Inhibition of the LH Surge by Restraint Stress in Cyclic Rats: Studies on the Role of GABAA and GABAB Receptors

There is evidence that stress can alter the activity in the brain of gamma-aminobutyricacid (GABA), a neurotransmitter that has been implicated in the regulation of LH secretion. In the present study the role of GABA in the restraint stress-induced inhibition of the LH surge was investigated in the intact cyclic rat. Intracerebroventricular (icv) administration of the GABAA receptor agonist muscimol (0.1, 0.5 or 1 μg) 5 min before the presumed onset of the pro-oestrous LH surge (at 0900 h) caused a dose dependent suppression of the surge. A single dose of the GABAB receptor agonist baclofen (1 μg; icv) injected at 0855 h postponed the onset of the LH surge, and repeated injections at 0855 and 1130 h suppressed the surge. These data indicate that GABA-ergic activity in the brain can inhibit the LH surge in the cyclic rat via GABAA and GABAB receptors. Pro-oestrous rats were subjected to 5 hrs of restraint starting at 0855 h. Pretreatment with the GABAA receptor antagonist bicuculine (1 μg; icv) at 0840, 0940 and 1040 h or pretreatment with the GABAB receptor antagonist phaclofen (10 μg; icv) at 0840 h were ineffective in preventing the restraint-induced inhibition of the LH surge. The results suggest that GABAA and GABAB receptors are not involved in the inhibitory effect of restraint stress on the LH surge.     

Understanding Girls' Circle as an intervention on perceived social support, body image, self-efficacy, locus of control, and self-esteem

The Girls' Circle is a support group for adolescent girls developed by Beth Hossfeld and Giovanna Taormina as a unique program that addresses the needs of girls by focusing on increasing connections, building empathic skills, and developing resiliency. The present study evaluates the effectiveness of the Girls' Circle intervention on improving social support, body image, locus of control, self-efficacy, and self-esteem. Sixty-three girls from 9 support groups (comprising 5 to 15 girls each) across the United States completed the Multidimensional Scale of Perceived Social Support, the Body Parts Satisfaction Scale, the Nowicki-Strickland Personal Reaction Survey, Schwarzer's General Self-Efficacy Scale, and the Rosenberg Self-Esteem scale both before and after the 10-week Girls' Circle program. Results revealed a significant increase in social support, body image, and self-efficacy after completion of the program.     

The Organizational Socialization Inventory

Organizational socialization is regarded as an interactive process between employees and their organizations such that employee perceptions of socialization may impact on the process. Four social-psychological factors were theorized to influence employee perceptions of their socialization at work, namely: training; understanding; co-worker support; and prospects for the future. Based on these four factors, an Organizational Socialization Inventory (OSI) was created as a quantitative measure of socialization in organizations. The OSI is intended for general use in a variety of organizational settings. This paper describes the construction of the OSI and its subscales, reports their reliabilities, relates the results of their initial validity tests, and suggests some potential uses of the OSI.     

Deservingness for Foreign Aid: Effects of Need, Similarity, and Estimated Effectiveness

This study was conducted to determine how people form conceptualizations of other countries' deservingness for nonmilitary foreign aid. A factor analysis of 78 college students' ratings of 21 variables for their importance in determining whether another country is deserving of economic aid yielded appropriate variables for closer examination. In the second part of this study, a new group of 40 college students was asked to rate 96 stimulus countries (constructed by factorially varying the levels of six need, similarity, and effectiveness variables) on their deservingness for foreign aid. The results suggested that ratings of other countries' deservingness for foreign aid are based on perceived need, similarity, and effectiveness, with a multiplicative combination of the recipient's need and similarity playing a prominent role. The results are related to two other conceptions of altruism and helping behavior.     

Detection of the traversability of surfaces by crawling and walking infants

In four studies we investigated the perception of the affordance for traversal of a supporting surface. The surface presented was either rigid or deformable, and this property was specified either optically, haptically, or both. In Experiment 1A, crawling and walking infants were presented with two surfaces in succession: a standard surface that both looked and felt rigid and a deforming surface that both looked and felt nonrigid. Latency to initiate locomotion, duration of visual and haptic exploration, and displacement activity were coded from videotapes. Compared with the standard, the deforming surface elicited longer latency, more exploratory behavior, and more displacement in walkers, but not in crawlers, suggesting that typical mode of locomotion influences perceived traversability. These findings were replicated in Experiment 1B, in which the infant was presented with a dual walkway, forcing a choice between the two surfaces. Experiments 2, 3A and B, and 4A and B investigated the use of optical and haptic information in detecting traversability of rigid and nonrigid surfaces. Patterns of exploration varied with the information presented and differed for crawlers and walkers in the case of a deformable surface, as an affordance theory would predict.     

Organizational Socialization: a Multidomain,Continuous Process Model

This paper presents a model of organizational socialization (OS) as a process with four domains (spheres of activity containing multiple factors or dimensions) which evolve concurrently during one's tenure. The domains are: (1) Training; (2) Understanding (of one's job and organization); (3) Coworker Support; and (4) Future Prospects (in the employing organization). Each domain is discussed in terms of its: (a) definition and components; (b) rationale for inclusion; (c) continuous nature; (d) hypothesized correlates; and (e) relevance for HRM practitioners. Together, the domains compose a continuous-process model which provides a framework for organizing theoretical elements and for classifying the diverse variables used in OS research.