Contributions of Look Duration and Gaze Shift Patterns to Infants’ Novelty Preferences

Data from 72 infants, tested using a serial paired‐comparison paradigm, were analyzed to better understand infant novelty preferences. Infants between the ages of 15 and 26 weeks were tested in three studies with familiar stimuli displayed adjacent to novel stimuli on each trial. Differences in look duration, look number, and gaze shifts directed at novel versus familiar stimuli were assessed to measure their contributions to group and individual novelty preferences. Infants produced longer looks for novel stimuli in all three studies, and stimulus differences in look duration accounted for more than 50% of the variability in individual novelty preferences. Infants that produced more looks to novel rather than familiar stimuli did not produce overall novelty preferences unless they also looked longer at novel stimuli. Gaze shift patterns did not predict individual novelty preferences, and novel stimuli did not determine where infants looked. The infants’ visual exploration was constrained by memories for the direction of the previous look as well as by the attention‐holding features of novel stimuli.     

Portfolio assessment in a collaborative program evaluation: the reliability and validity of a family literacy portfolio

Evaluations increasingly use open-ended assessments, such as portfolios, to gather information about program impact. Portfolios, however, present challenges in achieving acceptable levels of reliability and often lack evidence to support validity. This article describes the components of a portfolio assessment system developed in a collaborative evaluation of a family literacy program. Staff of a family literacy program and two evaluators collaborated to develop the assessment and the tools that frame the review of the portfolios. Rubrics, exemplar portfolios, portfolio logs, and lists of ‘look-fors’ were developed to guide raters in the scoring and to improve the reliability of scores and validity of decisions about the program. Inter-rater reliability for the portfolio assessment was 0.79 for holistic scores and 0.74 for analytic scores. With respect to validity, holistic and analytic scores correlated with criterion measures from 0.50 to 0.59, providing initial evidence of a common construct.     

Managing human resource shortages in a unionized setting: Best practices in air traffic control

Human resource shortages require effective human resource management (HRM). Findings from research about ongoing labor shortages in air traffic control (ATC) are used to build a preliminary theory of appropriate HRM responses. Our international sample of major ATC agencies generally developed a set of best HRM practices to attract, motivate, and retain human assets. Key factors included (1) cultural and institutional norms, (2) technological change, (3) union responses, and (4) organizational form and structure (e.g., civil service versus commercial firms). While ATC’s rare human aptitudes, lengthy training to develop firm-specific human capital, and lifelong employment may limit the preliminary theory’s general applicability, crucial lessons emerge about human resource planning. This research was conducted with the support of the Social Sciences and Humanities Research Council, the Rice Fellowship, the Ziegler Fellowship, and the Center for International Business Studies at the University of Alberta. We are indebted to the individuals interviewed.     

Customer Perceptions of Agency Risk Communication

A government agency commissioned a baseline study of how its customers view the agency's risk information. The 70% response rate to a mail survey allows analysis by subgroups representing customers'primary interests. Although this agency traditionally has been responsible for ensuring plant and animal health at the farm gate (or where imported), responses emphasized emerging customer concerns about the environment and human health. Customers think many risk communication activities are important, but that the agency is not especially effective in conducting those activities. Customers are moderately satisfied with much of the risk information they receive, although many have little contact from or interaction with the agency. Customers identified other sources they use, which suggest potentially effective channels for this agency's risk messages. The study provides a baseline for measuring change in the agency's risk communication effectiveness. It also can be a model when other organizations plan their own risk communication evaluations.     

ROBUST COMPARISON OF DISPERSIONS FOR SAMPLES OF DIRECTIONAL DATA

Robust methods are proposed for testing whether several directional distributions on the unit p-sphere have comparable dispersions. The families of distributions considered are the Langevin for random vectors, and the Generalised Scheidegger-Watson for random axes, with specific interest in the Fisher and Watson distributions on the sphere. The methods are analogues of Levene's procedure for comparing variances of normal distributions.     

Responding to environmental change in longshoring: Four north American experiences

In longshoring, technological change, expanding competition among ports, and the development of lower cost work forces induced a major restructuring of dock operations. This paper focuses on collective bargaining responses to environmental change and the interplay between those responses, government intervention, the law, and market forces. Four coastal regions in the United States and Canada are studied to gain a broad perspective in two jurisdictions with somewhat differing approaches to government intervention and labor law. Market pressures have become a dominant force, altering the need for and nature of government intervention, and accommodation to change seems most appropriate in today’s highly competitive marketplace. We are indebted to those we interviewed: Brian Ciccozzi, D. P. (Don) Garcia, Terry Lane, Arnold E. Masters, Gene Vrana, Greg Storey, Joe Weiler, and R. V. Wilds. We greatly appreciate the comments of Vitor Marciano, Yoni Reshef, and an anonymous referee, as well as the support of the Social Sciences and Humanities Research Council and the Rice Fellowship. I thank the Oakland University Research Committee for grant support.     

Happiness at Work

Happiness in the form of pleasant moods and emotions, well‐being, and positive attitudes has been attracting increasing attention throughout psychology research. The interest in happiness has also extended to workplace experiences. This paper reviews what is known about the definition, causes and consequences of happiness at work, drawing also on insights from the expanding positive psychology literature on happiness in general. Many discrete organizational behavior constructs arguably belong to a larger family of happiness‐related constructs, and share some common causes and consequences. Happiness at work includes, but is far more than, job satisfaction. A comprehensive measure of individual‐level happiness might include work engagement, job satisfaction, and affective organizational commitment. Aspects of happiness have been (and should be) conceptualized and measured at multiple levels, including transient experiences, stable person‐level attitudes, and collective attitudes, and with respect to multiple foci, such as discrete events, the job, and the organization. At all levels, there is evidence that happiness has important consequences for both individuals and organizations. Past research has tended to underestimate the importance of happiness at work.