Effect of Level of Challenge on Pressor and Heart Rate Responses in Type A and B Subjects1

The present study examined the relationship between the Type A coronaryprone behavior pattern and the magnitude of cardiovascular response induced by varying levels of environmental challenge. In a 2 × 2 experimental design, Type A and B (noncoronary-prone) subjects (n= 80) were randomly assigned to either high or low challenge instructional conditions for both the cold pressor (CP) and a choice reaction time task (RT). Overall, across both tasks, Type A subjects responded with greater systolic blood pressure (SBP) and heart rate (HR) elevation than Type B subjects. While these differences between the Types tended to be larger in the high challenge condition, some differences were also observed under low challenge. Component analyses of the Pattern revealed that high hostile/competitive Type A's responded to both low and high challenge instructions in the CP and RT tasks with physiologic elevations comparable to that displayed by globally defined Type A's receiving high challenge instructions. The present findings tentatively suggest that (a) high hostile/competitive Type A's respond to even mild challenge with enhanced physiologic response; (b) globally defined A's tend to evidence the physiologic elevations when specifically challenged; and (c) Type B's show much smaller physiologic reactions to such challenges. Consistent with previous research, comparison of Type A assessment techniques revealed that the Rosenman diagnostic interview was a better predictor of physiologic response than other questionnaire methods. Two hypotheses are advanced and future research recommended regarding possible relationships between environment, behavior, physiology, and disease.     

THE ROLE OF FEEDBACK IN VOLUNTARY CONTROL OF BLOOD PRESSURE IN INSTRUCTED SUBJECTS1

Forty normal male volunteers were randomly assigned to one of four experimental conditions and instructed to raise and lower their systolic blood pressure. Subjects received either beat-to-beat feedback contingent on pressure changes, noncontingent beat-to-beat feedback, noncontingent feedback presented randomly with respect to the occurrence of each heart beat, or instructions alone. The order of increase and decrease trial blocks was counterbalanced across groups. Subjects receiving contingent feedback were monetarily rewarded for appropriate pressure changes. Subjects receiving noncontingent feedback received rewards and feedback equal to the mean received by the contingent group. Subjects in the instructions-only condition were also paid this bonus but were informed of their earnings only at the conclusion of the experiment. Results indicated that in the presence of instructions, feedback, whether contingent or noncontingent, added little to subjects' ability to control pressure during a single session. Theoretical and clinical implications are discussed.     

Creating Creativity: A Behavior Analytic Approach

The Psychological Record - Creativity and innovation have brought about phenomenal changes throughout human history. Art, science, medicine, industry, and technology have all grown through creative...     

An Intersectional Approach to the Glass Ceiling: Gender,Race and Share of Middle and Senior Management in U.S. Workplaces

A robust body of research examines factors affecting the likelihood that women experience increasing barriers to promotion in workplaces. However, limited research examines how racialized and gendered processes may intersect and work differently for racially and gender marginalized workers. Specifically, the processes relating to a worker’s ability to reach middle-level management positions (e.g., those managers who oversee a small group of employees) and senior-level management positions (e.g., CEOs and other executive positions) may vary based on workers’ race and gender. Using 2015 EEO-1 data collected by the U.S. Equal Opportunity Employment Commission (EEOC), we examine how the characteristics of a workplace affect Black men, Black women, White men, and White women’s share of middle- and senior-level management. We find Black women and Black men are strikingly under-represented in both middle and senior management in private-sector workplaces. Our results demonstrate that access to middle- and senior-management varies by the characteristics of the workplace and workers’ race and gender. Overall, our findings point to an important implication: Greater oversight of workplaces, including by the EEOC, is associated with marginalized race/gender groups having higher shares of management.

     

Widowhood and the Subjective Well-Being of Older People in China: the Mediating Effects of Lifestyle

Applied Research in Quality of Life - Previous research has illustrated that lifestyle is correlated with widowhood and subjective well-being amongst older people; however, few studies have...     

Ground grounded

Philosophical Studies - Most facts of grounding involve nonfundamental concepts, and thus must themselves be grounded. But how? The leading approaches—due to Bennett, deRosset, and...     

EARSHOT: A Minimal Neural Network Model of Incremental Human Speech Recognition

Despite the lack of invariance problem (the many-to-many mapping between acoustics and percepts), human listeners experience phonetic constancy and typically perceive what a speaker intends. Most models of human speech recognition (HSR) have side-stepped this problem, working with abstract, idealized inputs and deferring the challenge of working with real speech. In contrast, carefully engineered deep learning networks allow robust, real-world automatic speech recognition (ASR). However, the complexities of deep learning architectures and training regimens make it difficult to use them to provide direct insights into mechanisms that may support HSR. In this brief article, we report preliminary results from a two-layer network that borrows one element from ASR, long short-term memory nodes, which provide dynamic memory for a range of temporal spans. This allows the model to learn to map real speech from multiple talkers to semantic targets with high accuracy, with human-like timecourse of lexical access and phonological competition. Internal representations emerge that resemble phonetically organized responses in human superior temporal gyrus, suggesting that the model develops a distributed phonological code despite no explicit training on phonetic or phonemic targets. The ability to work with real speech is a major advance for cognitive models of HSR.