Warmup in avoidance as a function of time since prior training

On avoidance procedures, rats and pigeons typically show warmup effects, characterized by improving performance within sessions and loss of the improvement (“warmup decrement”) between sessions. Between-session losses were examined by varying the time between periods of avoidance training. In one experiment, rats lived fulltime in conditioning chambers while intermission intervals were varied. In a second experiment, the animals lived in home cages between sessions; timeout intervals were introduced at midession, producing recurrence of warmup in the second half-session. In both experiments, the warmup decrements increased substantially as the timeout or intersession intervals were increased from zero to 30 minutes. With intervals of 60 or 120 minutes, the decrements approached or exceeded those obtained with intervals of a day or more. When avoidance was interposed between appetitive sessions, the appetitive responding was disrupted, but this seemed unrelated to the warmup or to the proficiency of avoidance. The warmup in avoidance shares characteristics with transient punishment effects, with the Kamin effect, and with habituation phenomena, but it is premature to assume that they reflect common processes.     

TEACHING COIN EQUIVALENCE TO THE MENTALLY RETARDED1

A program was designed to teach coin equivalence to mentally retarded adolescents. Coin equivalence was defined as choosing several different combinations of coins to equal specified target values. A pretest-posttest matched-groups design was employed with an experimental group receiving the monetary training, and a no-training control group. A multiple baseline across coin-counting responses was also incorporated in the experimental group. Training was divided into six stages, each teaching one specific method of combining coins to equal 10 target values from 5¢ through 50¢. A three-component response chain was used, requiring (a) naming, (b) selecting and counting, and (c) depositing target monetary values into a coin machine. Experimental subjects improved significantly in coin equivalence performance and maintained their skill on follow up tests; control subjects did not.     

Belief in a Just World and Employee Voice Behavior: The Mediating Roles of Perceived Efficacy and Risk

Abstract

In this research, we hypothesized that employees’ belief in a just world (BJW) would be positively related to their voice behavior, i.e., the expression of ideas or opinions with the intention of engendering organizational improvement or change, and that this relation would be mediated by perceived voice efficacy and perceived voice risk. To test these hypotheses, we collected self-reported data from employees in two different countries: China (N?=?313) and Germany (N?=?190). The results revealed a positive association between BJW and employee voice behavior in both samples. The two-mediator model was confirmed in the Chinese sample, while only perceived voice efficacy played a mediating role in the German sample. Possible reasons for these differences may be related to differences in cultural dimensions and education levels between the samples. The findings emphasize the importance of bolstering employees’ belief in justice and the organizational climate, which influence perceived voice efficacy and risk, as means to increase organizational voice behavior.     

The association between risky decision making and attention-deficit/hyperactivity disorder symptoms: A preregistered assessment of need for cognition as underlying mechanism

Attention-Deficit/Hyperactivity Disorder (ADHD) is related to suboptimal decision making in experimental tasks and to real-life risk-taking behavior (RTB) such as substance abuse and unsafe traffic conduct. In this preregistered study, we tested whether these associations are mediated by need for cognition—the extent to which one tends towards, and enjoys, analytical thought. In a large sample of young adults (N = 463, M_age = 19.7 years), we tested whether need for cognition mediated the association between self-reported ADHD symptoms on the one hand and decision-making strategy complexity on an experimental gambling task and self-reported real-life RTB on the other hand. Preregistered confirmatory analyses indicated first that ADHD symptoms were positively associated with real-life RTB, but the association was not mediated by need for cognition. Second, ADHD symptoms were not related to decision-making strategy complexity, and need for cognition was not a significant mediator. Explorative analyses revealed that (a) need for cognition was associated with higher decision-making accuracy and slower reaction time; (b) need for cognition was related to inattentive but not to hyperactive/impulsive ADHD symptoms; (c) need for cognition was associated with health-related RTB but not interpersonal RTB; and (4) only the association between inattention and health-related RTB was mediated by need for cognition. We conclude that need for cognition is not a mediator in the association between ADHD symptoms and RTB. Additionally, we conclude that neither ADHD symptoms nor need for cognition predict decision-making strategy complexity. Implications for both future research and clinical practice are discussed.     

