen, are presented in tabular form.     

Work behavior correlates of interviewer job compatibility

Forced-choice scales were developed to measure the compatibility between worker preferences for job characteristics and actual characteristics of the job for purposes of predicting turnover and performance. The data confirmed the construct and criterion-related validity of the compatibility scores, but also indicated that the relationship between compatibility and voluntary termination was moderated by employee characteristics. Discussion centers on the implications of these findings for future job compatibility scale development and the application of this methodology to work settings where relatively homogeneous subgroups of employees differ with respect to personal and work circumstances.The authors thank the Public Opinion Laboratory of Northern Illinois University for supporting this research and Paula Howard, Robin Bebel, Alan Nordwall, and Barbara Zaitzow for their administrative assistance on this project. We also thank Gregory Sekowski and T.R. Biddle for their assistance on various aspects of the project. Finally, we thank all of the participants of the study without whom this research would not have been possible.