Temperature reinforcement for visual discrimination training in baby chicks

A fully automated training apparatus, using thermoregulation as performance incentive, was constructed to train baby chicks on visual discrimination and reversal problems. In the base condition, the S is bathed in cold air in a small training cubicle. Two stimuli are back-projected onto two display windows according to a pseudorandom balanced schedule. A peck at the positive stimulus gives convective as well as radiant heat reward with adjustable temperature and duration. A peck at the negative stimulus merely advances the program to the next trial. Permanent printout records give trial-to-trial information on response choice and latency. Performance data of 64 Ss are reported.     

Individual commitment to risky and conservative choices as a determinant of shifts in group decisions1

The consistently positive relationship between initial riskiness and perceived influence obtained in past work led us to speculate that (1) the deliberative effort involved in making a choice increases with its riskiness, as a result (2) individuals who select a risky course of action will be more committed to their choice than conservative individuals, and (3) the former will be more influential in group decisions. The following support was obtained for these conjectures When individuals had to select a reaction time interval to beat, those who were risky, that is, who selected a short interval, were more confident in having chosen wisely, were less likely to feel they might change their choice given the opportunity, and took longer to make their choice than those who were conservative, that is, who selected a long interval The first two of these measures were assumed to reflect commitment to the choice, and the third was taken as a rough indication of the amount of effort involved in choosing A group decision was also made regarding the reaction time interval It tended to be riskier than that preferred by the average individual prior to the decision if the riskiest member was more committed and/or expended more effort in choosing than his partners, on the other hand, it tended to be more conservative than the average prior preference if the most conservative member was more committed and or expended more effort     

Inter-digital variability in the palmer sweat indices of adult stutterers

This study examined the relationship of mean palmar sweat density of all fingers of each hand, thumbs excluded, to asymetrical interdigital sweat variability in adult stutterers. In addition, the relationship of mean print density to part word repetitions and prolongations was investigated.

A modification of the palmar sweat printer developed by Brutten (1957) enabling the accommodation of eight fingers, was employed to obtain simultaneous PSI under identical controlled conditions for all fingers.

Results indicated that the eight fingers are not reliable areas for the determination of palmar sweating in adult stutterers. Consequently, the PSI as it is currently employed, as well as the method used in the present study, does not appear to be an acceptable objective measure of ANS arousal in adult stutterers.     

A new status index derived from sociometric analysis

For the purpose of evaluating status in a manner free from the deficiencies of popularity contest procedures, this paper presents a new method of computation which takes into accountwho chooses as well ashow many choose. It is necessary to introduce, in this connection, the concept of attenuation in influence transmitted through intermediaries.This work was done under the sponsorship of the Office of Naval Research.     

Is Unpleasantness Intrinsic to Unpleasant Experiences?

Philosophical Studies -     

The Relationship Between SME Job Experience and Job Analysis Ratings: Findings with and without Statistical Control

This investigation examined the relationship between SME job experience and job analysis ratings. Managerial job incumbents (N = 209) provided job analysis ratings which measured 9 task frequency and 6 skill importance components. Job experience was operationalized as both job tenure and residualized job tenure (i.e., statistically-controlled for SME characteristics correlated with job tenure). Respondents were categorized into low, medium, and high groups for each tenure measure. MANOVA results indicated that task ratings differed across residualized tenure groups, while skill ratings did not. Statistical control of the job tenure measure made a substantial difference in results. For the non-residualized tenure groups, findings were reversed: skill ratings differed across non-residualized tenure groups, while task ratings did not. The results of this research are integrated with the existing literature and implications for future research and practice are offered.