On the minimal conditions for the development of a peak-shift and inhibitory stimulus control

Failures to obtain a peak-shift and inhibitory stimulus control following massed extinction in the presence of intra- and interdimensional stimuli confirm earlier results reported by Honig, Thomas, and Guttman (1959) and by Weisman and Palmer (1969). Peak-shifts and inhibitory stimulus control were observed when any of the following procedures intervened for 3 min between massed extinction and generalization testing: (1) S+ presented, responding reinforced; (2) S+ presented, responding not reinforced; or, (3) noncontingent food presented in the presence of a dark key. Behavioral contrast was shown not to be a necessary antecedent for the occurrence of peak-shift or inhibitory stimulus control.     

Two-part stimulus integration and specific reading disability.

29 dyslexics and 29 control children were presented with two halves of a black cross, one-half being presented at varying interstimulus intervals after the other half. Both dichoptic and binocular presentations were used and separation thresholds were at greater interstimulus intervals for the dichoptic condition. Dyslexics had thresholds at greater intervals than controls. These differences were significant and there was no significant interaction of group by dichoptic condition. The relative magnitudes of difference between dyslexics and controls were as previously reported by Stanley and Hall (1973) and support the notion that dyslexics have longer visual persistence than controls.     

Personality patterns of white,black, and Mexican-American patrolmen as measured by the Sixteen Personality Factor Questionnaire

The Sixteen Personality Factor Questionnaire was administered to 461 Los Angeles patrolmen to abtain a normative police profile. Multivariate analysis revealed that the average patrolman appeared brighter, more reserved, dominant, and tough-minded (p less than .001) than the average male. Comparisons were made for 29 black, 33 Mexican-American, and 399 white officers. Mexican-American officers emerged as more conservative and relaxed than whites, while black officers appeared more experimental, analytical, and group-oriented. A comparison with an idependent police sample revealed common traits of self-assurance and conservatism. Results were compared with a social workers' profile and discussed in relation to police officers' actual job activities and community needs.     

Organizational Coverups: Factors Influencing the Discipline of Information Gatekeepers1

This study examines factors that influence the severity of discipline administered to a subordinate information gatekeeper who is guilty of covering up an event and concealing and distorting information. Undergraduate business students read one of eight versions of a case depicting faulty upward communication, in which three variables-the superior-subordinate dependency relationship, the subordinate's motivation, and the subordinate's remorse-were manipulated. Unethicality of the offense was evaluated to be quite high across all experimental conditions, yet mild discipline was recommended when the superior was highly dependent on his subordinate and when the subordinate acted out of altruism for his superior. Probability of reoccurrence of the infraction was judged lowest when the offending subordinate displayed remorse. These findings are interpreted as representing a pragmatic orientation toward discipline based on perceived costs or benefits to the administrator. Conditions that increase the vulnerability of decision-makers to faulty upward communication are discussed.     

Effects of Job Redesign: A Field Experiment1

A telephone company project to redesign the job of directory assistance operator was: studied in order to determine the effects on workers of “job enrichment” programs. The change increased the amount of variety and the decisionmaking autonomy in the operator's job. However, no change in work motivation, job involvement, or growth need satisfaction occurred as a result of the changes; instead, the changes had a significant negative impact on interpersonal relationships. After the changes, the older employees reported less satisfaction with the quality of their interpersonal relationships, and those supervisors whose jobs were affected by the changes reported less job security and reduced interpersonal satisfaction. Implications of these findings for the theory of job redesign proposed by Hackman and Lawler (1971) are discussed.     

Effects of felt adequacy and opportunity to reciprocate on help seeking

This experiment was prompted by the belief that felt inadequacy and lack of opportunity to reciprocate act as deterrents to help seeking when help is needed. The experiment was conducted on 56 freshmen by modifying Greenberg and Shapiro's physical disability paradigm. Subjects were told that they could not meet the quota on a manual task but had done well (poorly) for persons similarly handicapped (by arm in sling). Later they learned that the electricity would be shut off in 2 hr (15 min), making it possible (impossible) to help the visually handicapped fellow worker later on a visual task. The hypothesis that felt inadequacy inhibits help seeking was fully supported, while the corresponding hypothesis regarding lack of opportunity to reciprocate received only partial support. There were no sex differences. The relevance of these data for embarrassment theory is discussed.