Reversal of genetic homeostasis in laboratory populations of Drosophila melanogaster under long-term selection for geotaxis and estimates of gene correlates: evolution of behavior-genetic systems

Among Drosophila melanogaster, divergently selected for geotaxis intermittently over 600 generations (28 years), about 80,000 animals have been analyzed behavior-genetically. Each major chromosome pair from two lines was isogenized on an unselected isogenic background. Measurement of their behavioral effects revealed the relative magnitudes II greater than III greater than X for the negatively geotactic (high) line and X greater than III greater than II for the positively geotactic (low) line. When reversing selection for the now phenotypically stable high and low lines and then repeatedly relaxing the reversals, a new genetic homeostasis in the low line was indicated by the return of the reversed-line average scores towards the low extreme; that is, the low line has attained a stable equilibrium for positive geotaxis, an uncharacteristic behavior and an effect not seen before 1979. This change suggests the recent evolution of a new coadaptation among genes. Although not as conclusive, a similar genetic interpretation is suggested for the high line.     

Professional liability (malpractice) coverage of humanist scholars functioning as clinical medical ethicists

In contrast to theoretical discussions about potential professional liability of clinical ethicists, this report gives the results of empirical data gathered in a national survey of clinical medical ethicists. The report assesses the types of activities of clinical ethicists, the extent and types of their professional liability coverage, and the influence that concerns about legal liability has on how they function as clinical ethicists. In addition demographic data on age, sex, educational background, etc. are reported. The results show that while nearly one third (28.9%) of the ethicists regularly make recommendations about patient care, only 10.8% of them regularly make entries in the medical record; only approximately half (53.0%) of them are covered by professional liability (malpractice) insurance; and the vast majority (84.3%) of them say that concerns about legal liability do not influence the way they function as clinical ethicists.     

Development and validation of a standardized measure of employee turnover risk

This article describes the development, reliability, and initial validation of the Tenure Scale. The scale was designed as an attitudinal predictor of turnover risk to be used for pre-employment selection. Two validation studies are reported. In study one, significant results were obtained between Tenure Scale scores and self report measures of: a) past and present job tenure; b) intentions to quit; c) job search behaviors; and d) intentions to remain committed to one's job. In study two, significant relationships were established between Tenure Scale scores and on-the-job measures of turnover risk, including work performance, absenteeism rates, and length of employment. No adverse impact was found against any protected group in study two. The relationship of these results with job turnover theory is discussed, and future validation research is suggested.Portions of this research study were presented at the 1988 Annual Conference of the Association of Human Resources Management and Organizational Behavior, Long Beach, California, October 26–29.     

Causal internalization of academic performance as a function of self-esteem and performance satisfaction

In the present investigation, we integrated self-theories (specifically, theories of cognitive consistency and self-esteem) with attribution theory. Our intent was to clarify the effects of different levels of self-esteem and performance satisfaction on causal internalization of academic performance. Subjects were 162 university students who attributed causality for their individual performances on a midterm examination. Attributions to four internal and four external causal sources were analyzed with a 2 × 2 (Self-Concept × Performance Satisfaction) MANOVA and with follow-up univariate F ratios. Most of the findings support the predictions based on self-esteem theory; i.e., satisfaction with performance, rather than consistency of performance with self-esteem, served as the primary influence on internalization of causality, with students internalizing satisfying outcomes more than dissatisfying outcomes. Cognitive-consistency theory and B. Weiner's (1979, Journal of Educational Psychology, 71, 3–25) attribution proposal regarding maintenance of a stable self-concept also received support, as attributions to the internal and stable causal sources of ability and general effort were a function of an interaction of self-esteem and performance satisfaction. Hence, neither self-theory adequately anticipated the effects of self-esteem and performance satisfaction on causal internalization. Rather, a consolidation of theories is needed to explain the results.