The interaction between reading skills and reading instruction

Research on the underlying nature of reading disability, exemplified in the present papers, is essentially correlational. Differences in acoustic memory skills, partial cue utilization, or symbol-sound knowledge may be a result rather than a cause of reading skill differences. Suggestions are made on how to untangle the cause-effect problem through longitudinal investigation and careful analysis of some possible interactions between cognitive skills and reading ability.     

Constructing the collective unconscious

Abstract: Innovative attempts at collating Jungian analytical psychology with a range of ‘post‐modern’ theories have yielded significant results. This paper adopts an alternative strategy: a Lacanian vantage point on Jungian theory that eschews an attempt at reconciling Jung with post‐structuralism. A focused Lacanian gaze on Jung will establish an irreducible tension between Jung's view of archetypes as factors immanent to the psyche and a Lacanian critique that lays bare the contingent structures and mechanisms of their constitution, unveiling the supposed archetypes’a posteriori production through the efficacy of a discursive field. Theories of ideology developed in the wake of Lacan provide a powerful methodological tool allowing to bring this distinction into focus. An assembly of Lacan's fragmentary accounts of Jung will be supplemented with an approach to Jungian theory via ?i?ek's Lacan‐oriented theory of the signifying mechanism underpinning ‘ideology’. Accordingly, the Jungian archetype of the self, which is considered in some depth, can begin to be seen in a new light, namely as a ‘master signifier’, not only of Jung's academic edifice, but also —and initially—of the discursive strategies that establish his own subjectivity. A discussion of Jung's approach to mythology reveals how the ‘quilting point’ of his discourse comes to be coupled with a correlate in the Real, a non‐discursive ‘sublime object’ conferring upon archetypes their fascinating aura.     

A multidisciplinary model of voluntary employee turnover

This paper proposes a model of employee turnover based upon the existing literature from psychological, sociological, and economic perspectives. Voluntary turnover is posited to have three major classes of determinants: characteristics of the individual employee, work-related factors, and the states of certain economic variables. The model proposes that economic factors serve to control the degree to which individual and work-related factors can explain variation in turnover. It is hypothesized that individual and work-related variables will be more predictive of turnover under prosperous economic conditions than when the economy is strained. The model also proposes four classes of consequences of turnover: individual, organizational-social, organizational-economic, and societal. Recommendations for future turnover research are discussed.     

Quota vs positional power in four-person apex games

In coalition formation experiments, which coalitions will form and how players in coalitions will allocate their jointly gained rewards are typically predicted as a function of the players' relative power. In this paper, we isolated two logically independent sources of a player's power: the player's contribution to the rewards obtainable by coalitions of which he may be a member (“quota power”), and the number of distinct coalitions which a player may join (“positional power”). The separation of the two types of power is clearly shown in apex games, where a single player (Apex) attempts to lure any of the other players (Base) from the coalition of all Bases. A series of four-person computer-controlled apex and nonapex characteristic function games, varying with respect to the relationship of quota power to positional power, were played by 15 quartets of male players. Quota power was strongly manifested in all outcome measures, while positional power appeared only as a bias toward equal allocations of reward when coalitions among players of equal positional power formed. Neither of two social psychological theories that are applicable, pivotal power and weighted probability theory, predicted coalition frequencies. In a test of five solution concepts, the competitive bargaining set predicted payoff allocations better than either of the two aforementioned theories, the kernel, or an equal-split model.