Higher order rule characterization of heuristics for compass and straight edge constructions in geometry

A quasi-systematic method for specifying heuristics in problem solving was proposed and illustrated with compass and straight edge constructions in geometry. Higher order rules (operator combination methods) were constructed for the two loci, similar figures, and auxillary figures problems identified by Pólya [12]. The higher order rules specified were precise, compatible with the heuristics identified by Pólya, and seemed to reflect the kinds of relevant knowledge that successful problem solvers might have. Overall, the analyses demonstrated the viability of the analytic method, and provide further evidence in support of the competence theory [16] on which the analyses were based. Implications of this research for work in simulation and artificial intelligence, and in education were discussed, and future directions indicated.     

A field experimental test of the moderating effects of growth need strength on productivity.

Reviews the literature on growth need strength (GNS) as a moderator in organizational research, particularly the job characteristics model of work motivation. A preponderance of inappropriate cross-sectional surveys and few appropriate experimental tests in the field on the GNS moderator hypothesis were found. An incremental model of growth opportunity is contrasted with that of the general level of motivation potential. It is proposed that growth opportunities (increments) being offered to employees should be manipulated in an experimental design to test GNS as a moderator in a theory of motivation. A field experiment using this approach, in which a department of a government service organization participated, is described. Ss were predominantly females over age 40 yrs. Growth opportunities were manipulated by a vertical collaboration offer based on the leader–member exchange model. Results demonstrated statistically significant interaction effects between GNS and growth opportunity. As predicted, only high-GNS employees responded to the growth opportunity (a 55% increase in quantity produced). This increase in quantity was not made at the expense of quality; the number of errors per week also decreased for this group. Implications of these results for future research on the moderating effects of GNS are discussed. (35 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Converting legacy code into Ada: a cognitive approach

Describes a code conversion tool that helps programmers visualize and understand system design. The author first reviews current software reengineering tools and then describe a new cognitive approach to system (re)engineering based on code comprehension tools that provide a visual representation of code containing less cognitive noise. This better enables programmers to understand system design. The approach integrates code comprehension tools with current reengineering methodologies to create an integrated reengineering workbench for converting legacy code into newer languages such as Ada or C/C++     

The way we were: Gender and the termination of mentoring relationships.

The relationship between gender and the termination of mentoring relationships was assessed in a matched sample of 142 male and female ex-proteges. Counter to prevailing assumptions, when gender differences in rank, salary, tenure, and other demographic and organizational variables were controlled, women did not differ from men in the number or duration of prior relationships or in their reasons for terminating the relationship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An Investigation of the Effects of Protege Gender on Responses to Mentoring

Review of the literature on mentoring at work reveals a paucity of studies investigating gender differences in responses to mentoring. Relations of mentoring status and protege gender to organizational commitment, job satisfaction, career progress expectations, perceived employment alternatives, role conflict, and role ambiguity are reported for a sample of 254 managers. Results indicate that having a mentor may be associated with a more positive job experience and the perception of more employment alternatives elsewhere. Implications for future research are discussed.     

Structural approach to instructional problems.

Introduces a structural/process/systems approach to instructional science and shows how what have been classified as "open problems" have already been solved in fact or in principle or how such problems might reasonably be attacked by building on existing structural theory. The following questions are considered: (a) How are behavioral objectives and knowledge related? (b) What form should a performance test theory take? (c) Why is it that some people can skip prerequisites whereas others cannot? (d) How do people discover new information? (e) Are content and performance analysis distinct or is reconciliation possible? (f) How might horizontal decalage in Piagetian psychology be analyzed in structural terms? (g) How might one apply the structural approach in adaptive instruction? (53 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The mechanism by which heparin promotes the inhibition of coagulation factor XIa by protease nexin-2

Previous kinetic studies have shown that protease nexin-2 is a potent, reversible, and competitive inhibitor of factor XIa. Here we show that high molecular weight heparin potentiates the ability of protease nexin-2 to inhibit factor XIa with a parabolic concentration dependence, predominantly because of an increase of the association rate constant with little perturbation of the dissociation rate constant. No effect on factor XIa inhibition by protease nexin-2 was observed with heparin preparations of 6-22 saccharide units (0.1 nM-10 microM), whereas heparin preparations with 32-64 saccharide units potentiated factor XIa inhibition by protease nexin-2 in a size- and concentration-dependent manner. We propose a model wherein heparin exerts this effect by providing a template for the assembly of factor XIa-protease nexin-2 complexes, and only heparin polymers consisting of greater than 32 saccharide units (Mr approximately 10,000) are sufficiently long to provide a template to which factor XIa and protease nexin-2 molecules can bind simultaneously. Heparin-mediated enhancement of factor XIa inhibition by protease nexin-2 was partially abrogated by high molecular weight kininogen, suggesting that high molecular weight kininogen may play a role in regulating factor XIa activity.     

When managers decide not to decide autocratically: An investigation of leader–member exchange and decision influence.

Examined the antecedents of decision influence in 58 male-dominated managerial dyads. Data were collected from a large US manufacturing organization, and leader-member exchange (LMX) and decision influence were measured from both subordinate and superior points of view. Results indicate that important antecedents of decision influence are the quality of LMX and the subordinate's performance level. It was found that superiors show a noncompensatory model regarding decision influence: The subordinate must possess high performance and exchange skills. In contrast, subordinates show a compensatory model in which higher performance can compensate for lower LMXs. This research replicates and extends the results of M. Wakabayashi and G. Graen's (see record 1985-10982-001) study on the interaction pattern of LMX and subordinate performance on career outcomes for Japanese work organizations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderating effects of initial leader–member exchange status on the effects of a leadership intervention.

In a field experiment involving 83 computer-processing employees of a large service organization, a leadership intervention based on the leader–member exchange (LMX) model was tested against a control condition. It was hypothesized that Ss having initially low LMX would respond more positively (after adjusting for regression effects) to the leadership intervention than those having higher quality relationships. Dependent measures included scores on the Job Diagnostic Survey and Role Orientation Index and work productivity. Analysis of interaction effects indicated that comparing the leadership intervention condition to the control condition, the initially low-LMX group showed significant gains in productivity, job satisfaction, and supervisor satisfaction compared to the initially high-LMX group. The initially low-LMX group also perceived significantly higher gains in member availability and support from their supervisors than the initially high-LMX group. The initial quality of LMX appears to moderate the leadership intervention effect in the hypothesized direction. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Training effects on attitudes toward divergent thinking among manufacturing engineers.

Tested the effects of training on attitudes of 112 manufacturing engineers toward divergent thinking in problem solving. 47 Ss trained 5 wks later served as the control for the 1st group of 65 Ss in the 1st part of the experiment, and vice versa in the 2nd part. Measurements of attitudes toward divergent thinking were taken 3 times (prior to training and following training of each group). A 14-item questionnaire was completed by each trainee and each trainee's immediate superior. Results show that the training positively affected engineers' attitudes toward divergent thinking in problem solving. Specifically, the training with intact work groups demonstrated consistent results, whereas training with those from diffuse locations produced mixed results. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)