Control of avoidance by a response-produced stimulus

Three pigeons were trained to press a foot pedal to postpone electric shock. The safety signal was a tone of 1000 Hz, which sounded for 5 sec following each press; silence therefore served as a warning signal. After the performance approached asymptote, test sessions were interspersed among the training sessions. Following a warm up, the shock was omitted (extinction), and no tone or a tone of 250, 500, 1000, 2000, or 4000 Hz was presented following each press for the remainder of the session. Gradients of generalization plotted in terms of the number of times the tone was produced on each test peaked at 1000 Hz, indicating that the performance was controlled by the frequency. Since this dimension is orthogonal to absence of tone, the gradient cannot be attributed to differences in the magnitude of change in the warning signal. It was concluded that response-produced stimuli reinforce avoidance behavior.     

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.     

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.     

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.     

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.