Landmarks as beacons and associative cues: Their role in route learning

Relatively little is known about how people use the landmarks in their environment to learn routes. Landmarks are commonly regarded as associative cues--stimuli that enable recall of directional responses that lead closer to the navigator's goal. We contrast the function of landmark as associative cue with that of a beacon-a landmark near enough to a goal that moving toward it leads the navigator closer to his or her goal. In five experiments, participants learned a route through a simple desktop virtual environment. In the first three experiments, routes were learned better when their landmarks served as beacons than as associative cues. Two additional experiments showed that the acquired route knowledge depends on the function that landmarks serve during learning. Beacon-based route knowledge is less enduring and relatively less likely to involve knowledge of directions in the environment than is the route knowledge formed from landmarks that serve as associative cues.     

Understanding the Labour Market Participation of Skilled Immigrant Women in Switzerland: The Interplay of Class, Ethnicity, and Gender

Switzerland has recently adopted immigration policies that give preference to skilled migrants, the assumption being that migrants with higher education will integrate easily. Our study of 57 skilled immigrant women from Latin America, the Middle East and Southeastern Europe shows that this assumption is largely unjustified. Most of the women cannot use their social and cultural capital to establish themselves in the upper segments of the labour market. A third are not integrated in the labour market and a quarter occupy positions below their skill-level. A further third work at their skill-level but only irregularly. The differentiated participation of these immigrants in the labour market is well explained by analysing the interplay of class, ethnicity and gender.     

Family dynamics as predictors of infant disposition

In this longitudinal study of mothers, their families, and their infants, both discriminant and regression analyses showed that prenatal reports of family dynamics predicted infant disposition at 8 months with considerable accuracy. The most important predictive component was organization and consistency within the family unit as well as the dependability of other family members. Possible mechanisms by which family dynamics might affect the infant's developing disposition are discussed.     

A Referential coding Explanation for Compatibility Effects of Physically Orthogonal Stimulus and Response Dimensions

This study addresses the dependence of compatibility effects on responding hand with horizontally oriented stimuli and vertically oriented responses (H-V effect) and with vertically oriented stimuli and horizontally oriented responses (V-H effect) reported by Bauer and Miller (1982). Experiment 1 replicated the H-V effect. In Experiment 2, the subject was instructed to respond with the hand in line with the response keys. That eliminated the H-V effect. In Experiment 3, the response board was placed to the left or right side of the subject, yielding a considerably reduced H-V effect and a novel compatibility effect dependent on board location. In Experiment 4, the V-H effect was produced when the subject was required to respond with the hand in line with the response keys. With the hand rotated through 90 in Experiment 5, the V-H effect was eliminated, and a main effect of mapping was observed. The results challenge Bauer and Miller's movement-preference hypothesis and support a referential-coding hypothesis proposed by the author. This assumes that response positions are coded in reference to hand posture, so that physically orthogonal stimulus and response dimensions can overlap with respect to their mental representations. The applicability of this hypothesis to other compatibility effects is demonstrated, and its significance for compatibility theories is briefly discussed.     

Intrinsic motivation a key enabler of African managers’ cultural intelligence

This study sought to determine manager's intrinsic motivation to engage multiculturally in the workplace as the managers varied by demographic background. Participants were a convenience sample of managers on supervisory level, middle level and senior level (n=550; Male 54.9%; Black ethnicity 64.4%). They completed the Motivational Scale of the Managerial Cultural Intelligence Measure. The data were analysed by means analysis of variance procedures to determine workforce diversity ability by managerial level and other demographics. The results showed a managerial level effect in that senior managers were significantly more motivated to get information about other cultures in the work group compared to middle managers and supervisors. Supervisors were significantly more willing to change their views of other cultures with learning as compared to senior managers and middle managers. Generally, managers with a shorter employment history are more motivated to engage with multi-cultural groups compared to those with a longer service history. Managers’ motivation to engage multi-culturally would enhance their competence in working with a diverse workforce and thereby embracing true democracy in the workplace.