Subproblem learning: A misnomer

Among other things, K. J. Rust and T. S. Kendler (1987, Developmental Review, 7, 326–362) tested and disconfirmed the Tighes' independent subproblem learning hypothesis experimentally. The Tighes defended themselves by claiming that independent subproblem learning (ISPL) is a label, not a hypothesis and that our tests were invalid. In this reply we showed that ISPL is either an erroneous hypothesis or a misnomer because our tests were valid demonstrations that for young children the so-called “subproblems” are dependent rather than independent.     

On the role of experience versus motivation in predicting the own-race effect

The other-race effect (ORE) is a longstanding phenomenon in experimental psychology, where recognition for same-race faces is superior than for other-race faces. The present research pits two competing theories of perceptual expertise and social motivation against each other to see which is the more robust predictor of the ORE. In Study 1, we measured Black and White participants' prior contact with individuals from the other-race (i.e. expertise) as well as their expected level of future interaction with other-race individuals (i.e. motivation). Of the two theories, anticipated interaction (i.e. motivation) emerged as a significant predictor of the ORE. Study 2 followed the same design, measuring motivation with a self-report assessment of how much participants are willing to have cross-race friendships. Here, neither experience nor motivation predicted the ORE, though an ORE was established. Differences in measures that assess motivation and the experience versus motivation debate are discussed.     

EFFECTS OF REINFORCEMENT HISTORY AND INSTRUCTIONS ON THE PERSISTENCE OF STUDENT ENGAGEMENT

We examined the effects of three reinforcement histories on the persistence of task engagement by 2 fourth-grade students using a partially counterbalanced ABCDBCD design. In each condition, an experimenter made four student contacts during the first 2 min of each session (reinforcement baseline), followed by an 8-min extinction period. The reinforcement history that contained an instructional control component produced the greatest persistence in student engagement. The applied relevance of instructional control is discussed.     

Division of labor in conversations: Are Fishman's results replicable and generalizable?

Fishman's (1978a) conclusion that women do the bulk of the support work in their conversations with male partners has had widespread appeal. In this article, we present the results of two studies designed to assess the generalizability and replicability of her findings. In Study 1. the get-acquainted conversations of 20 mixed-sex, 10 male same-sex, and 10 female same-sex dyads were analyzed for the support strategies identified by Fishman. No support for a sexual division of labor was found. In Study 2, we analyzed the casual, at-home conversations of 17 intimate male-female couples. Again, we found no evidence that the women used more of the support strategies than their male partners. Rather, our findings suggest that the women may have helped to sustain the conversations with their male partners simply by talking more. The appeal of Fishman's conclusions in the absence of empirical evidence suggests that she has touched on a mythic truth.This article is based on a Master's thesis by the second author (Study 1) and an Honour's thesis by the third author (Study 2) under the supervision of the first author.     

Evaluations of Tests Used for Making Selection and Promotion Decisions

Participants (N= 212) rated the fairness, job relevance, appropriateness, and invasiveness of 16 tests that could be used to select or promote people into production or management positions. Fairness, job relevance and appropriateness were highly correlated, and were combined to form a composite evaluation scale. Evaluations and invasiveness ratings varied among the 16 tests, with the most positive ratings given to interviews and work samples and the most negative ratings given to astrology, graphology and polygraphs. Evaluations of four tests were affected by the position (manager vs. production worker). Evaluations of 11 tests and invasiveness ratings of two tests were affected by respondent experience with the test. Respondents who had experienced the tests evaluated them more positively and considered them to entail a smaller invasion of privacy. Responses were not affected by whether the test was to be used for selection versus promotion decisions.