Binocular cues in the perception of distance of a point source of light

The ability to make egocentric distance estimates of a single point source of light, seen in darkness and without the cues of changing size and luminance, was investigated in sixteen observers. The attenuation required to maintain constant luminance, when the target was viewed from different distances, was shown to follow the inverse square law providing the angle subtended by the light was less than 20 s arc. Distance changes were also simulated by means of a split mirror which produced vergence cues, or by test lenses to provide accommodation cues. Over the range 0.5 to 9.2 m distance estimates were surprisingly accurate, although there was some overestimation of near and underestimation of far distances. Most observers made good judgements when only convergence cues were varied, whereas no observers made consistently good judgements when only accommodation cues were varied. The difficulties are discussed in terms of the accommodation-convergence link. When distance was simulated by changing convergence and accommodation cues, estimates were not as good as when real distance was changed. Since good estimates were made with brief target exposures, these judgements were not based on subsequent convergence or accommodation changes. It is suggested that the metric or reference against which the apparently absolute judgements were made was the efferent demand signal associated with a 'resting' position of convergence in darkness.     

How help during pregnancy can undermine self-efficacy and increase postpartum intentions to quit

Pregnancy reflects a common experience for women in today's workforce, yet recent data suggest that some women scale back or leave the workforce following childbirth. Considering these effects on women's careers, researchers have sought to understand the underlying dynamics of these decisions. Here, we explore a paradoxical reason for weakened postpartum career attitudes: help that women receive during pregnancy. We integrate stereotype threat and benevolent sexism theories to explain how the effects of help on postpartum intentions to quit may be transmitted through reductions in work self-efficacy. In doing so, we consider the role of perceived impact—or the extent to which help interferes with versus enables women's perceived ability to continue performing their work role. Results of a weekly diary study of 105 pregnant employees suggest that work-interfering help led to decreased self-efficacy for work during the following week. Furthermore, there was an indirect effect of average help received at work during pregnancy on postpartum intentions to quit the workforce through reductions in work self-efficacy that was stronger insofar as help was work-interfering versus work-enabling. Taken together, our results highlight unintended negative consequences that occur when others provide ineffective support to women at work during pregnancy.     

Adjustment in aging: the roles of life stress, hassles, and self-efficacy

This study examines the relationship of life stress, daily hassles, and perceived self-efficacy to adjustment in a community sample of 32 men and 32 women between ages 65 and 75. In a structured interview, negative life change events, daily hassles, self-efficacy, depression, psychosomatic symptoms, and negative well being were assessed. Both negative life events and daily hassles were related to psychological distress and physical symptoms for men, and hassles were associated with psychological distress and physical symptoms for women. An inverse relationship between self-efficacy and maladjustment was also found. Hassles showed the most powerful relationship to distress.     

Book reviews

TOATES, F. Animal Behaviour: A Systems Approach. Chichester: John Wiley and Sons. 1980. Pp. 299. Hardback £17. Paper back £6.40 ISBN 0 471 27724.

DICKINSON, A. Contemporary Animal Learning Theory. Cambridge: University Press. 1980. Pp. 177. Hardback £12.50. Paperback £3.95. ISBN 0 521 23469 7.     

Rivals without a cause? Relative performance feedback creates destructive competition despite aligned incentives

Whether people compete or cooperate with each other has consequences for their own performance and that of organizations. To explain why people compete or cooperate, previous research has focused on two main factors: situational outcome structures and personality types. Here, we propose that—above and beyond these two factors—situational cues, such as the format in which people receive feedback, strongly affect whether they act competitively, cooperatively, or individualistically. Results of a laboratory experiment support our theorizing: After receiving ranking feedback, both students and experienced managers treated group situations with cooperative outcome structures as competitive and were in consequence willing to forgo guaranteed financial gains to pursue a—financially irrelevant—better rank. Conversely, in dilemma situations, feedback based on the joint group outcome led to more cooperation than ranking feedback. Our study contributes to research on competition, cooperation, interdependence theory, forced ranking, and the design of information environments.     

Syntactic context and lexical access

Recent studies demonstrating that multiple meanings of an ambiguous word are initially accessed even when only one reading is syntactically appropriate with the preceding context can be criticized on at least two grounds. First, many of the syntactic contexts used were not truly restrictive, and, secondly, subjects may not have had time to integrate the context before processing the ambiguous word. In the present study, subjects listened to a sentence ending in an ambiguous word and then made a lexical decision to a target related to either the appropriate or inappropriate reading. Contexts were completely restrictive, and a pause was introduced between the context and the ambiguous word. Multiple access still obtained, providing further support for the claim that lexical access is not guided by syntactic context.