Relating other's behaviour to own behaviour: Effects of delayed response and task difficulty

120 Ss from age groups 8, 12 and 16 years were tested for their understanding that another person's (O) sadness response was related to a preceding behaviour in S. The understanding was tested after experimental interaction episodes where E's assistant (O) worked on an (easy or difficult) task, was helped by S, and responded (immediately or delayed) with sadness. The results showed that a relating of O's behaviour to S was shown primarily for Ss in the two oldest age groups, and primarily when O's response was immediate. A delay of 11/2 min in O's response resulted in attributions of O's behaviour to psychological processes in O rather than to S's behaviour. The youngest Ss focused on O in explaining O's behaviour. Task difficulty did not effect Ss causal attributions.     

The Job Search Process: An Attitudinal and Behavioral Analysis

Job search attitudes and behaviors among college students were studied. Major job-seeking factors were identified and discussed in relation to job search experience.     

Quantifying aggression: Effects of identity of stimulus

A test for children's insight into relations between behaviour and aggressive emotion showed that kindergarten children showed an increase in ratings of emotion corresponding to an increase in aggressive behaviour (positive relation), and that an increase in ratings of emotions corresponding to a decrease in aggression-related behaviour (negative relation) was shown by seven- and nine-year-old children. Cognition of relations between aggressive emotion and behaviour seemed to be developed earlier than cognition of relations between intention and behaviour as observed in a previous study. Results from the test also indicated that the magnitude of emotion ratings differed in identity (same stimulus person) and non-identity (differed stimulus persons) stimulus conditions.     

Teachers do not Deal in Widgets

Although the use of merit pay, incentive pay, bonus pay, and job promotion are well-established measures in the private or corporate sector of American society, few examples of successful teacher merit pay systems exist. In 1983, the Eastern Washington University Department of Education surveyed six major private corporations to determine whether corporate merit pay programs could be applied to teachers and educational institutions. Survey findings suggest several reasons why merit pay programs for teachers will probably fail: (a) lack of monetary goals; (b) the necessity for subjective evaluation, which requires multiple measurement devices, extensive supervision, and time; (c) the absence of a many-tiered corporate structure in most educational institutions; and (d) increased supervisory direction that could stifle creativity and flexibility.