Oculomotor adaptation to wedge prisms with no part of the body seen

When S looks at a visual target through prisms, adaptive shifts in reaching behavior occur even though he sees no part of his body through the prisms. These shifts are caused by a change in the judgment of the direction of gaze (oculomotor change), which in turn is caused by two secondary prismatic effects: (a) asymmetry of the visual display and (b) apparent rotation about a vertical axis of a panel or wall facing S. The “asymmetry” factor contributes 22% of the total oculomotor change, and the “rotation” effect contributes the remaining 78%. Oculomotor change is not facilitated by eye-movement activity. The adaptive oculomotor change induces a non-adaptive proprioception change about one-tenth as large as the oculomotor change. These findings are capable of accounting for the previously unexplained results reported by Wooster in 1923, and also for the current controversy about the role of reafferent stimulation in sensorymotor adaptation.     

Oculomotor adaptation to wedge prisms with no part of the body seen

When S looks at a visual target through prisms, adaptive shifts in reaching behavior occur even though he sees no part of his body through the prisms. These shifts are caused by a change in the judgment of the direction of gaze (oculomotor change), which in turn is caused by two secondary prismatic effects: (a) asymmetry of the visual display and (b) apparent rotation about a vertical axis of a panel or wall facing S. The “asymmetry” factor contributes 22% of the total oculomotor change, and the “rotation” effect contributes the remaining 78%. Oculomotor change is not facilitated by eye-movzment activity. The adaptive oculomotor change induces a non-adaptive proprioception change about one-tenth as large as the oculomotor change. These findings are capable of accounting for the previously unexplained results reported by Wooster in 1923, and also for the current controversy about the role of reafferent stimulation in sensorymotor adaptation.     

Effects of decision strategy and number of openings on employment selection decisions

The purpose of this study was to explore the impact of two factors—decision strategy and the number of openings—on selection decisions. Two hundred graduate and undergraduate students participated in a human resource employment screening simulation. Decision strategy was varied by having candidates evaluate resumes and letters of application for 20 candidates one-at-a-time (sequentially) or all at once (simultaneously). The number of position openings was either one or three. Decision strategy affected the number of candidates accepted, acceptance threshold, and decision time. The number of openings affected selection decisions in the simultaneous but not the sequential context. Implications of these results for selection processes are discussed.     

Humility as a psychotherapeutic formulation

Humility training is conceptualized as an appropriate treatment for persons who occasionally describe themselves, but are most frequently described by others as overbearing, insensitive and deceitful. Procedures are outlined to identify unrecognized fears and improve interpersonal skills. Humility is presented as a counterpoint to assertiveness and aggression/anger control interventions.     

A SEARCH FOR PRINCIPLES IN PRINCIPLES OF PSYCHOLOGY

Principles of Psychology was published as an introductory textbook, with the contemporary virtue of having chapters that "can he assigned in any order." It is a compendium of speculation, with very few connecting threads to tie materials together. This article reports one psychologist's travels through thex Principles, in search of latent organizing structure, using as a guidebook the methodological and substantive content of two recent articles (Kimble. 1989. 1990a). The journey had its low and high points: The methodology encountered was hardly worth the trip. The exciting moments were the views of correspondences between James' insights and what we know today.     

Counseling psychology and employee assistance programs: Previous obstacles and potential contributions

In the last two decades, an important new therapeutic delivery system has been emerging to serve the needs of the American workforce. Known as Employee Assistance Programs (EAPs), these company and community based programs were created to provide mental health services to workers whose job performance is impaired due to substance abuse or other difficulties. Although there are obvious similarities between the mission espoused by EAPs and traditions of the counseling psychology profession, many members of our discipline have only recently become involved in these programs. This paper discusses various reasons why counseling psychologists have not become involved with EAPs. It also presents some ways that counseling psychologists may contribute to these programs and it highlights the similarities in the philosophies and the activities of EAP and counseling psychology practitioners and scientists. Additionally, some suggestions for how to prepare counseling psychologists for entrance into the EAP profession are offered. Finally, a brief research agenda designed to guide counseling psychologists who are interested in the study of EAP related variables is presented.We are appreciative of Karen Novak's and Marilyn Bayer's editorial assistance on this paper.     

Sexual addiction: Understanding and treating the phenomenon

The authors describe their multi-faceted treatment of sex addicts and co-dependents, make observations about the needs and issues involved in such therapy, and discuss some of the desired outcomes from the combination of professional help and self-help in the treatment regimen.Ralph H. Earle, PhD, and Gregory M. Crow, PhD, are family therapists and psychologists in private practice in Scottsdale, Arizona     

Relationship between trust in appraisal and appraisal effectiveness: A field study

The current study examined the influence of trust in the appraisal system on ratees' reactions to performance evaluations. One-hundred and sixty eight bank tellers completed an instrument that assessed their trust in the appraisal system, appraisal satisfaction, perceived utility of evaluations, behavioral intention to improve performance, and intention to leave the job. Trust and performance evaluations were significant predictors of ratee reactions to appraisals and intention to improve on performance weaknesses. In addition, performance ratings were a better predictor of intention to improve on performance weaknesses for ratees who had high trust in the appraisal system. Implications for future research and practice are discussed.An earlier version of this paper was presented at the Annual Meeting of the Society of Industrial and Organizational Psychology, Miami, Florida, April, 1990.