PYRAMIDAL TRAINING: A LARGE-SCALE APPLICATION WITH INSTITUTIONAL STAFF

This study evaluated an indirect method of training 45 institutional direct care staff to conduct behavioral programs. Three supervisors were trained to improve teaching behaviors (instructions, prompts, and consequences) used by the direct care staff while working with severely and profoundly handicapped residents. In addition to training, daily feedback was provided to supervisors regarding performance of their staff. Results of a multiple baseline analysis across teaching behaviors (instructions, prompts, and consequences) and content areas (communication and gross motor skills) showed that providing training and feedback to supervisors resulted in increases in correct teaching behavior by direct care staff. However, teaching behavior newly learned in one content area (communication) did not generalize to the other area (gross motor skills). Data collected on resident behavior showed small but noticeable improvement in terms of correct responses and attending behavior during programming. Results are discussed in terms of the benefits of a pyramidal approach to training institutional staff.     

A comparison of methods for assessing child compliance during behavioral parent training

The purpose of the present study was to compare four methods of computing child compliance to parental instructions. Four noncompliant boys, ages 2.5 to 7 years, participated with their mothers in behavioral parent training. In order to evaluate the training, observers recorded the boys' compliance responses in continuous 10-sec intervals. The boys' rates of compliant responding were then computed by considering behavior (A) only in the first interval following the instruction, (B) in the first three intervals following the instruction, (C) in all intervals while the instruction was ongoing, and (D) only in the final interval of the instructional trial. The findings indicated that the first three methods were correlated strongly with each other, although there were occasional differences in the levels of compliance indicated by these three methods. The implications of the findings and the merits of each of the four methods are discussed.     

BIOFEEDBACK AND RATIONAL-EMOTIVE THERAPY IN THE MANAGEMENT OF MIGRAINE HEADACHE

Twenty-four migraine patients were randomly assigned to one of four conditions: (a) self-monitoring of headache activity (waiting list), (b) frontalis EMG biofeedback, (c) digit temperature biofeedback, and (d) digit temperature biofeedback plus Rational-Emotive Therapy (RET). Bidirectional control over the target physiological response was assessed through a reversal design in each session. Following at least a four-week baseline, the three biofeedback groups received 8 to 10, 30-minute sessions of bidirectional biofeedback training, scheduled twice a week. Subjects in the combined digit temperature biofeedback plus RET group received three 40-minute sessions of RET as an addition to the third, fifth, and seventh biofeedback sessions. Records of daily home practice were kept throughout treatment and three-month followup. Subjects on the waiting list monitored headaches for at least five months, corresponding to “baseline”, “treatment”, and three-month followup. Digit temperature biofeedback alone and in conjunction with RET did not prove to be more effective than the control conditions. All the EMG subjects reduced headache activity to two-thirds or less of the baseline level by the third month of followup. Bidirectional digit temperature performance did not improve with training, was demonstrated in only 33% of the biofeedback sessions, was not maintained over time, and was unrelated to improvement in headache activity. EMG subjects reported biofeedback performance to be an easier task and met the performance criterion on 85% of the sessions. The frequency of home practice contributed over 55% of the variance in retrospective estimates of headache improvement but was not related to changes in daily records of headache activity.     

Re-Evaluating Professional Autonomy in Health Care

Professional autonomy, as the symbol of the traditional freedom ofdecision-making of medical professionals is criticized. This essayexamines the critique. It analyses the underlying assumption that theautonomy of health professionals is incompatible with the need fororganisation and management in order to control rising health carecosts. It is argued that the concept of professional autonomy should beredefined, not through restricting the decision-making freedom ofindividual health professionals, but through expanding the concept intothe sphere of management, so that managers will take responsibility forpatient care.     

Effects of a checklist on self-assessment of blood glucose level by a memory-impaired woman with diabetes mellitus

This study evaluated effects of a checklist on the accuracy of self-assessment of blood glucose level by a diabetic woman with memory impairments caused by viral encephalitis. The checklist consisted of 54 steps for operating an electronic glucometer, which the subject performed in sequence and checked off when completed. Following introduction of the checklist, the percentage of steps completed correctly increased in simulated and actual blood glucose tests and yielded clinically useful information.     

