Assessment and treatment of problem behavior maintained by mand compliance

We modified functional analysis procedures to include a condition in which we reinforced problem behavior by complying with a child's mands. After identifying compliance with mands as a reinforcer, we evaluated the efficacy of a token system with a response‐cost contingency and incorporated discriminative stimuli to signal when mands would be reinforced. The token system with response cost effectively reduced problem behavior. Similar procedures may be beneficial when continuous adult compliance is not possible, when adults want to control when they will comply with the child's mands, or to build a child's tolerance for adult‐directed situations.     

Characterizing adult cognitive development

A paradigm of adult cognitive development is elaborated that is derived from concepts inherent in the study of consistency and change during the adult years. It is argued that the antecedents and consequences of adult cognition are substantially different from those that pertain to earlier growth-oriented developmental periods and to later decline-oriented periods. Adult cognition and its development are characterized in terms of adaptive competencies in specific domains, elasticity of function within selected domains, and knowledge encapsulation. Another major characteristic of adult development is that knowledge and computation are integrated or encapsulated with experience and use. It is suggested that these characteristics serve to distinguish adult cognitive development from the discontinuous emerging properties of earlier cognitive development and from the general deficiencies of cognitive function that are characteristic of very late life.     

Generative models for visualizing idiosyncratic impressions

In their comprehensive review of research on impressions from faces, Sutherland and Young (this issue) highlight both the remarkable progress and the many challenges facing the field. We focus on two of the challenges: the need for generative, powerful models of impressions and the idiosyncratic nature of complex impressions.     

Redesigning work through idiosyncratic deals

This study links idiosyncratic deals (i-deals) to job design theory. It investigates the impact of individually negotiated job changes on performance, self-efficacy, and psychological strain through their intervening effects on work design. Based on a sample of 187 health care professionals employed by a hospital in Germany, three types of work design-related i-deals were investigated: (1) task, (2) career, and (3) flexibility i-deals. Consistent with hypotheses, the three types of i-deal had differential effects on work characteristics, and each in turn related to different outcomes. Specifically, job autonomy mediated the task i-deals—job performance relationship; skill acquisition mediated the career i-deals—occupational self-efficacy relationship; and reduced work overload mediated the flexibility i-deals—emotional and affective irritation relationships. Leader–Member Exchange was confirmed as an antecedent of all three types of i-deals. Task, career, and flexibility i-deals are discussed as ways to make work more intrinsically motivating, ensure one’s professional advancement, and balance workplace stressors.     

研究员工和组织关系的新视角:个别协议

个别协议(Idiosyncratic deals,简写为I-deals)指意在使单个员工和雇主双方均受益的,经两者协商而定的,个性化的工作安置(Rousseau,2005)。个别协议可以作为组织和员工良好心理联系的现实依据,它是组织吸引、保留核心员工的重要策略。本文从个别协议的概念、渊源、测量方式、以及与相关组织现象的研究现状等方面,进行了回顾,并提出相应建议。文章最后探讨了个别协议未来的研究手段、结构和对象等新方向。     

Idiosyncratic deals: Testing propositions on timing, content, and the employment relationship

This study tests propositions regarding idiosyncratic deals (i-deals) in a sample of N = 265 hospital employees using structural equation modeling. Timing and content of idiosyncratic employment arrangements are postulated to have differential consequences for the nature of the employment relationship. Results confirm that i-deals made after hire have greater impact on the employment relationship than those made ex ante. Developmental i-deals are positively related to perceiving employment as a social exchange rather than an economic exchange, whereas work hour i-deals show the opposite pattern. Implications for research and practice are discussed.