APPLICATION OF CONTENT VALIDITY METHODS TO THE DEVELOPMENT OF A JOB-RELATED PERFORMANCE RATING CRITERION

This study demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy-eight of 83 items were found to be significantly job-relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered.     

A comparison of existing and novel communication responses used during functional communication training

Functional communication training (FCT) is a procedure used to teach a communicative response that results in the same reinforcer found to maintain problem behavior. Previous research has demonstrated that high levels of problem behavior may be observed during FCT when reinforcing an existing response due to a history of reinforcement for both existing responses and problem behavior. This study compared the effects of reinforcing an existing and novel communicative response during FCT on the rate of problem behavior for two children diagnosed with autism. Additionally, we assessed preference for either the existing or novel response using a concurrent schedules arrangement. The results demonstrated that the existing and novel communication responses were associated with low levels of problem behavior for both participants. Also, both participants preferred the novel response. We conclude with a discussion of practical applications of the analysis and avenues for future research.     

Further analysis of subtypes of automatically reinforced SIB: A replication and quantitative analysis of published datasets

Hagopian, Rooker, and Zarcone (2015) evaluated a model for subtyping automatically reinforced self‐injurious behavior (SIB) based on its sensitivity to changes in functional analysis conditions and the presence of self‐restraint. The current study tested the generality of the model by applying it to all datasets of automatically reinforced SIB published from 1982 to 2015. We identified 49 datasets that included sufficient data to permit subtyping. Similar to the original study, Subtype‐1 SIB was generally amenable to treatment using reinforcement alone, whereas Subtype‐2 SIB was not. Conclusions could not be drawn about Subtype‐3 SIB due to the small number of datasets. Nevertheless, the findings support the generality of the model and suggest that sensitivity of SIB to disruption by alternative reinforcement is an important dimension of automatically reinforced SIB. Findings also suggest that automatically reinforced SIB should no longer be considered a single category and that additional research is needed to better understand and treat Subtype‐2 SIB.     

Effects of differing response-force requirements on food-maintained responding in CD-1 mice

The effect of force requirements on response effort was examined using outbred (CD-1) mice trained to press a disk with their snout. Lateral peak forces greater than 2 g were defined as threshold responses (i.e., all measured responses). Different force requirements were used to define criterion responses (a subclass of threshold responses) that exceeded the requirement. The reinforcer was sweetened, condensed milk, and it was delivered upon response termination. All mice were exposed to two ascending series of criterion force requirements (2, 4, 8, 16, and 32 g). Increasing the force requirement decreased criterion response rates, but increased threshold response rates. The time-integral of force (area under the force-time curve for individual responses, which is proportional to energy expenditure for each response) increased with the increase in the force requirement. These results conflict with the hypothesis that higher force requirements have aversive qualities and suggest that increased force requirements are more analogous to intermittent schedules of reinforcement. These data suggest that estimations of effort or energy expenditure should be measured independently of the force requirement. Individual differences in responding were found for the CD-1 outbred stock.     

PARAMETRIC ANALYSIS OF PRESESSION EXPOSURE TO EDIBLE AND NONEDIBLE STIMULI

We assessed the effects of individually defined small, medium, and large periods of presession access to edible and nonedible reinforcers on response rates during sessions in which responding produced access to identical reinforcers. Any presession access to an edible reinforcer decreased response rates for 1 participant, and small and medium periods of presession access to nonedible reinforcers resulted in similar or increased response rates for 2 participants.     

THE INTERNATIONAL ASSIGNEE: THE RELATIVE IMPORTANCE OF FACTORS PERCEIVED TO CONTRIBUTE TO SUCCESS

The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra-Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho-social factors. The perceived relative importance of psycho-social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assignees.