RANTES-induced T cell activation correlates with CD3 expression

The chemokine RANTES induces a unique biphasic cytoplasmic Ca2+ signal in T cells. The first phase of this signal, similar to that of other chemokines, is G-protein mediated and chemotaxis associated. The second phase of this signal, unique to RANTES and evident at concentrations greater than 100 nM, is tyrosine kinase linked and results in a spectrum of responses similar to those seen with antigenic stimulation of T cells. We show here that certain jurkat T cells responded to RANTES solely through this latter pathway. A direct correlation between the RANTES-induced second phase response and CD3 expression was demonstrated in these cells. Sorting the Jurkat cells into CD3(high) and CD3(low) populations revealed that only the CD3(high) cells were responsive to RANTES. Furthermore, stimulation of these Jurkat cells with anti-CD3 mAb significantly depresses their subsequent response to RANTES. While a RANTES-specific chemokine receptor is expressed at a low level on these Jurkat cells, the RANTES-induced activation is dependent on the presence of the TCR. Thus, stimulation through TCR may partially account for RANTES' unique pattern of signaling in T cells.     

Individual unionization decisions.

An important component of the employee unionization process is the prediction of the individual's decision to vote for or against union representation. We propose and test a path model that includes the following variables: wage level, extrinsic job satisfaction, satisfaction with administration, perceived union instrumentality, voting intentions, and report on vote. We derived data on the relations among these variables through meta-analyses of the results of 14 individual-level unionization studies. The results of the path analyses suggest that (a) a sequential structure exists among predictors, (b) the relation between intent to vote and report on vote is one of measurement rather than causality, and (c) many individuals do not go through a complete sequential decision process. In view of these findings, we discuss some of the major substantive and research implications for the prediction of the individual's unionization decision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Spontaneous transfer of matching by infant chimpanzees (Pan troglodytes).

Four infant chimpanzees learned a matching-to-sample task when only two training stimuli were used. They then spontaneously transferred the matching concept to novel items, including three-dimensional objects and fabric swatches, without any experimenter-provided differential feedback. These results support the view that the matching concept is broadly construed by chimpanzees from the beginning and does not depend upon explicit training. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of met expectations on newcomer attitudes and behaviors: A review and meta-analysis.

A review of research on the effects of met expectations for newcomers to organizations located 31 studies of 17,241 people. A meta-analysis found mean (corrected) correlations of .39 for job satisfaction and for organizational commitment, .29 for intent to leave, .19 for job survival, and .11 for job performance. However, all of these mean correlations had significant between-studies variance. By using strict conformity with L. W. Porter and R. M. Steers's (1973) definition of met expectations, a subset of studies that had nonsignificant between-studies variance for all correlations except job satisfaction was identified. Furthermore, the mean correlations in these subgroups were very similar to those for the entire group. Future research should consider both the direction of the met expectations discrepancy (i.e., over- vs. underfulfillment) and alternative ways to measure organizational reality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On the possibilities of self-control in man and animals.

Considers that basic motivational procedures are 2-organism procedures in which an organism is observed and judged by a 2nd organism which then acts on the 1st. The transfer of supervision to superstition, religion, conscience, peers, and spouse in adulthood is discussed. Difficulties in obtaining data on the functioning of external contingencies in the ecology are noted. One-organism or self-control is discussed as based on self-denial as well as self-reward. A 2-stage procedure by which an organism learns the self-denial which makes self-reward possible is outlined: (a) attachment to the mother and (b) judgments of the S's responses as good or bad with different outcomes. Transfer occurs with rule learning of those responses which reduce negative consequences (e.g., withdrawal of the mother or electric shock). Moral systems are regarded as an example of rule induction of motivations. Data from a series of experiments with rats are presented with supporting data from studies with monkeys and man. Problems in generalizing from studies with rats are noted, but it is suggested that, if socialization can be proved in rats, the process must be real. (21 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A meta-analysis of realistic job preview experiments.

Conducted a quantitative meta-analysis of 21 realistic job preview (RJP) experiments. Eight attitudinal or behavioral criteria were used to assess the effects of RJPs, and for 4 of these, the variance around the mean effect size could be explained methodologically as a result of sampling error, differences among studies in measurement reliability, or as a result of a single outlier study. Only 1 moderator was found, with the type of medium used to present the RJP moderating the RJP/performance relation. Considering all 8 criteria together, the average amount of variance attributable to sampling error alone is 74.2%. Thus, recent speculation about the possible moderating effects of personal or situational variables seems unwarranted. The direction of the effects was generally consistent with previous thinking. That is, RJPs tended to lower initial job expectations while increasing self-selection, organizational commitment, job satisfaction, performance, and job survival. (38 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)