Evaluation,self-awareness,and task performance

Two contradictory hypotheses regarding the effect of self-attention or self-awareness on task performance are considered. Recent research on test anxiety indicates that self-awareness interferes with task performance by decreasing the proportion of attention paid to the task. Wicklund and Duval's (1971) theory of objective self-awareness predicts the opposite: that self-awareness will induce a person to try harder and to perform at a higher level. Experimental evidence indicates that both hypotheses are correct, each at a different level of evaluation. The results are discussed in terms of their implications for a unified social-psychological theory of evaluative self-awareness which could account for findings now classed under separate headings such as test anxiety, self-awareness, and social facilitation.     

Training cooperation in the Prisoner's Dilemma

Female Ss' choices in two types of mixed-motive game situations were used to select Ss who had predominantly Own Gain and Ss who had predominantly Relative Gain goals. On the basis of simple reward notions, it was predicted that the former but not the latter would change from competitive to cooperative responding in decomposed Prisoner's Dilemma game situations when interacting with a conditionally cooperative other. Corresponding yoked controls were not expected to become cooperative. The availability of social comparison with an outcome which was smaller than the mutually cooperative outcome but larger than the mutually competitive out-come was expected to lead Own Gain Ss to more rapid learning of cooperation but not to affect the responses of corresponding yoked controls or of Relative Gain Ss. A 2 × 2 × 2 × 5 factorial design was used in which the factors were goal orientation (Own Gain vs Relative Gain), strategy of the other (conditionally cooperative vs yoked control), the availability vs unavailability of the social comparison, and trials. The results strongly supported each of the expectations. The results were discussed in terms of how the operation of the reward mechanism would be affected by the operation of some other social psychological processes.     

The effects of censorship and attractiveness of the censor on attitude change

The effects of censoring a communication, overriding the censor, and the attractiveness of the censor on the potential audience's attitude and desire to hear the communication were studied. Subjects were told that a speech which they were to have heard had been censored by a positively, negatively, or neutrally evaluated group. Some subjects were told that the experimenter had decided to override the censor and that they would hear the communication. Other subjects were told they would not hear the censored communication. The results indicated that censorship, regardless of the attractiveness of the censor, caused the potential audience to change their attitudes toward the position to be advocated by the communication and to increase their desire to hear that communication. These effects were interpreted as resulting from the arousal of psychological reactance. When the censor was overriden and the audience felt that they would hear the communication, their desire to hear it decreased. Further, subjects who had been told that a positively evaluated group had censored the speech changed their attitudes away from the position to be advocated by the communication while subjects who believed that a negative group had censored the speech changed their attitudes toward the position of the communication. These results were interpreted as evidence of cognitive balancing.     

Race versus belief about race as determinants of attraction: Belief prejudice and two kinds of race prejudice

An experiment was conducted to assess the effects of actual racial membership versus similarity of beliefs about racial issues on interpersonal evaluations. Prejudiced and unprejudiced White male students observed a videotaped interaction of two Black and two White male actors discussing racial issues and then evaluated the actors on several scales. One White and one Black actor took a conservative stand on racial issues, and the other White and Black pair of actors took a liberal position. Results from the ratings showed strong belief prejudice effects. Prejudiced subjects were attracted to conservative actors while unprejudiced subjects were attracted to liberal actors. Additionally, there were two kinds of race effects. Prejudiced subjects preferred White to Black actors, but unprejudiced subjects showed a reverse bias, preferring Black to White actors. A tentative explanation for this unusual finding was proposed.     

Visual imagery and dream recall

Research in dream recall frequency has failed to isolate psychological variables which clearly and reliably differentiate frequent dream recallers from infrequent recallers. The present study tested the hypothesis that frequent recallers have a greater capacity for visual imagery than infrequent recallers. Subjects selected on the basis of reported dream recall frequency were administered a Paired-Associate Learning task designed to measure visual imagery, a rating scale of imagery clarity and vividness, and a subjective measure of imagery controllability. The results provide support for the hypothesis and, together with other evidence, suggest that a generalized capacity for visualization may contribute to the quality of the dreaming experience and, consequently, to its recallability.     

Motivated aggressiveness perpetuated by exposure to aggressive films and reduced by exposure to nonaggressive films

Under conditions of both minimal and extreme initial provocation, the effect of exposure to neutral vs aggressive films on subsequent aggressive behavior was assessed relative to a no-exposure condition. Excitatory changes were also recorded. Under minimal provocation, communication conditions were found to have no differential effect on aggressive behavior. Under extreme provocation, relative to the no-exposure condition the neutral film significantly reduced subsequent aggression, whereas the aggressive film reduced it to an insignificant degree only. The excitatory changes observed in the extreme-provocation conditions coincided with these differences in aggressive behavior. The findings, obviously countercathartic, were interpreted as inconsistent with the proposition that filmed aggression elicits aggressive behavior. Bandura's reasoning on attentional shift was modified to account for the data. An alternative explanation was developed from considerations of the aggression-modifying effect of residual excitation.     

A scale to measure attitudes toward working

The purpose of this study was to develop a scale that could measure attitude toward work and be used to determine the relation between length of unemployment time and work attitudes. Standardization of the Employment Readiness Scale was completed through its administration to three independent groups (N = 430): (1) employed workers: employees who worked in unskilled, semiskilled, and occasionally skilled job classifications; (2) unemployed individuals who were actively looking for regular employment at the Tennessee State Employment Service; and (3) the chronically unemployed: individuals, who, for the most part, were not looking for regular employment and who were seeking night lodging and meals at the Salvation Army or the Knoxville Union Rescue Mission. Through item analysis, it was determined that 43 of the 45-scale items were significant at or beyond the .01 level. It was further established that a relationship existed between work attitudes and length of unemployment. The longer an individual was unemployed, the less positive was his attitude toward work.     

The measurement of cognitive vocational maturity

This report describes an instrument that was designed to measure an individual's level of cognitive vocational maturity in six areas: Fields of Work, Job Selection, Work Conditions, Education Required, Attributes Requited, and Duties. Procedures used in developing the item analysis research form and the final form of the instrument are described. Sample items from each subtest are presented. Kuder-Richardson reliability estimates for each of the six area subtests are presented for grades 6–9. Both criterion-related and construct validity data are presented. Pupils whose vocational choices were in agreement with their field of interest and their ability level scored higher on all subtests than pupils whose choices agreed neither with their interests nor with their ability level. Mean scores on all area subtests increase across grades levels, thus providing support for the claim that vocational maturity behaviors are developmental ones.     

Perceived characteristics of “competent” people

The purpose of this research was to determine the specific behaviors and cues which 104 assessors perceived as indicating the presence of psychological variables shown to be related to competent job behavior. The cue systems utilized were found to be reminiscent of theory Y conceptions of effective job behavior. Implications of the lack of correlation of cue utilization with assessor characteristics are discussed.