STIMULUS FACTORS EFFECTING PEER CONVERSATION AMONG INSTITUTIONALIZED RETARDED WOMEN1

The effect of a series of stimulus changes, including attendant present or absent and agent of token reinforcement in a sorting task, on peer interaction among retarded women was examined. Conversation was not differentially directed toward the agent of reinforcement when that agent was a peer, nor did a peer agent increase the overall rate of peer interaction. Peer interaction did increase when no attendant was present, and during the final phase of the experiment, the high rate of peer interaction was maintained while the attendant was faded back into the situation in a series of discrete steps. The procedure was found to be efficient in terms of staff time and did not adversely affect task performance.     

Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation

Innstrand, S. T., Langballe, E. M., Espnes, G. A., Aasland, O. G. & Falkum, E. (2010). Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation. Scandinavian Journal of Psychology 51, 480–487. The aim of the present study was to examine the longitudinal relationship between job performance‐based self‐esteem (JPB‐SE) and work‐home interaction (WHI) in terms of the direction of the interaction (work‐to‐home vs. home‐to‐work) and the effect (conflict vs. facilitation). A sample of 3,475 respondents from eight different occupational groups (lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology) supplied data at two points of time with a two‐year time interval. The two‐wave, cross‐lagged structural equations modeling (SEM) analysis demonstrated reciprocal relationships between these variables, i.e., job performance‐based self‐esteem may act as a precursor as well as an outcome of work‐home interaction. The strongest association was between job performance‐based self‐esteem and work‐to‐home conflict. Previous research on work‐home interaction has mainly focused on situational factors. This longitudinal study expands the work‐home literature by demonstrating how individual vulnerability (job performance‐based self‐esteem) contributes to the explanation of work‐home interactions.     

国外工作-家庭平衡研究的现状述评

工作-家庭平衡在国外已有十多年的研究历史, 我国在这方面的研究起步较晚。述评中总结了国外工作-家庭平衡研究的现状, 探讨了其理论起源, 并在概念、测量和相关变量方面做了梳理, 比较了平衡与目前工作-家庭界面研究中工作-家庭冲突和工作-家庭促进之间的关系, 并提出未来工作-家庭平衡的概念应在区别其他相关概念的基础上, 从主客观的角度, 结合中国国情来界定, 此外还需要开发测量客观平衡的工具来完善其测量方法, 同时也有必要进行跨文化背景下的研究。     

Selection bias in social facilitation theory? Audience effects on elite biathletes' performance are gender-specific

Social facilitation proves robust in conditioning tasks (e.g., running), yet in coordination tasks (e.g., rifle-shooting) some studies report performance deterioration. Recent Biathlon World Cup data offered the unique opportunity to test this task-specificity (conditioning = cross country skiing, coordination = rifle-shooting). Audience restrictions due to COVID-19 allowed to compare athletes' performance in the absence (2020) and presence (season 2018/2019) of an audience. Gender-specific regulations (e.g., course length) necessitated the inclusion of gender as additional factor. Results of 83 (sprint competition) and 34 (mass start competition) biathletes revealed that task-specific social facilitation is moderated by gender: In the presence of an audience male biathletes showed performance improvements in the conditioning task and performance deteriorations in the coordination task; female biathletes showed the reverse pattern. This gender dependency may have gone unnoticed in the past due to sample selection bias (<1/3 female), thereby questioning the generalizability of social facilitation theory.     

Acquisition of the Linearization Process in Text Composition in Third to Ninth Graders: Effects of Textual Superstructure and Macrostructural Organization

