Evaluation of an efficient method for training staff to implement stimulus preference assessments

We used a brief training procedure that incorporated feedback and role-play practice to train staff members to conduct stimulus preference assessments, and we used group-comparison methods to evaluate the effects of training. Staff members were trained to implement the multiple-stimulus-without-replacement assessment in a single session and the paired-stimulus method in another single session. In all 16 cases (2 assessments for 8 trainees), correct responding increased to over 80% accuracy; in 14 of those 16 cases, it increased to over 90% accuracy. Thus, training produced mastery-level performance in a single training session in almost all cases.     

Effects of Attention on the Strength of Lexical Influences on Speech Perception: Behavioral Experiments and Computational Mechanisms

The effects of lexical context on phonological processing are pervasive and there have been indications that such effects may be modulated by attention. However, attentional modulation in speech processing is neither well documented nor well understood. Experiment 1 demonstrated attentional modulation of lexical facilitation of speech sound recognition when task and critical stimuli were identical across attention conditions. We propose modulation of lexical activation as a neurophysiologically plausible computational mechanism that can account for this type of modulation. Contrary to the claims of critics, this mechanism can account for attentional modulation without violating the principle of interactive processing. Simulations of the interactive TRACE model extended to include two different ways of modulating lexical activation showed that each can account for attentional modulation of lexical feedback effects. Experiment 2 tested conflicting predictions from the two implementations and provided evidence that is consistent with bias input as the mechanism of attentional control of lexical activation.     

Factors Influencing Employee Intentions to Provide Honest Upward Feedback Ratings

Based on current research involving rater motivation, we examined several factors hypothesized to influence employee intentions to provide honest upward feedback. Survey data were collected from a demographically diverse sample of hospital employees (n = 203). In summary, we found empirical support for generalizing extant models of rater motivation to an upward feedback context: cynicism towards upper management and the upward feedback process, understanding upward feedback, and opportunity to observe their supervisors were the primary predictors of employee intentions to provide honest upward feedback ratings, mediated by the (a) extent to which employees perceived positive benefits would result from rating their supervisors honestly, (b) the extent to which employees feared retaliation by their supervisors, and (c) rater self-efficacy.

Overcoming the winner's curse: an adaptive learning perspective

The winner's curse phenomenon refers to the fact that the winner in a common value auction, in order to actually win the auction, is likely to have overestimated the item's value and consequently is likely to gain less than expected and may even lose (i.e., it is said to be “cursed”). Past research, using the “Acquiring a company” task has shown that people do not overcome this bias even after they receive extensive feedback. We suggest that the persistence of the winner's curse is due to a combination of two factors: variability in the environment that leads to ambiguous feedback (i.e., choices and outcomes are only partially correlated) and the tendency of decision makers to learn adaptively. We show in an experiment that by reducing the variance in the feedback, performance can be significantly improved. Copyright © 2007 John Wiley & Sons, Ltd.     

Using performance feedback to enhance implementation fidelity of the problem-solving team process

Implementation integrity is a potentially critical issue for problem-solving teams (PST) and most response-to-intervention models. The current study hypothesized that providing performance feedback, which has consistently been shown to increase implementation integrity, to PSTs would enhance the procedural integrity of the process. The PSTs for three elementary schools were provided performance feedback with a 20-item checklist created from the literature. A multiple-baseline design across schools revealed an immediate change in level after providing performance feedback. The resulting percentages of non-overlapping data were 90.9%, 90.0%, and 100%. However, PSTs still did not monitor student progress, assess the effectiveness of the intervention, or measure the integrity with which the intervention was implemented even after receiving feedback. Thus, providing performance feedback could be a method to increase the fidelity with which critical components of data-based problem-solving are implemented, but these data suggest the need for additional research.     

THE EVOLUTIONARY BASIS OF RELIGIOUS ETHICS

Abstract. I propose that religious ethical traditions can be understood as cultural expressions of underlying evolutionary processes. I begin with a discussion of evolutionary theories of morality, specifically kin selection and reciprocal altruism, and then discuss some recent work on the evolution of religion, setting out those features of religion that prepare it to take on a moral function in society. Having established the theoretical framework for the thesis, I turn to a close reading of early Jewish and Christian ethical teachings, as found in the Bible, in order to set out preliminary support for the proposal. My goal is to argue for the plausibility of the thesis and to indicate how, if correct, it provides new insight into Judeo‐Christian moral traditions and into the phenomenon of religious violence. Such an approach to religious ethics has important metaethical implications. In the last section I consider issues such as the foundation of ethics and the possibilities and limitations of a secular ethics.     

Using goal setting, task clarification, and feedback to increase the use of the hands-free technique by hospital operating room staff

We evaluated the effects of a behavioral treatment on the safe passing of sharp instruments using the hands-free technique among hospital operating room personnel during surgical procedures. Treatment consisted of participative goal setting, task clarification, and feedback. The average percentage of sharp instruments passed safely increased from 32% to 64% and 31% to 70% between baseline and treatment phases in the inpatient and outpatient surgery units, respectively. Five-month follow-up data suggested maintenance of treatment effects. These findings suggest the utility of organizational behavior management strategies in reducing risky behavior in hospital settings.     

The effects of signaling stimulus presentation during noncontingent reinforcement

The effects of signaling the return of items or attention during treatment with noncontingent reinforcement were examined. First, functional analyses showed that the problem behavior exhibited by 2 teenagers with developmental disabilities was sensitive to social positive reinforcement. Next, delivery of the stimulus that maintained problem behavior on a fixed-time (FT) schedule was compared to a condition in which the removal of the stimulus during the same FT schedule was immediately preceded by a statement indicating that the stimulus would be returned and the initiation of a digital timer. Results show that the FT schedule reduced problem behavior, and the addition of an informative statement and a timer further decreased problem behavior.     

The perseverance effect in the debriefing paradigm: Replication and extension

A classic study conducted by Ross, Lepper, and Hubbard (1975) revealed a perseverance effect wherein people who received positive performance feedback on an alleged social perceptiveness test reported more favorable self-perceptions in this domain than those who received negative feedback despite the fact that they had received standard outcome debriefing (i.e., been informed about the false, predetermined, and random nature of the feedback) prior to reporting self-assessments. The present studies extend this past research by revealing that (a) there is a form of outcome debriefing (i.e., informing participants about the bogus nature of the test as well as the bogus nature of the feedback) that effectively eliminates the perseverance effect, (b) the perseverance effect that occurs after standard outcome debriefing is limited to perceptions of specific task-relevant skills rather than more global abilities, and (c) affective reactions do not underlie the perseverance effect that occurs in the false feedback paradigm.     

Failure to warn: How student race affects warnings of potential academic difficulty

In two studies, we document “failure to warn”—a reduced likelihood of warning Black students against potential academic difficulty compared to White students. In both studies, participants placed in the role of academic advisors saw a highly challenging academic course plan, attributed to either a Black or a White student, and gave Black students less warning about the potential negative consequences of taking on the proposed plan. Study 1 (N = 172) demonstrates this effect using undergraduate peer academic advisors, and Study 2 (N = 58) provides evidence that this effect is moderated by Internal Motivation to Respond Without Prejudice (Plant & Devine, 1998), suggesting that this effect is driven by the fear that discouraging an ambitious Black student might reflect prejudice. This well-intentioned concern can have the ironic consequence of leading the recipients of this advice into academic difficulties.