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.     

Supervisor estimation of abilities required in jobs

The Minnesota Job Requirements Questionnaire (MJRQ) was developed and administered to supervisors of 11 selected jobs who rated the ability requirements of the job they supervised. The MJRQ represented each of nine GATB aptitudes by five items in a Likert-type format. MJRQ ratings were compared with expert ratings in the Dictionary of Occupational Titles (DOT) and Occupational Ability Patterns (OAPs) derived from administration of the General Aptitude Test Battery (GATB). Reliability of MJRQ ratings was shown by high Hoyt reliability coefficients. Comparison of mean ratings and variabilities of ratings by supervisors in a job showed construct validity for the MJRQ approach, as did intercorrelations of MJRQ ratings. OAPs derived from the MJRQ compared favorably with those derived from the GATB and DOT, showing promise for the parsimonious MJRQ approach to the development of OAPs.