Choosing between fixed time and variable time shock

Two experiments are reported dealing with choice of fixed or variable time shock schedules with and without signals. Response independent shock was presented on either a fixed-time or a variable-time schedule and subjects could change from one condition to the other for short periods after which the initial condition was automatically reinstated. In the first experiment shocks for both schedules were either unsignalled (6 subjects) or signalled (3 subjects) and all subjects changed from a schedule of variable-time shock to a fixed-time one. Subjects that were given the opportunity to change in the reverse direction did not do so. Opposite findings were obtained in the second experiment (7 subjects) comparing unsignalled fixed-time shock with signalled variable-time shock. Six of the seven subjects changed from the fixed-time schedule to the signalled variable-time one but not the reverse. The data were considered consistent with an analysis of choice based on the reinforcing value of discriminable shock-free periods.     

Temporal delay,type of forewarning,and resistance to influence

Previous researchers have manipulated forewarning by providing premessage information about the topic and position of the upcoming communication, or the communicator's persuasive intent. Subjects in the present experiment were force-warned either 10 min prior to the communication, or just before the message began of the speaker's topic and position, persuasive intent, or topic only. As hypothesized, forewarning of the communicator's persuasive intent inhibited persuasion regardless of the length of the delay period, but forewarning of the topic and position required a delay in order to confer resistance to subsequent persuasion, suggesting that although both manipulations have been called “forewarning they may lead to reduced persuasion through different mechanisms. Foreknowledge of the source's topic, but not his position also increased resistance to persuasion when followed by a delay period. The results were discussed in terms of both cognitive and motivational mechanisms that may underly the persuasion inhibiting effects of forewarning.     

Effects of sucrose concentrations on single alternation runway responding in rats

Rats received runway training under alternating reward and nonreward in which rewarded (R) trials provided 32 or 4% sucrose concentration from a drinking tube and nonrewarded (N) trials provided a dry tube or, for half of the rats in the 32% condition, plain water. Both 32 and 4% concentrations yielded faster running on R trials than on N trials; but this effect was reliable only for the 32% condition. Compared to 4% sucrose, 32% sucrose yielded reliably slower running on N trials and unreliably faster running on R trials.     

Infantile stimulation and its effects on frustration- and fear-motivated behavior in rats

Infant rats that were either removed from the nest each day (handled) or left undisturbed (nonhandled) were, in adulthood, given 72 food-reinforced runway acquisition trials followed by 24 trials of extinction training with or without shock. Handled and nonhandled control animals were given runway training without food reinforcement. Reinforced rats ran faster than nonreinforced rats, and handled rats ran faster than nonhandled rats during the initial trials of runway acquisition irrespective of the reinforcement condition. Nonhadled rats stopped running sooner than handled rats when shock was introduced in the goalbox, but differences between handled and nonhandled rats given extinction training without shock were small. Results of a second experiment showed no differences between handled and non-handled rats in the magnitude of the depression effect after an incentive shift. It was concluded that infantile handling had little effect on frustration-motivated behavior, but did affect fear-motivated behavior.     

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.     

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.