In search of transfer following cued recall practice: The case of process‐based biology concepts

Previous work has demonstrated that cued recall of a term from a fact yields learning that does not transfer, relative to a restudy control, to recall of another term from the same fact. Here we report six experiments in which a series of manipulations during the initial study and training phases of learning, hypothesized to increase transfer for process‐based biology concepts, were investigated. In Experiments 1 and 2, fill‐in‐the‐blank questions combined with immediate or delayed and repeated correct answer feedback improved learning but not transfer. In Experiments 3 and 4, practice questions that involved recalling process steps, understanding ordinal relationships, or making inferences did not improve transfer. Positive transfer was produced, however, in Experiments 5 and 6 via retrieval–verification–scoring, a new method in which difficult fill‐in‐the‐blank questions were combined with extensive feedback processing. We discuss implications for transfer in both theoretical and applied contexts.     

Remarks on the Absentminded Driver

Piccione and Rubinstein (1997) present and analyse the sequential decision problem of an “absentminded driver”. The driver's absentmindedness (imperfect recall) leads him to time-inconsistent strategy evaluations. His original evaluation gets replaced by a new one under impact of the information that the circumstances have changed, notwithstanding the fact that this change in circumstances has been expected by him all along. The time inconsistency in strategy evaluation suggests that such an agent might have reason to renege on his adopted strategy. As we shall see, however, this danger is only apparent. There is no serious problem of dynamic inconsistency in this case. My diagnosis of the case under consideration is in many respects similar to the one provided by Aumann, Hart and Perry (1997), but the analysis leading to this diagnosis is not quite the same. This revised version was published online in August 2006 with corrections to the Cover Date.     

A Conceptual Toolkit for Intensive Early Behavioral Intervention Teachers

Intensive early behavioral intervention (IEBI) for children with autism requires effective team work involving professional therapists, parents, teachers and others. It is important for all team members to employ a common conceptual and procedural vocabulary so that communication among them is clear, unambiguous, and effective. This article outlines the rationale of a small and practical vocabulary or conceptual toolkit that we have found useful in working with teachers and families in designing, implementing, and analyzing the details of behavioral programs to help autistic children learn to speak and understand language. Special attention is given to a heuristic device called the language matrix. Illustrative data describing the course of generative language acquisition by a child with autism taught according to the language matrix approach are included.     

目标定向与进步反馈对优差生写作成绩影响的实验研究

本研究以24名优生和24名学习困难学生(以下简称差生或学困生)为被试,通过实验探讨了目标定向与进步反馈对优差生写作成绩的影响。结果表明：(1)目标定向和反馈对优生的写作成绩影响不显著;(2)在成绩目标定向时,接受进步反馈的差生其作文成绩显著优于无进步反馈的差生;在掌握目标定向时,进步反馈对差生的影响不显著;(3)在无进步反馈时,掌握目标定向的差生其写作成绩显著优于成绩目标定向的差生;在给予进步反馈时,目标定向对差生的影响不显著。     

The dynamic relationship between performance feedback, trust, and conflict in groups: A longitudinal study

Moderate task conflict has generally been associated with higher group performance, and relationship conflict associated with lower performance. Past studies have most often discussed their findings as though differences in level of intragroup conflict cause differences in group performance—rather than testing the additional possibility that reported group conflict is a reaction to feedback on past group performance. This paper explores the dynamic relationships between intragroup conflict and performance with a longitudinal design. Results from 67 groups suggest that initial performance feedback to groups can have significant consequences for future team interaction. We find evidence to suggest that, (a) negative initial group performance feedback results in later increases in both task and relationship conflict, but that (b) groups with high early intragroup trust are buffered from experiencing the worst of future relationship conflict.     

Using auditory feedback to improve striking for mixed martial artists

The purpose of this study was to evaluate auditory feedback to increase the effectiveness of throwing a “right cross.” Auditory feedback, implemented by the mixed martial arts coach, was evaluated in multiple baselines across participants design with four mixed martial arts students, two males and two females, 25–54 years old. The target behavior was the percentage of correct steps in the 20‐step task analysis of throwing a right cross. In the auditory feedback procedure, the coach used a handheld clicker and make the clicking sound as a reinforcer each time the participant performed a specific step in the task analysis correctly. This process continued until all steps were performed correctly. The percentage of correct steps of the right cross improved substantially during assessment sessions following the introduction of the auditory feedback and maintained at 90% or more for all participants during follow‐up. Improvements were also noted in the social validity assessment.     

错觉轮廓的适应效应

错觉轮廓反映知觉的主动建构过程, 考察其是否存在适应效应有助于理解视觉系统反馈调节的特性。我们采用Kanizsa这种典型的错觉轮廓来研究其适应过程, 结果发现：Kanizsa错觉轮廓具有适应效应, 并且这种适应主要是由主观形成的整体轮廓造成的, 而不是由Pac-Man上的线条引起的。表明依赖于高级视觉皮层反馈调节的主观建构过程和自下而上的神经元信息一样, 会随呈现时间的增加, 神经活动减弱, 体现为适应效应。     

多源评价的特点与内在机制

多源评价在国外企业中的运用已日益成熟, 但在我国还停留在探索与发展阶段。基于已有的研究发现, 围绕评价过程、评价源及被评价者三方面对多源评价的特点及内在机制进行了探讨与分析。从评价过程看, 其评价目的具有多重性, 评价形式注重匿名性, 且评价结果的合理应用非常重要; 从评价源看, 不同评价源间的评价一致性较低, 且易造成晕轮效应和宽大效应; 从被评价者来看, 个体对多源评价结果的反应, 受到个性特征、反馈信号及自我-他人评价间差距等因素影响。研究也发现, 多源评价所带来的绩效改进结果具有不稳定性。基于此, 如何提高多源评价过程的有效性与准确性, 改善评价者对评价结果的反应, 以及如何对多源评价结果进行有效汇总等是未来值得研究的重要内容。     

Interpersonal feedback in everyday life: Empirical studies in Germany and the United States

The present research examines occurrences of interpersonal feedback in everyday life. Drawing upon retrospective self-reports from three student samples in Germany and the US, we investigate why, how, and with what effect such feedback is shared. We found that feedback was common, occurring mostly within stable interpersonal relationships, and that positive feedback was reported to occur more often than negative feedback. Positive and negative feedback was provided to achieve different goals (acknowledgement vs. behavioral change), and feedback senders perceived negative feedback as less successful than positive feedback. Negative feedback was withheld primarily when potential senders perceived it as futile or potentially dangerous to their relationship with the recipient. However, negative feedback that was shared was not seen as particularly harmful in that regard. We discuss potential barriers to feedback effectiveness, whether and how the exchange of interpersonal feedback in everyday life may be promoted, and give recommendations for future research.