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Digitized by Kansas State University Libraries

Call number: LD2668 .T4 1956 B38 / Master of Science

Call number: LD2668 .T4 1966 H481 / Master of Science

Propositional attitudes, states like believing, desiring, intending, etc., have played a central role in the articulation of many of our major theories, both in philosophy and the social sciences. Until relatively recently, psychology was a prominent entry on the list of social sciences in which propositional attitudes occupied center stage. In this century, though, behaviorists began to make a self-conscious effort to expunge "mentalistic" notions from their theorizing. Behaviorism has failed. Psychology therefore is again experiencing "formative years," and two themes have caught the interest of philosophers. The first is that psychological theories evidently must exploit a vast array of relations obtaining among internal states. The second is that the use of mentalistic idioms seems to be explicit again in much of current theorizing. These two observations have led philosophers to wonder about the probable as well as the proper role of propositional attitudes in future psychological theories. Some philosophers wonder, in particular, about the role of the contents of propositional attitudes in the forthcoming theories. Their strategy is in part to discern what sorts of theory psychologists now will want to construct, and then discern what role propositional attitude contents might play in theories of those sorts. I consider here two sorts of theory, what I call minimal functional theories and what is known as propositional attitude psychology. I outline these two kinds of theory, and show how each defines a role for contents. Contents are ultimately eliminable in minimal functional theories. Although they play an apparently ineliminable role in propositional attitude psychology, they do so at an apparent cost. Propositional attitude psychology does not seem to accommodate a certain methodological principle, a principle of individualism in psychology, which is endorsed even by some of the philosophers most enamored of the approach. Such philosophers have two options: they can attempt to show that the conflict between the approach and the principle is not genuine, or they can reject the principle. I argue that the conflict is real, and recommend a qualified rejections of the principle.

The effectiveness of imagery utilizing counterconditioning in the modification of attitudes toward elderly persons was explored. Ss were 162 introductory psychology students. Ss were divided into five groups with one group serving as a no-treatment control. The remaining four groups were instructed to imagine one of four types of scenes: I) reinforcing imagery scene with subjects instructed to picture themselves as the old man, 2) reinforcing imagery scene only, 3) neutral imagery scene with subjects instructed to picture themselves as the old man, 4) neutral imagery scene only.The criterion measure was post-test scores on an attitude questionnaire. An analysis of covariance treatment effects when the effects of the pre-test were held constant. No significant correlations were found between number of times Ss reported practicing the scenes and difference scores from pre-test to post-test. No support was given to the counterconditioning hypothesis of attitude change.

The aim of this study was to develop a Management Error Orientation Questionnaire (MEOQ) to be used as an instrument to measure the attitude of management towards errors in the workplace. The sample comprised of 232 managers from a variety of business sectors. A factor analysis on 59 items yielded three factors and these factors were interpreted as the attitude of dealing with errors, the risk of errors and error strain. The three factors were subjected to an item analysis and yielded acceptable levels of reliability. A discussion of the areas that were researched, namely errors and attitudes, provide the context in which the research should be viewed. The discussion of the methods which were employed, was followed by a critical and in depth discussion of the results that were obtained. The dissertation recommends that the Management Error Orientation Questionnaire could be used as an instrument to measure the attitudes of managers towards errors (with specific emphasis in the manufacturing sector). The MEOQ has a number of practical applications in the human resource management science. The study can be extended to ensure that the same questionnaire can be used in other business sectors. The findings of this study are valuable because of the lack of previous research on error orientation at managerial level. / Prof. CJH Blignaut

It is commonly assumed that the more an object facilitates attainment of important goals, the more it is liked. Dissonance theory yields an opposite prediction. A two process conception of the relation between reward and attitude which reconciles these views is presented. A V-curve relation between reward magnitude and liking for activity instrumental to reward attainment is hypothesized. At the point where the relative number of dissonant cognitions is psychologically insignificant or zero, a direct satisfaction process supplants the dissonance process. The slope of the reward-attitude curve shifts from negative to positive at this transition point. In an experiment designed to test this hypothesis students were offered 2, 4, or 3 experimental credit points for committing themselves to three hours of work at a highly repetitious task. Experimental credit points contribute to students' final course grades and are therefore highly valued by subjects. The instructions were varied such that both the task and the subject’s part in the experiment were placed in either a neutral or a negative light (Neutral or Negative Instructions conditions). Regardless of the Instructions used, 8 Credit groups expressed greater liking for the activity and more pleasure with participating than 4 Credit groups. Contrary to expectation. Affect scores for 2 Credit Neutral subjects were similar to those of 4 Credit Neutral subjects and significantly lower than those of 8 Credit Neutral subjects. Several possible explanations of the lack of difference between 2 and 4 Credit Neutral groups are discussed. It is suggested that the reward-attitude function is U-shaped rather than V-shaped and that these two groups both He in a relatively flat region of the curve in which dissonance and direct satisfaction effects operate simultaneously to increase attitudinal positivity. Though Negative Instructions (administered to one 4 Credit and one 8 Credit group) were expected to produce an inverse relation between reward and liking, they simply resulted in a uniform drop in Affect Scale scores. The Instructions variable had no impact on Desired Frequency of Rest Period, a less direct index of attitude. For the reward manipulation an opposite trend occurred. Varying the number of credit points had a relatively stronger effect on Desired Frequency of Rest scores and a relatively weaker (though still significant) effect on the Affect Scales. This result suggests that the Instructions variable actually failed to alter activity attractiveness. The effects of Negative Instructions on Affect Scale ratings could have been produced either by subjects* tendency to conform to the experimenter's apparent expectations or by the decrease of inter-personal situational restraints against public expression of dislike for the experiment in the experimenter's presence. Neither acceptance nor rejection of the general two-process hypothesis of attitude formation is warranted by these data. Nevertheless, the experiment clearly demonstrates that reward magnitude and attitudes toward activities instrumental in securing the regard are positively related under certain conditions, a finding which suggests an important restriction on the generality of Festinger’s dissonance theory. / This thesis was digitized as part of a project begun in 2014 to increase the number of Duke psychology theses available online. The digitization project was spearheaded by Ciara Healy.

Digitized by Kansas Correctional Industries