Probing the Time Course of Nonlinear Discriminations during Human Electrodermal Conditioning

Animal-based theories of Pavlovian conditioning propose that patterning discriminations are solved using unique cues or immediate configuring. Recent studies with humans, however, provided evidence that in positive and negative patterning two different rules are utilized. The present experiment was designed to provide further support for this proposal by tracking the time course of the allocation of cognitive resources. One group was trained in a positive patterning schedule (A−, B−, AB+) and a second in a negative patterning schedule (A+, B+, AB−). Electrodermal responses and secondary task probe reaction time were measured. In negative patterning, reaction times were slower during reinforced stimuli than during nonreinforced stimuli at both probe positions while there were no differences in positive patterning. These results support the assumption that negative patterning is solved using a rule that is more complex and requires more resources than does the rule employed to solve positive patterning.     

Lapses of intention and performance variability reveal age-related increases in fluctuations of executive control

We examine the hypothesis that the efficiency of executive control processes is less stable over time in older than younger adults. An age-related decrease in the efficiency of executive control should result in an increase in performance variability in task conditions requiring the recruitment of executive control processes and not in task conditions requiring minimal involvement of executive control. Performance variability was similar for younger and older adults in task conditions requiring minimal executive control and greater for older than younger adults in task conditions requiring executive control. These and other data are consistent with the proposal that aging is associated with a decrease in the stability of executive control over time.     

Accountability Forces in Performance Appraisal: Effects of Self-Appraisal Information, Normative Information, and Task Performance

This study investigated the effects of self-appraisal information, normative information, and task performance on performance appraisal ratings. Participants rated a fictitious subordinate's performance on a clerical task (which was either very good or moderately poor) subsequent to receiving self-assessment information (high or low) and normative information (present or absent). Self-appraisals affected performance ratings for poor performers but not for good performers, suggesting that judges are more motivated to please ratees than they are merely to adopt the subordinate's view of their own performance. Furthermore, objective normative information had greater influence than self-appraisals on performance ratings, suggesting that information source credibility has more influence than felt accountability on performance appraisals. Implications of the findings for organizations were discussed.     

Police Officer Performance Under Stress: A Pilot Study on the Effects of Visuo-Motor Behavior Rehearsal

This study examined the effectiveness ofvisuo-motor behavior rehearsal(VMBR) as a method of reducing acute stress and improving police officer performance. Fifty-four recruits were randomly assigned to a treatment and a nontreatment condition prior to undergoing a highly stressful, critical event training scenario involving live fire. A manipulation check showed that participants who received VMBR displayed significantly lower scores on the cognitive state anxiety subscale of the Competitive State Anxiety Inventory-2; somatic state anxiety and self-confidence were unaffected by the VMBR treatment. Most importantly, participants in the VMBR training condition displayed better performance on the critical event scenario, including significantly more assailant hits. The findings are discussed with respect to the four-stage model of stress and human performance of Salas and colleagues.     

Rewarded remembering: dissociations between self-rated motivation and memory performance

People often claim that they perform better in memory performance tasks when they are more motivated. However, past research has shown minimal effects of motivation on memory performance when factors contributing to item-specific biases during encoding and retrieval are taken into account. The purpose of the present study was to examine the generality of this apparent dissociation by using more sensitive measures of experienced motivation and memory performance. Extrinsic motivation was manipulated through competition instructions, and subjective ratings of intrinsic and extrinsic motivation were obtained before and after study instructions. Participants studied a series of words, and memory performance was assessed by content recall (Experiment 1) and source recall (Experiment 2). Both experiments showed dissociation between subjective ratings of extrinsic motivation and actual memory performance, so that competition increased self-rated extrinsic motivation but had no effects on memory performance, including source recall. Inconsistent with most people's expectations, the findings suggest that extrinsic motivation has minimal effects on memory performance.     

Effects of stop signal modality, stop signal intensity and tracking method on inhibitory performance as determined by use of the stop signal paradigm

In Experiment 1, the effects of stop signal modality on the speed and efficiency of the inhibition process were examined. Stop signal reaction time (SSRT) and inhibition function slope in an auditory stop signal condition were compared to SSRT and inhibition function slope in a visual stop signal condition. It was found that auditory stop signals compared to visual stop signals enhanced both the speed and efficiency of stopping. The modality effects were attributed to differences in the neurophysiological processes underlying perception. However, Experiment 2 demonstrated that the modality difference was larger for 80 dB(A) auditory stop signals than 60 dB(A) auditory stop signals. This effect was reconciled with the suggestion that loud tones are more capable of eliciting immediate arousing effects on motor processes than weak tones and visual stimuli. The second purpose of the present investigation was to explore the utility (and potential advantages) of an alternative way of setting stop signal delay relative to mean reaction time (MRT). The method that was suggested compensates for inter-individual differences in primary task reaction speed by setting stop signal delays as proportions of the subjects' MRT.     

Job Insecurity Spillover to Key Account Management: Negative Effects on Performance,Effectiveness, Adaptiveness,and Esprit De Corps

Most of the existing research on outcomes of job insecurity has identified individual-level burdens such as reduced attitudinal attachments toward work and well being. Far fewer studies have examined work-related outcomes that are of substantial concern to organizational success. In this paper, we investigated four new work-related outcomes of job insecurity that are part of the literature on key account management (KAM): customer performance, effectiveness with customers, adaptiveness to changing competitive conditions, and esprit de corps. A total of 353 U.S. based employees participated. The findings of this research suggest that job insecure workers perceive their organizations to be ineffective in delivering on all four KAM outcomes.     

A simple method to dissociate sensory-attentional and motor-intentional biases in unilateral visual neglect

A variant of a line bisection test was devised. Patients with unilateral visual neglect and control subjects were asked to perform the test, which consisted of two subtasks: a verbal and a manual task. The verbal task was newly designed and did not require manual responses from the subjects. The manual task was similar to conventional line bisection tasks. This paper reports and discusses the results obtained from each task and their correlations. This technique is compatible with bedside examinations, does not require a complex apparatus, and provides useful data for the assessment of unilateral visual neglect.     

Quality and Individualization in Wraparound Team Planning

In children’s mental health, collaborative, team-based individualized service planning is most commonly known as wraparound, and has become one of the primary strategies for improving services and outcomes for children with the highest levels of need. We report on analyses of data gathered at 72 wraparound team meetings from communities around the United States. We describe the composition of the teams and the quality of the planning process they engaged in, and explore the extent to which these factors were associated with team member satisfaction and the individualization of plans. Teams in our study were numerically dominated by professionals. Parents attended a large majority of meetings, participation by youth and family advocates was frequent, participation by other family members infrequent, and participation by other members of the family’s informal or natural support networks rare. Observed teams varied considerably in the quality of their planning process and the degree of individualization of plans. Higher-quality planning was significantly associated with increased individualization of plans and with team member satisfaction with meeting productivity.     

同事评价教师绩效的结构验证性因素分析

考察了教师绩效同事评价结果的因素结构。通过文献回顾、开放式调查、关键事件访谈和理论分析,提出了教师绩效的结构,通过验证性因素分析验证了同事评价教师绩效的结构。发现教师绩效包含6个维度,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,前3个维度组成关系绩效,其余维度组成任务绩效。关系绩效与任务绩效有较高的相关。