Two complementary experiments analyzed the acquisition of text content linearization in writing, in French-speaking participants from third to ninth grades. In both experiments, a scrambled text paradigm was used: eleven ideas presented in random order had to be rearranged coherently so as to compose a text. Linearization was analyzed on the basis of the conceptual ordering of ideas and writing fluency. The first experiment focused on the effect of superstructural facilitation (in decreasing order: 1—instructional, 2—narrative, 3—argumentative), while the second experiment studied the effect of prewriting conditions: 1—scrambled presentation, 2—macrostructural facilitation, 3—ideas given in optimal order (control condition). As expected, scores in conceptual ordering and writing fluency improved through the grade levels. Students were most successful with respect to conceptual ordering in the instructional superstructure, followed by the narrative and finally the argumentative superstructures. The prewriting assignment also had the expected effect (control better than macrostructural presentation which, in turn, was better than the random order) but only with the argumentative superstructure. Contrary to conceptual ordering, writing fluency was not affected by the type of superstructure, although we did record an effect of the prewriting condition. The results are discussed in light of Bereiter and Scardamalia’s knowledge transforming strategy (1987) taking into account cognitive development and French language curriculum.     

Combining Employment and Breastfeeding: Utilizing a Work-Family Conflict Framework to Understand Obstacles and Solutions

Although authorities advocate breastfeeding as the ideal form of infant nutrition, breastfeeding rates remain low among employed mothers in the United States. Utilizing a work-family conflict framework, specific time-based, strain-based, and behavior-based conflicts that can occur for women combining breastfeeding and employment are explored. Research indicates that these conflicts often lead to decreased breastfeeding durations, which result in costs for employers, mothers, and infants. The review links workplace interventions (e.g. prenatal education, lactation programs, support systems, job flexibility, and child care) to the types of conflict (e.g. time, behavior, and strain-based) that each intervention can reduce. A previous version of this paper was presented in March of 2003 at the American Psychological Association’s Work, Stress, and Health Conference in Toronto, Canada.     

Employee psychological wellbeing in the face of pandemic: The role of belief in work priority

Traditionally, individuals who prioritize work over other aspects of life have been lauded as ideal employees. Individuals vary in the extent to which they endorse the beliefs that work should be prioritized over other aspects of life, known as the Belief in Work Priority (BWP). Various lockdown restrictions imposed due to the COVID-19 pandemic have blurred work-family boundary, which consequently made prioritizing work over family responsibilities challenging. A repeated cross-sectional study was conducted to examine the relationship between BWP and employee wellbeing during (vs. before) the pandemic outbreak. We recruited 398 participants who were employed and resided in the U.S. Results revealed that during the pandemic, BWP and employee wellbeing showed a negative relationship through increased work-family conflict. Furthermore, such relationship was particularly strong among married employees and male employees.     

Argument and alternative dispute resolution systems

Alternative dispute resolution occurs outside the litigation process. The alternative dispute resolution (ADR) movement in North America has emphasized viable alternatives to the litigation framework, such as arbitration, mediation, med-arb, multi-party facilitation, non-legal negotiation, mini-trials, administrative hearings, private judging (renta-judge), fact finding, and moderated settlement conferences. This essay addresses argument in the dominant alternatives: arbitration, mediation, and multi-party facilitation. Prior to comparing argument in these ADR systems, each will be briefly described.     

工作-家庭支持的结构与测量及其调节作用

在深度访谈和开放式问卷调查的基础上, 编制了工作-家庭支持问卷。探索性因素分析和验证性因素分析结果表明, 中国文化背景下的工作-家庭支持由组织支持、领导支持、情感支持和工具性支持四个维度构成。问卷的信效度指标良好。无约束结构方程模型分析结果表明, 工作-家庭支持能够有效调节工作-家庭冲突与离职意向的关系。     

Social Facilitation as a Function of the Mere Presence of Others

Abstract

According to R. B. Zajonc's (1965) drive theory of social facilitation, the mere presence of others increases arousal and, thereby, the frequency of dominant responses (i.e., responses with the greatest habit strength). In the present experiment, U.S. undergraduates performed a stimulus discrimination task under 1 of 2 conditions: in the presence of another individual (audience) or alone. The mere presence condition was designed to make it difficult for the participants to attend directly to the audience. The task was designed to minimize the likelihood that the specific response (numerical preference) would be attributable to a desire to respond appropriately to the audience. There was a significant difference in the mean number of dominant responses between the participants in the audience condition and those in the alone condition. The results provide support for Zajonc's mere presence drive theory of social facilitation.