Taste/tactile cue discriminations in taste-aversion learning foIIowing depletion of noradrenaIine

Four experiments were performed to investigate the effect of noradrenaline (NA) depletion, following systemic DSP4 treatment, upon a tastehactile discrimination in taste-aversion learning. In Experiments 1 and 2 , noisy bottle (A) + lithium chloride pairings were alternated with saccharin (B) + saline pairings, and vice versa, during Phase I conditioning. The particular order of reinforcement presentation in each case was then reversed, so that a noisy bottle (A) + saline pairing was now altered with a saccharin (B) + lithium chloride pairing, etc., during Phase II (reversal) conditioning. In Experiments 3 and 4 , saccharin in noisy bottle (AB) + lithium chloride pairings alternated with either noisy bottle (A) + saline or saccharin (B) + saline pairings, and vice versa, during Phase I conditioning; the order of reinforcement presentation was then reversed, as above. None of the four experiments performed offered any evidence of impairments of the discrimination task as a result of NA depletion. These results are discussed in the context of associative preparedness and of discrimination learning in operant tasks and recent findings on compound conditioning, following the loss of NA.     

The college recruitment interview: Topical content and applicant reactions*

The present study investigated several issues concerning organizations' use of the campus interview for applicant evaluation and recruitment. Results indicated that: (1) recruiters showed little agreement on which topics should be covered in the interview; (2) individual recruiters failed consistently to cover topics they believed were important; (3) applicants reported the most frequently mentioned content dealt with non-academic issues of university life and extracurricular activities; (4) applicants reacted more favourably to interview content concerning general job qualifications. Implications of the findings for recruitment interview effectiveness are discussed.     

A Teambuilding Model: Appreciating Differences Using the Myers-Briggs Type Indicator with Developmental Theory

Effective teambuilding is a critical aspect of management. The concept of appreciation of differences through understanding personality types and female/male developmental theory adds previously unexplored dimensions to teambuilding. The authors present a teambuilding model using the Myers-Briggs Type Indicator and female/male developmental theory. “And in understanding me you might come to prize my differences from you, and, far from seeking to change me, preserve and even nurture those differences.” (Keirsey & Bates, 1984, p. 1)     

Children's perceptions of the sibling relationship in middle childhood: Connections within and between family relationships

Although sibling warmth and hostility have been shown to be statistically independent, they are intertwined in children's everyday experiences. We developed a multidimensional characterization of children's perceptions of their sibling relationships and examined differences in other family relationship measures as a function of different combinations of sibling hostility and warmth. Participants included 91 firstborn children between 10 and 11 years of age with younger siblings between 6 and 10 years of age. Children reported their levels of satisfaction, intimacy, and rivalry in their sibling relationships and their satisfaction with parent-child relationships. Parents rated their marriages. As compared with children in families with “affect-intense” sibling relationships (high hostility/high warmth), children in “hostile” sibling relationships (high hostility/low warmth) rated their sibling and parent-child relationships more negatively, and their parents rated their marriages more negatively. Results are discussed in terms of the role of hostility in sibling experiences and the importance of understanding multidimensional patterns in the sibling relationship.     

The Diabolical Strategy of Mimesis: Luce Irigaray's Reading of Maurice Merleau-Ponty

In this essay I explore the dynamic between Luce Irigaray and Maurice Merleau-Ponty as it unfolds in An Ethics of Sexual Difference (1993). Irigaray's strategy of mimesis is a powerful feminist tool, both philosophically and politically. Regarding textual engagement as analogous for relations between self and other beyond the text, I deliver a cautionary message: mimetic strategy is powerful but runs the risk of silencing the voice of the other.     

A PROCESS-ORIENTED INVESTIGATION OF RECRUITMENT SOURCE EFFECTIVENESS1

Two hypotheses explaining the causes of differences in recruitment source effectiveness, the realism of job information provided and the characteristics of individuals recruited, were tested on a sample of packaging plant employees. Seven recruitment sources used by the plant were found to differ in effectiveness as measured by attendance, performance and tenure. The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received strongest support. Implications of the findings for future research and for organizational recruitment programs are discussed.     

A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR

Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets.