Reinforcement duration and the peak shift in post-discrimination gradients

Pigeons were trained to key-peck for food, first with single-stimulus training and then with successive discrimination (multiple schedule) training. In the multiple schedule, two different wavelengths were each correlated with equally frequent variable-interval reinforcement but different durations (6 sec vs. 2 sec) of access to grain. For some birds, the different durations of feeding cycle were cued by different intensities of the food hopper light. For some of these “cued” birds, single-stimulus training had been carried out with 6-sec feedings and when multiple-schedule training was introduced, the novel stimulus was correlated with 2-sec feedings. For the others, 2-sec feedings were originally used, and the novel stimulus was then present during the 6-sec reinforcement duration. The cueing procedure enhanced discrimination performance, and was necessary for the consistent production of a peak shift. In addition, the condition in which original training had been carried out with 6-sec feedings, and thus reinforcement duration was reduced in the presence of the novel stimulus, led to the best performance.     

Concurrent schedules of primary and conditioned reinforcement in rats

Rats responded on a fixed-interval schedule during which a 3-sec stimulus preceded each water reinforcement. The stimulus was then scheduled concurrently for responses on the same lever according to either a variable ratio. Although water reinforcement continued on a fixed-interval schedule, the pattern of responding became typical of a variable-interval or variable-ratio schedule. When the 3-sec stimulus was presented on a variable-interval or variable-ratio schedule, but was omitted on the fixed-interval schedule, the response rate decreased. When the stimulus occurred after the same time periods as those of the variable-interval schedule, but at least 7-sec after the last response, the rate decreased. The rate became higher when the fixed-interval schedule was discontinued and each presentation of the 3-sec stimulus was followed by water on a variable-interval schedule. When both water and the 3-sec stimulus were discontinued for a period of time, resulting in extinction of the lever response, and the 3-sec stimulus alone then presented on a variable-interval or variable-ratio schedule after lever responses, rate increased and then gradually decreased.     

Variability of response location for pigeons responding under continuous reinforcement, intermittent reinforcement, and extinction

The effect of several reinforcement schedules on the variability in topography of a pigeon's key-peck response was determined. The measure of topography was the location of a key peck within a 10-in. wide by 0.75-in. high response key. Food reinforcement was presented from a magazine located below the center of the response key. Variability in response locus decreased to a low value during training in which each response produced reinforcement. Variability increased when fixed intervals, variable intervals, random intervals, or extinction were scheduled.     

SEX AND JOB ORIENTATION

Three samples, each divided into males and females, were asked to indicate to what degree some job characteristics were important to them. The job characteristics represented both intrinsic and extrinsic factors. In the first sample (40 male and 44 female university students) there was no sex difference in job orientation. Both selected the intrinsic factors more than the extrinsic factors. There was also no sex difference in the second sample, which consisted of 68 male and 33 female public school teachers. They, however, stressed as many intrinsic factors as extrinsic. The general results of the third sample showed significant sex differences. The sample of 259 male and 143 female employees represented a technical division of a large service-oriented organization. Education and job level were significantly different for the two subgroups. When these two variables were controlled for a sample of clerks and of first-level supervisors, no sex difference appeared in job orientation. The results also showed that the higher the job level, the more intrinsically-oriented the employees were regardless of their sex.