Parent-Implemented Early Social Communication Intervention for Young Children with Autism Spectrum Disorder

Journal of Behavioral Education - Numerous developmental difficulties differentiate children with autism from typically developing children, including delays in social communication skills. In this...     

Idiopathic orthostatic hypotension]

The disease picture of idiopathic orthostatic hypotonia is described from a clinical and histological point of view with reference to a case treated by the present authors. The independent character of this particular ailment may be considered as resulting from the virtually uncontrollable orthostatic decreases in blood pressure in connection with the progressive disorders especially of the motor system. Also, the etiology is not yet fully understood.     

Supplementary knowledge of results

Children learned to respond differentially to four tones when correct responses were indicated by re-sounding the tone and flashing a signal lamp (simple knowledge of results). Correct responses were then made to advance a display counter. With this procedure, rate of response increased, but accuracy decreased. Mild punishment-points subtracted from the count-was then arranged for incorrect responses. Accuracy returned to or above its previous level. Response rate tended to remain above its initial level. These results indicate that when supplementary reinforcers are employed, precise contingencies must be arranged to ensure desired behavior.     

Scoring and interpreting the MMPI with a desk-top calculator

The development of a hospital-based routine system for off-line scoring and interpreting the MMPI with a small desk-top computer (HP 9830) is described. Main features of the system include the use of optical mark reader (OMR) cards instead of ordinary answer sheets and a software monitoring system allowing operator-independent processing. In terms of flexibility, speed, and economy, the system compares favorably with other computer-based test systems.     

Coordination in arm movements during crawl stroke in elite swimmers with a loco-motor disability

The purpose of this study was to investigate selected kinematics parameters of the arm stroke in crawl swimmers with disabilities and to examine the potential use of an index of arm coordination (IdC) to evaluate the stroking technique of swimmers with diverse functional abilities. The degree of overlap in the propulsive phases (superposition model) and lag time between the propulsive phases (catch-up model) was examined in 18 well-trained swimmers with loco-motor disabilities, 9 females and 9 males, from functional classes S3-S10 with S10 being most functional. Based on the results, correct coordination appears to be fundamental to swimming crawl stroke in both able-bodied swimmers as well as swimmers with a disability. Some swimmers with disabilities examined here exhibited extreme values at both ends of the index scale. This might be essential to maintaining balance while swimming when not all limb activity contributes to the forward movement.     

Spotlight on Age‐Diversity Climate: The Impact of Age‐Inclusive HR Practices on Firm‐Level Outcomes

This study investigates the emergence and the performance effects of an age‐diversity climate at the organizational level of analysis. Building upon Kopelman and colleagues’ (Kopelman, Brief, & Guzzo, 1990 ) climate model of firm productivity as well as Cox's ( 1994 ) interactional model of cultural diversity, we hypothesize a positive influence of age‐inclusive HR practices on the development of an organization‐wide age‐diversity climate, which in turn should be directly related to collective perceptions of social exchange and indirectly to firm performance and employees’ collective turnover intentions. The assumed relationships are tested in a sample of 93 German small and medium‐sized companies with 14,260 employees participating. To circumvent common source problems, information for the various constructs was gathered from 6 different sources. To test our assumed relationships, we applied structural equation modeling and executed bootstrapping procedures to test the significance of the indirect effects. We received support for all assumed relationships. The paper concludes with practical recommendations on how to establish and make use of a positive age‐diversity climate.     

The contextual role of subjective age in the chronological age/absenteeism relationship in blue and white collar teams

Organizations in the twenty-first century face the challenges of an increasingly ageing workforce, which have an effect on organizational health and productivity. As chronological age has shown to be an insufficient indicator of employees’ health and, in particular, absenteeism, we apply the subjective age concept (i.e., how old an employee feels) at the team-level to explain the average chronological age/average short-term absenteeism relationship. We develop a theoretical framework for underlying processes, combining the subjective age research with the socioemotional selectivity theory and team contagion processes. We test our predictions in a time-lagged team-level sample of 1,015 teams with 12,926 employees to find a significant interactive effect of average chronological age and average subjective age on average short-term absenteeism in teams. The relationship is negative and significant when average subjective age is low. Under high-average subjective age, the relationship is non-significant. Furthermore, this interactive effect (average chronological age/average subjective age) is moderated by job type (white versus blue collar) in the form of a three-way interaction, indicating that the effect is only significant among white collar teams. We hope to enrich the theoretical debate on age and absenteeism and provide organizations with a new perspective on ageing work teams.     

“How old do you feel today at work?” Work-related drivers of subjective age in the workplace

ABSTRACT

Most Western societies face the challenge of steadily ageing workforces. In recent decades, research on ageing has intensively focused on the subjective age concept to understand the challenges and risks of increasingly ageing workforces. Nevertheless, the subjective age construct is subject to several conceptual uncertainties, namely, regarding its stability and potential work-specific drivers of subjective age. We address these limitations by a) investigating the stability of subjective age in a worker sample, and b) identifying work-specific drivers (e.g., negative work events, positive work events, work stress) of subjective age perceptions. Building on social identity and lifespan theories, we test our conceptual assumptions with an online sample of 168 U.S. employees, applying growth curve modelling in a daily diary study over one workweek. Results indicate that subjective age is a mutable construct and varies between- and within-person in the course of a workweek. We identify positive work events and work stress as between-person drivers and negative work events as a within-person driver of subjective age. We discuss theoretical implications of these findings as well as consequences for practitioners.