|
| #345 Poster Session – OBM |
| Monday, May 31, 2004 |
| 12:00 PM–1:30 PM |
| Exhibit Hall D (Hynes) |
|
| 119. Lower Resting Heart Rate Using Personal Performance Engineering |
| Area: OBM; Domain: Applied Research |
| AMBER MAKI (St. Cloud State University) |
| Abstract: Having a lower resting heart rate is considered by health experts to be good for the health of your heart and overall good health. I plan to lower my resting heart rate by changing my exercise performance, using a combination of goal setting, feedback, and reinforcement. I will collect data on both heart rate and exercise performance. |
| |
|
| 120. An Experimental Comparison of Two Delay-Discounting Procedures |
| Area: OBM; Domain: Applied Research |
| SAMUEL PERRY (Temple University), Donald A. Hantula (Temple University), Carter L. Smith (Temple University) |
| Abstract: The study of delay-discounting has expanded to include the use of hypothetical monetary choice tasks (HMCTs) as instruments for the assessment of latent impulsivity, via estimates of the discounting parameter, k. In the current study, the reliability of k-estimates and area-under-the-curve (AUC) data was assessed across two conventional HMCTs. Fifty-five participants completed both a sequential binary-choice task normally used by behavioral psychologists, such as Vuchinich and Simpson (1998), as well as a task based on the procedures used by Chapman (1996) for the assessment of domain effects. Participants were assigned to complete the tasks either on a computer or in a paper-and-pencil format. Results indicated that the binary-choice approach produced consistently lower estimates of k and AUC data. Alternate-forms reliability coefficients for k and AUC data fell below conventional psychometric standards. Interestingly, both task types yielded the expected magnitude effects, and observed preferences were best described by a hyperbolic decay function. Differences between computer-based and paper-and-pencil administration were inconsequential. Practical implications and issues pertaining to the validity and reliability of such tasks are discussed. |
| |
|
| 121. The Effects of a Combined Task Clarification, Goal Setting, Feedback, and Incentive Intervention Package to Improve Telephone Customer Service in a Medical Clinic Environment |
| Area: OBM; Domain: Applied Research |
| JULIE M. SLOWIAK (University of Wisconsin-Eau Claire), Gregory J. Madden (University of Wisconsin-Eau Claire) |
| Abstract: Appointment coordinators at a Mid-western medical clinic were to provide exceptional telephone customer service. This included using a standard greeting, speaking in the appropriate tone of voice during the conversation, and using a standard closing to end the call. An analysis suggested performance deficiencies resulted from weak antecedents, poor training, and weak performance contingencies. An intervention package consisting of task clarification, goal setting, feedback, and incentive was designed to improve customer service behaviors of four participating appointment coordinators. An ABAB reversal design was used, and overall performance of all four participants increased during intervention phases. This study indicates that a multi-component intervention may be an effective strategy to increase telephone customer service behavior in the workplace. |
| |
|
| 122. Behavioral Measurement of Staff Burnout in In-patient Mental Health Settings |
| Area: OBM; Domain: Applied Research |
| JOHN QUEALLY (Hofstra University), Richard M. O'Brien (Hofstra University) |
| Abstract: Staff burnout has been described as a problem in mental health and developmental disability settings. Although early descriptions included decreased job performance, recently burnout has been defined by scores on the Maslach Burnout Inventory (MBI), a self report, emotionality measure. Lawson & O'Brien (1994) found that the MBI did not correlate with observations of work behavior using Burgio, Whitman & Reid's (1983) system in developmental disabilities. This study was undertaken to see if those findings would generalize to a psychiatric setting. The subjects were 55 employees in various positions in an in-patient setting. They all completed the MBI and the Job Emotions Scale (JES). Each subject was also observed ten times per week for six weeks. Reliability checks were completed weekly using a second observer (r=.92). Means for the 11 categories (positive, negative, and non-contact work behaviors) were similar to previous findings. Of the 33 correlations between the 3 MBI self-report scales and the 11 categories of the observation system, only the correlation between being off unit, work related and emotional exhaustion was significant (r=.30). The self-report measures (the MBI and JES) were correlated. These data again demonstrate little relationship between self-reports of burnout and actual work behavior |
| |
|
| 123. Effects of a Low-Cost Prompt to Reduce Retail Theft |
| Area: OBM; Domain: Applied Research |
| SHARLET D. BUTTERFIELD (University of Nevada, Reno), Thomas E. Boyce (University of Nevada, Reno) |
| Abstract: This study evaluated the effect of a low-cost prompt to reduce theft in two grocery stores. In previous research, this intervention, involving signs and stickers indicating high-theft products has resulted in substantial decreases in theft of merchandise, and slightly positive increases in sales. However, previous studies have yet to evaluate the extent of this impact on items not directly targeted by the intervention. The purpose of this study was to evaluate the spread of the effect of the intervention to items not specifically targeted. As such, weekly measurements of theft rates for directly targeted and non-targeted products were taken in a multiple baseline across settings experimental design and will be presented in a time-series depiction of obtained data. |
| |
|
| 124. Increasing Job Placement in Welfare-to-Work Program Participants using a Token Economy |
| Area: OBM; Domain: Applied Research |
| CRYSTAL M. SMULLEY (Pennsylvania State University) |
