An ESID Case Study at the Federal Level

The D (dissemination) phase of the ESID model has been often overlooked in our efforts to create innovative and widespread social change. The process of replicating successful social innovations is both a prerequisite for dissemination (in order to assess the consistency of effects) and an obvious outcome of a successful dissemination effort. Fidelity, the extent to which a replicated program is implemented in a manner consistent with the original program model, is an important dimension of replication. This study was designed to provide empirical data related to three questions. Can complex social programs be implemented with fidelity? How much fidelity is appropriate or desired? What are the organizational dynamics of adoption with fidelity? Data were collected from grantees of a national replication initiative funded by the Center for Substance Abuse Prevention. Data suggest that high fidelity can be achieved, at least in the context in which programs are mandated to do so as part of the funding agreement and are given technical assistance in achieving fidelity. Secondly, programs perceived high fidelity as having positive effects on the program and its participants, a finding consistent with a limited assessment of the relationship of program outcomes and fidelity. Finally, much was learned about the human and organizational dynamics of replicating with fidelity. Implications for policy and direction regarding replication are discussed.     

Goal-specific influences on the representation of spatial perspective

In two experiments, subjects learned an unfamiliar campus environment, either by studying a map or by navigating. During acquisition, the subjects had one of two spatial goals: to learn the layout of the building (survey goal) or to learn the fastest routes between locations (route goal). Spatial memory was tested with several tasks, some assessing survey perspective processing and some assessing route perspective processing. Results indicate multiple influences on the representation of spatial perspective. Learning condition influenced performance. Individuals studying maps gave more accurate responses to some survey perspective tasks, whereas individuals navigating gave more accurate responses to some route perspective tasks. Spatial goals also influenced performance. Having a route goal enhanced performance on route perspective tasks; having a survey goal enhanced performance on survey perspective tasks. These findings are discussed in the context of research indicating flexibility when processing spatial perspective. Individuals can use spatial information from different perspectives, often doing so in a goal-directed manner.     

A Longitudinal Study of Mothers' Overreactive Discipline and Toddlers' Externalizing Behavior

The association between children's externalizing behavior problems and mothers' overreactive discipline was examined in a longitudinally assessed sample of toddlers and their mothers. Path analyses indicated that mothers' overreactive discipline and children's externalizing behaviors were significantly and similarly stable over a 2 1/2-year period. No evidence of a cross-time influence of either variable on the other was observed. Mothers' overreactive discipline at Time 2 had a significant effect on Time 2 externalizing behavior. No significant effects of children's behavior on mothers' discipline were found. Mothers' depressive symptomatology and marital discord predicted initial overreactivity and were related to externalizing problems through their relations to overreactivity. The results support the appropriateness of implementing parenting interventions for externalizing problems before age 2 years.     

Escalation in groups: Focus on information sampling

The purpose of this experiment was to examine if groups escalate more than individuals when information is not distributed to all group members. The experiment also attempted to replicate Bazerman, Beekun, and Schoorman's (1992) findings, that participants with high responsibility escalate more than participants with low responsibility. The task was a modified version of the Heeley Store Case (Bazerman et al., 1992). The dependent measures fell into three categories: rewards, appropriateness of layoff/demotion, and forecasted future performance. The results showed little support for the hypotheses. First, high responsibility participants escalated significantly more than low responsibility candidates for only one of the six measures. This may have been due to the fact that all participants felt responsible for their decisions. For the other dependent variables, the effect was either not significant or in the wrong direction. Second, no significant interaction was found between responsibility and decision-making context (individual, groups with all shared information, and groups with shared and unshared information). We then analyzed the data using a measure of felt responsibility as a covariate. The interaction between felt responsibility and decision-making context was significant only for layoff decision. For all of the other measures, no significant interaction was found. One possible reason why our hypotheses were not supported may have been that the groups felt a diffusion of responsibility. Larger groups may have also demonstrated the effects of group processes more effectively. No clear conclusions can be made regarding the influence of information sampling on escalation. An earlier version of this paper was presented at the 1998 meetings of the American Psychological Society.     

DEFINITIONAL RESEARCH ON AFRICAN AMERICAN STUDENTS AND SEXUAL HARASSMENT

A total of 100 African American undergraduate students were given the Sexual Experiences Questionnaire (SEQ) (Fitzgerald et al., 1988) and an open-ended question assessing experiences of sexual harassment. Results showed a significant frequency of sexual imposition (19%), particularly sexual touching. Participants also clearly delineated a new category of sexual harassment previously untapped by largely Caucasian studies: comments or sexual attention based solely on racial stereotypes or racially based physical features. In conclusion, the reported differences with regard to experiences and definitions of sexual harassment indicate that previous assumptions of homogeneity of experience (with Caucasian women being the standard) appear to be incorrect.     

A study of the effects of cranial electrical stimulation on attention and concentration

There have been several anecdotal accounts that cranial electrical stimulation (CES) enhances attention and the ability to learn new tasks in a normal population, but only one published investigation confirms that CES improves attention using the Alpha Stim CES (Madden and Kirsch, 1987). The purpose of this study was to corroborate the findings of Madden and Kirsch, using more precise measures of attention, such as a Continuous Performance Test (CPT). A pretest and posttest CPT was given to two groups using the LISS CES device. The control group consisted of twenty-one subjects who received the placebo treatment. The experimental group of thirty-one subjects received twenty minutes of CES. Four measures of the CPT show significant gains in attention: Number of Hits,p=.010 Hit RT ISI Change,p=.016, Risk Taking,p=.055; and Attentiveness,p=.054. Based on subjects who demonstrated improvement by one standard deviation on two different measures of the CPT, thirty-one percent of the experimental group improved versus four percent of the control group. The use of CES as a method of increasing attention is a promising are that requires further investigation.     

Leader Attributions for Subordinate Performance: Consequences for Subsequent Leader Interactive Behaviors and Ratings1

An important application of attribution theory deals with leader explanations for subordinate performance and their effects on future leader–member interactions and performance. In the present study, subjects worked on a 2-trial task in which there was a leader and 2 members. Leaders received performance feedback and an attributional explanation for subordinate performance after Trial 1, and subsequent Trial 2 behavior was videotaped. Results showed that attributions significantly affected the amount of time spent by the leader talking to the group during the second trial, as well as the number of negative leader comments. Level of performance was a significant determinant of subordinate ratings and reward/punishment recommendations. Attributions differentially affected the punishment advocated by leaders, with failure due to internal causes more likely to be punished than failure due to external causes. Implications for an attributional theory of leadership are discussed.     

Women Recruits' Perceptions of Workforce Diversity Program Selection Decisions: A Procedural Justice Examination

This study explores the attitudes of women and how their attitudes relate to diversity management practices. Specifically, we utilize organizational justice to examine women's attitudes toward the perceived fairness of outcomes and procedures in the context of managing diversity. We utilize Cox and Blake's (1991) marketing argument as a procedural justification for the need for diversity in the workplace. Our findings indicate that diversity programs that are not justified result in negative beneficiary attitudes, regardless of a positive outcome produced.