Examination of efficacious,efficient, and socially valid error‐correction procedures to teach sight words and prepositions to children with autism spectrum disorder

Prior research shows that learners have idiosyncratic responses to error‐correction procedures during instruction. Thus, assessments that identify error‐correction strategies to include in instruction can aid practitioners in selecting individualized, efficacious, and efficient interventions. The current investigation conducted an assessment to compare 5 error‐correction procedures that have been evaluated in the extant literature and are common in instructional practice for children with autism spectrum disorder (ASD). Results showed that the assessment identified efficacious and efficient error‐correction procedures for all participants, and 1 procedure was efficient for 4 of the 5 participants. To examine the social validity of error‐correction procedures, participants selected among efficacious and efficient interventions in a concurrent‐chains assessment. We discuss the results in relation to prior research on error‐correction procedures and current instructional practices for learners with ASD.     

Building a Self-Directed Process for the Development of Internationally Trained Professional Profiles in Canada

More and more internationally trained professionals (ITP) coming to Canada face challenges in getting credentials recognized by regulatory bodies and employers (Forum of Labour Market Ministers 2009; Ontario Office of the Fairness Commissioner 2011b). This leads to a high level of brain waste that recently has been estimated to cost Canada up to $3.4 billion per year (Evans, CGA Magazine 45(4): 26, 2011). This paper looks at some of the challenges regarding prior learning assessments and portfolio-building processes toward credential evaluation, and explains some of the reasons why the current system and tools are not meeting the needs of ITPs. In particular, postsecondary institutions and regulatory bodies’ processes toward preparing individuals for evaluation are compared, leading to a number of conclusions on commonality and future directions. The authors conclude with the proposal of a new generic online and modular professional profile model to better prepare ITPs for credential assessment. Such a model would be particularly useful for credentialing bodies with fewer resources available. It would also provide a common set of information to front-line agencies that support ITPs.     

Body satisfaction and pressure to be thin in younger and older Muslim and non-Muslim women: The role of Western and non-Western dress preferences

Younger and older Muslim and non-Muslim women living in the United States completed questionnaires about body satisfaction and their internalization of Western standards of beauty (thin-ideal). Younger Muslim women wearing non-Western clothing and a head veil were significantly less likely to express drive for thinness or pressure to attain a thin-ideal standard of beauty than women wearing Western dress or younger women wearing non-Western dress without a head veil. Older women, while expressing greater discrepancy between their ideal body shape and their current body shape, and less satisfaction with their bodies than younger women, reported less drive for thinness and less pressure to attain the Western thin-ideal standard of beauty than younger women. These results are discussed in terms of how factors such as age and religion may serve as protective factors against a strong or unhealthy drive for thinness or thin-ideal standard.     

The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill

This article investigates the mediating role of job dissatisfaction in the relationship between employees’ perceptions of workplace incivility and their helping behavior, as well as the buffering role of political skill in this process. Three-wave, time-lagged data collected from employees and their supervisors revealed that employees’ exposure to workplace incivility diminished their helping behavior through their sense of job dissatisfaction. This mediating role of job dissatisfaction was less salient, however, to the extent that employees were equipped with political skill. For organizations, this study accordingly pinpoints a key mechanism—namely, unhappiness about their job situation—through which rude coworker treatment links to lower voluntary workplace behaviors among employees, and it reveals how this mechanism can be better contained in the presence of political skill.     

Examination of variables that affect the efficacy of instructive feedback

Instructive feedback is a procedure in which additional, nontarget stimuli are presented during instructional trials for students with a wide array of disabilities. This preliminary investigation examined whether participant behavior during instructive feedback, including attending and echoic behavior, altered the efficacy of instructive feedback for 2 children with autism. Results showed that participant behavior during instructive feedback related to training outcomes for both participants and treatment modifications based on participant behavior influenced acquisition. Future directions of research and implications for practice are discussed.     

When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance,job satisfaction,and psychological well-being

This study applies social exchange and person–environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.     

Religiousness,collectivism, and helping behavior: The invigorating role of abusive supervision

IntroductionVoluntary helping behaviors are important for spurring organizational effectiveness.ObjectivesThis study investigates how employees’ religiousness and collectivism might enhance their propensity to help their peers on a voluntary basis, as well as how this relationship might be invigorated by the presence of abusive supervision.MethodsSurvey data were collected from employees and their supervisors in Pakistan-based organizations. The hypotheses were tested with hierarchical regression analysis.ResultsReligiousness relates positively to helping behavior, and this relationship is stronger when employees experience abusive supervision, possibly because their religiousness motivates them to protect their colleagues against the hardships created by such a resource-draining leadership style. Although collectivism does not have a direct significant relationship with helping behavior overall, abusive supervision invigorates this relationship.ConclusionFor organizations seeking to increase voluntary work behaviors, the results show that religiousness and collectivism are two personal resources that can enhance an organizational culture that promotes collegiality and mutual support, particularly when employees believe that their supervisors are hostile to followers and abuse their leadership positions.