Overtraining, transfer to proprioceptive control and position reversal

If rats are overtrained on a visual discrimination they generally learn the reversal of the discrimination faster than non-overtrained rats. In position discriminations, however, this effect does not generally hold—indeed several investigators have found overtraining to retard position reversal. One of the important differences between the two types of problem seems to be the presence of irrelevant cues in visual discriminations, and their absence in position discriminations. It is suggested that a second important feature of position discriminations is that overtraining usually causes control of the maze running habit to be transferred from external to proprioceptive stimuli, and that successful reversal cannot normally occur until external control is re-established. In two experiments a study by Krechevsky and Honzik (1932) is repeated with certain modifications, with results that support this hypothesis; and a third experiment provides direct evidence of transfer to proprioceptive control in a T-maze. It is shown that this analysis will explain the apparently conflicting results of all recent position reversal experiments.     

Training effects on Raven's progressive matrices in young, middle-aged, and elderly adults

Previous training studies of fluid intellectual abilities have involved training on either figural relations or induction tasks. In the present study, young, middle-aged, and elderly adults were given training on another measure of fluid ability--Raven's Progressive Matrices. The training involved a strategy-modeling technique that lasted no more than a few minutes. The results indicated that (a) performance on the Raven decreased with increasing age, (b) training significantly improved performance, and (c) the effect of training did not differ as a function of the age or sex of the subjects. Thus, the results indicate that performance on the Raven can be significantly improved in a single, brief training session.     

Validity of the Sheltered Care Environment Scale: conceptual and methodological issues

The Sheltered Care Environment Scale (SCES) was developed primarily to measure social climate as an attribute of a setting. As such, the SCES was designed to maximize differences between facilities and minimize differences among individuals within a setting. However, Smith and Whitbourne (1990) assessed the validity of the SCES as a measure of individual differences in perceptions of a shared environment. Moreover, they redefined the content coverage of 2 of the SCES subscales (Independence and Physical Comfort), to encompass attributes the SCES is not intended to measure. In general, preliminary evidence indicates that the SCES subscales provide reasonably reliable and valid indices of the social climate of group residential facilities.     

Systematic 24-hr behavioral observations of sleep and wakefulness in a skilled-care nursing facility

Sleep patterns of aged, infirm, demented, chronically institutionalized residents of a skilled-care nursing facility were studied. The purpose of this naturalistic study was to describe sleep and wakefulness (S/W) within the limits afforded by brief behavioral observations and to examine homeostasis and diurnal rhythmicity of S/W as a function of psychoactive drug intake. Observers noted S/W every 15 min, 24 hr a day for 10 days in 24 Ss. Results indicated substantial individual variation in daytime hours. Daily and weekly variation within Ss was minimal. Sleep was least likely near sunset. Ss on psychoactive drugs showed dampened diurnal variation in S/W rhythms. In Ss not on such drugs, there was a suggestion of homeostasis of S/W between sleep during the morning and evening hours. Results are discussed methodologically (viability of approach), theoretically (age-related change in sleep), and practically (potential treatments).     

Age differences in everyday memory: laboratory analogues of telephone number recall

Three experiments were conducted to examine age differences in memory for telephone numbers by adults ranging from 18 to 85 years of age. In the first 2 studies, using visual simultaneous presentation, age declines in immediate recall were evident on 10-digit numbers, but not on 3-digit numbers. With 7-digit numbers, the youngest group performed significantly better than the oldest (70-85 years) group. In the second study, more marked age declines occurred when subjects had to redial a number after a busy signal. The third experiment replicated the observed aging pattern with auditory sequential presentation. Also, chunked presentation of local telephone numbers resulted in high performance for old and young in sequential recall. The findings were discussed in relation to task processing demands and practical issues related to telephone number recall.     

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.     

Counseling psychology and employee assistance programs: Previous obstacles and potential contributions

In the last two decades, an important new therapeutic delivery system has been emerging to serve the needs of the American workforce. Known as Employee Assistance Programs (EAPs), these company and community based programs were created to provide mental health services to workers whose job performance is impaired due to substance abuse or other difficulties. Although there are obvious similarities between the mission espoused by EAPs and traditions of the counseling psychology profession, many members of our discipline have only recently become involved in these programs. This paper discusses various reasons why counseling psychologists have not become involved with EAPs. It also presents some ways that counseling psychologists may contribute to these programs and it highlights the similarities in the philosophies and the activities of EAP and counseling psychology practitioners and scientists. Additionally, some suggestions for how to prepare counseling psychologists for entrance into the EAP profession are offered. Finally, a brief research agenda designed to guide counseling psychologists who are interested in the study of EAP related variables is presented.We are appreciative of Karen Novak's and Marilyn Bayer's editorial assistance on this paper.