Behavioral control of visual fixation of the rhesus monkey.

A paradigm for the control of visual fixation of the macaque monkey in vision experiments was described. Using a Maxwellian view, the procedure permits the placement of discrete test-light stimuli in a specific area of the retina as the monkey fixates a primary target. This procedure holds foveal fixation as other behaviorally significant visual stimuli are presented to the visual field. By a methods-of-limits procedure, the sensitivity of the monkey eye was measured at different retinal locations under both photopic and scotopic visual adaptation.     

Wanting,having, and satisfaction: examining the role of desire discrepancies in satisfaction with income

In 3 studies, the authors tested the predictors of income satisfaction, examining whether discrepanc between the things people have and the things they desire predict satisfaction. Study 1 manipulated the desirability of items that can be purchased with participants' income, and showed that their satisfaction with that income depended on the desirability of these items. Study 2 demonstrated that whether people's income enabled them to purchase the things they desired influenced their satisfaction with income. Study 3 found that the effect of comparisons with a person's past on income satisfaction is completely mediated by one's desires; and the effect of social comparison on income satisfaction is partially mediated by desires. Thus, desires play a pivotal role in determining people's satisfaction with income.     

contents Volume 108, 2002

Volume Contents

contents Volume 108, 2002     

Accountability Forces in Performance Appraisal: Effects of Self-Appraisal Information, Normative Information, and Task Performance

This study investigated the effects of self-appraisal information, normative information, and task performance on performance appraisal ratings. Participants rated a fictitious subordinate's performance on a clerical task (which was either very good or moderately poor) subsequent to receiving self-assessment information (high or low) and normative information (present or absent). Self-appraisals affected performance ratings for poor performers but not for good performers, suggesting that judges are more motivated to please ratees than they are merely to adopt the subordinate's view of their own performance. Furthermore, objective normative information had greater influence than self-appraisals on performance ratings, suggesting that information source credibility has more influence than felt accountability on performance appraisals. Implications of the findings for organizations were discussed.