留守初中生同伴侵害与攻击性的关系:链式多重中介模型

为探究留守初中生同伴侵害与攻击性的关系机制,通过构建链式多重中介模型,考察歧视知觉、孤独感和心理韧性在二者关系中的多重中介效应。采用问卷调查法对519名留守初中生进行调查,结果显示：（1）留守初中生同伴侵害的发生率为96.3%,具有普遍性;（2）留守初中生同伴侵害、歧视知觉、孤独感、心理韧性与攻击性之间均呈显著相关;（3）留守初中生的歧视知觉、孤独感和心理韧性在其同伴侵害与攻击性的关系中具有链式多重中介作用;（4）同伴侵害与攻击性关系模型具有一定稳定性,同时在是否留守及单亲与双亲外出留守初中生群体中存在显著差异。研究结果揭示了同伴侵害与攻击性的关系机制,可为探索留守初中生不良同伴关系的教育策略提供参考。     

The Process Through Which an Advocacy Intervention Resulted in Positive Change for Battered Women Over Time

A prior experimental evaluation of a community-based advocacy program for women with abusive partners demonstrated positive change in the lives of women even 2 years postintervention (C. M. Sullivan & D. I. Bybee, 1999). The current study explored the complex mediational process through which this change occurred, using longitudinal structural equation modeling and formal tests of mediation. As hypothesized, the advocacy intervention first resulted in women successfully obtaining desired community resources and increasing their social support, which enhanced their overall quality of life. This improvement in well-being appeared to serve as a protective factor from subsequent abuse, as women who received the intervention were significantly less likely to be abused at 2-year follow-up compared with women in the control condition. Increased quality of life completely mediated the impact of the advocacy intervention on later reabuse. Discussion places advocacy for women in the context of other efforts that are needed to build an effective community response to preventing intimate violence against women.     

Big Five traits and relationship satisfaction: The mediating role of self-esteem

This study examined the mediating role of self-esteem in the association between Big Five traits and relationship satisfaction. Using data of 237 heterosexual couples and the Actor-Partner Interdependence Mediation Model (APIMeM), self-esteem mediated the association between Big Five traits and relationship satisfaction. We also tested the directionality of the association using longitudinal data of 141 couples. Results indicate that only agreeableness (and neuroticism marginally) predicts relationship satisfaction two years later, but relationship satisfaction predicted partner’s extraversion. Further, significant indirect effects emerged between relationship satisfaction, self-esteem, and later neuroticism. These results underline the importance of studying Big Five traits and self-esteem conjointly when studying relationship satisfaction. Furthermore, testing for alternative longitudinal associations elucidates the role of romantic relationships in personality development.     

Effects of Conflict Resolution Training Integrated Into a High School Social Studies Curriculum

Abstract

The authors examined the effectiveness of conflict resolution and peer mediation training among California high school students. The authors randomly assigned 2 of 4 classes to receive 5 weeks of conflict resolution and peer mediation training integrated into the required social studies curriculum. The remaining 2 classes studied the same social studies curriculum for an identical amount of time (105 min every other day) without conflict resolution and peer mediation training. The authors investigated 2 issues. The 1st was the effectiveness of the conflict resolution and peer mediation training. The trained students, compared with the untrained students, learned the integrative negotiation and peer mediation procedures better, applied the procedures more completely, chose an integrative over a distributive approach to negotiation, and developed more positive attitudes toward conflict. The 2nd issue was the impact of the training program on academic achievement. Integrating conflict resolution and peer mediation training into an academic course promoted higher achievement, greater long-term retention of the academic learning, and greater transfer of academic learning in social studies to language arts.     

Stereotype threat in salary negotiations is mediated by reservation salary

Women are stereotypically perceived as worse negotiators than men, which may make them ask for less salary than men when under stereotype threat (Kray et al., 2001). However, the mechanisms of stereotype threat are not yet properly understood. The current study investigated whether stereotype threat effects in salary negotiations can be explained by motivational factors. A total of 116 business students negotiated salary with a confederate and were either told that this was diagnostic of negotiating ability (threat manipulation) or not. Measures of minimum (reservation) and ideal (aspiration) salary goals and regulatory focus were collected. The finding (Kray et al., 2001) that women make lower salary requests than men when under stereotype threat was replicated. Women in the threat condition further reported lower aspiration salary, marginally significantly lower reservation salary and less eagerness/more vigilance than men. Reservation salary mediated the stereotype threat effect, and there was a trend for regulatory focus to mediate the effect. Thus, reservation salary partly explains why women ask for less salary than men under stereotype threat. Female negotiators may benefit from learning that stereotype threat causes sex-differences in motivation.