Impression management and overclaiming on job applications: Related to future sales performance?

Despite decades of research on the role of socially desirable responding (SDR) in hiring contexts, it remains unclear whether job applicant SDR is related to future employee performance. Drawing on a large sample of 1,084 retail sales employees and their original job application data, this study examined the predictive validity of two operationalizations of SDR: (a) impression management captured using a personality scale and (b) overclaiming familiarity with a list of products that were directly relevant to the job. Neither measure was used to inform the hiring decisions. Results showed that job applicant impression management and overclaiming were unrelated to four indicators of future sales performance as employees. Implications for organizational selection policies involving applicant SDR are discussed.     

恐惧管理理论的争议及其对死亡心理研究的启示

死亡心理是人类面临死亡及相关事件时所产生的认知、情感和行为意向的复杂心理状态。目前, 研究死亡心理较为全面和科学的理论是恐惧管理理论(Terror Management Theory, 简称TMT)。但该理论存在以下争议: (1)在死亡的基本认知方面, 恐惧管理理论呈现出不一致的研究结果, 如死亡是否与不确定性无关, 死亡是否导致恐惧情绪, 寻求个体生存是否为人类的核心议题; (2)在社会文化层面, 恐惧管理理论提出者的文化背景对待死亡的普遍态度是呈否认的, 但是跨文化的研究显示其他文化背景对待死亡的态度却呈现出接纳或蔑视; (3)在恐惧管理理论的研究结果方面, 呈现出较多的矛盾性, 表明研究中有重要的调节因子未被涉及。基于此, 死亡心理可能的研究方向拟从认知、行为和社会三个层面进行梳理。未来死亡心理研究需秉承科学与文化并重的原则, 并结合死亡心理的内容与过程, 关注群体面对死亡时的心理规律, 开展死亡心理影响下的身心健康干预研究。     

Validity of the strategic management simulations to predict real-world productivity

The performance of individual businesses and the economy as a whole hinges on the productivity of human capital, yet measuring productivity at an individual level has proved difficult. The Strategic Management Simulation (SMS) methodology comprises several decision-making assessment tools that have been used for several decades to estimate real-world productivity. Performance on productivity measures using a shorter version of the SMS methodology was gathered from a sample of 111 knowledge workers from major corporations in the U.S. and compared with their income level. In linear models, every percentile increase in SMS performance was associated with a $791–$1,113 increase in income in each of the four domains of decision-making performance provided by the SMS tool. The models had R²’s ranging from 0.65 to 0.75, indicating high levels of correlation between SMS performance and income levels. This study is the first to show linear relationships between SMS performance and other indicators of productivity, indicating that the SMS is a valid predictor of productivity and that SMS scores can be used to predict job satisfaction and performance.     

Effects of pay resets following drug use on attendance and hours worked in a therapeutic workplace

This secondary data analysis examined effects of an abstinence contingency on participation in a therapeutic workplace. Participants exposed to a pay reset after drug use did not differ in overall attendance from participants who were not exposed to a pay reset after drug use; however, they initially worked less after a pay reset than participants who did not receive a pay reset, and their attendance increased as their pay increased. Overall participation was not influenced by the abstinence contingency, but transient decreases in attendance occurred.     

Differences between multimedia and text-based assessments of emotion management: An exploration with the multimedia emotion management assessment (MEMA)

People process emotional information using visual, vocal, and verbal cues. However, emotion management is typically assessed with text based rather than multimedia stimuli. This study (N?=?427) presents the new multimedia emotion management assessment (MEMA) and compares it to the text-based assessment of emotion management used in the MSCEIT. The text-based and multimedia assessment showed similar levels of cognitive saturation and similar prediction of relevant criteria. Results demonstrate that the MEMA scores have equivalent evidence of validity to the text-based MSCEIT test scores, demonstrating that multimedia assessment of emotion management is viable. Furthermore, our results inform the debate as to whether cognitive saturation in emotional intelligence (EI) measures represents “noise” or “substance”. We find that cognitive ability associations with EI represent substantive variance rather than construct-irrelevant shared variance due to reading comprehension ability required for text-based items.