| Abstract: This study examined the effect of a token economy on job searching and job placement among clients in a welfare-to-work program. The participants in this study were receiving cash assistance (TANF) and were required to attend the program for 30 hours per week. Tokens were earned by applying for jobs and visiting job sites. When a participant earned six tokens, he/she earned a ½ day off from attending life skills workshops. Participants also had the option to visit 12 sites, once it was verified that the participants applied to all 12 of the sites listed they earned an entire day off from the life skills workshops. A multiple baseline design across subjects was used to determine whether the token economy increased job searching. Results of a pilot study showed job searching increased up to 50% among subjects and the average length of time for subjects to obtain employment was 11 days sooner than the previous program year. |
| |
|
| 125. Preference and Reinforcer Assessments With Direct Care Staff in a Human Service Agency |
| Area: OBM; Domain: Applied Research |
| JAMIE M. DAKE (Southern Illinois University Carbondale), Mark R. Dixon (Southern Illinois University Carbondale), Aaron Willett (Center for Comprehensive Services) |
| Abstract: Three direct care staff in a human service agency first completed preference surveys, in which they ranked their preferences for a variety of items, each worth approximately $5, on a scale from 1-10, with 1 indicating the most preferred item, and 10 indicating the least preferred item. The three most preferred and three least preferred items were then presented in a multiple stimulus preference assessment without replacement, which was repeated three times with each staff member. Using an ABAB reversal design, the most and least preferred items were offered for one month at a time as consequences for job performance. The supervisor randomly observed each staff member during 10-minute intervals twice weekly, rating the staff member’s interactional style using a five–dimension criterion scoring sheet. The five dimensions included: 1.) positive interactions with clients 2.) prevention of problem behaviors 3.) interacting with all clients in the current environment 4.) reinforcing appropriate client behavior 5.) capitalizing on opportunities to teach new skills. Each staff member received one consequence per week, which was contingent on improved scores or scores that remained at levels observed previously. Results suggest a wide variety of items may function as possible reinforcers for staff members, and that the hierarchy of items will differ across staff. These data suggest that the stimulus preference assessment technology can be extended to organizational situations and improve worker performance beyond traditional employer-designed reinforcement programs. |
| |
|
| 126. Program Implementation: A Look at Four Training Methods Effects on Rates of Program Implementation by Staff |
| Area: OBM; Domain: Applied Research |
| JASON T. CAVIN (The Learning Tree, Inc.), Brent Smith (The Learning Tree, Inc.), Jerre R. Brimer (The Learning Tree, Inc.), Robert A. Babcock (The Learning Tree, Inc.) |
| Abstract: The purpose of this evaluation was to determine which of four methods of staff training produced higher rates of program implementation. Newly hired staff members were assigned to one of four groups: 1) Trainer reviewed the program with staff but did not model the program; 2) Trainer modeled the program for staff but did not review the written program; 3) Staff person was assigned a mentor who worked with them and the trainer only served as a resource; or 4) Staff were shown a video tape of the program being implemented by actors. Program implementation was monitored by the use of a competency checklist which was completed by the trainers. Competency checklists were completed on a daily basis for one week, and then once a week for the duration of 4 weeks. Program implementation was found to be highest when assigned to work with another staff person and the trainer served as a mentor. |
| |
|
| 127. The Effects of Inservice Training on a Performance Feedback System |
| Area: OBM; Domain: Applied Research |
| KYLIE LARSEN (Kennedy Krieger Institute), David E. Kuhn (Kennedy Krieger Institute), Daniel Hendrickson (Kennedy Krieger Institute) |
| Abstract: Written and verbal feedback have been demonstrated to be effective tools in changing behavior. This technique has been employed to increase numerous behaviors including appropriate social behavior in children with autism (Kamps et al., 1992) as well as staff job performance (Alavosius & Sulzer-Azaroff, 1986). While most research has examined the effects of a feedback system/intervention at changing patient behavior or job performance, few studies have examined the effects of providing feedback to the individuals writing or delivering the feedback, with some exceptions (e.g., Parsons & Reid, 1995). The current study was designed to evaluate changes in staff feedback, both positive and corrective, following interventions to increase the quantity and quality of the feedback. Over twenty-five staff with some supervisory responsibilities participated in this study conducted on an inpatient unit for children with severe behavior disorders. Data were collected on the frequency and type of feedback delivered. Following several weeks of baseline data staff participated in in-services on providing feedback, and were presented data reflecting their past behavior with regards to delivering feedback. The in-service served as the first intervention designed to increase the quantity and quality of feedback. The intervention was evaluated in a multiple-baseline design across groups of staff. |
| |
|
| 128. The Behavioral Systems Analysis Project: Educating and Managing Undergraduates in Organizational Behavior Management |
| Area: OBM; Domain: Applied Research |
| NICHOLAS L. WEATHERLY (Western Michigan University), Kristen Struss (Western Michigan University), Casey Burge (Western Michigan University), Richard W. Malott (Western Michigan University) |
| Abstract: The Behavioral Systems Analysis Project is a one-credit supplemental course to an advanced behavior analysis class at Western Michigan University. The objective of the course is to provide an opportunity for undergraduates to apply the skills they've learned in Organizational Behavior Management to an applied setting. The students gain experience in developing rapport with a contact person within a local organization, developing a measurement system, designing and implementing an intervention, and finally evaluating the effects of that intervention. The students receive credit and a grade based on weekly presentations, completion of assignments, and a final paper. |
| |
| |