Witnesses to an event who have prepared an account of it may be given an opportunity to review this account or to read another account before testifying. The authors investigated the effects of this procedure by using participant accounts and both accurate and misleading experimenter-prepared accounts. Another experimental group did not review any account. Participants given no opportunity to refresh memory were less accurate in free recall than participants who refreshed memory, but they were equally accurate in answering direct questions. Measures of consistency between performance on testing sessions showed that the opportunity to review a self-produced account resulted in more consistent performance than nonreview. Results of this study have important implications in pretrial witness preparation.

Social exchange (P. Blau, 1964) and the norm of reciprocity (A. W. Gouldner, 1960) have been used to explain the relationship of perceived organizational support and leader-member exchange with employee attitudes and behavior. Recent empirical research suggests that individuals engage in different reciprocation efforts depending on the exchange partner (e.g., B. L. McNeely & B. M. Meglino, 1994). The purpose of the present study was to further investigate these relationships by examining the relative contribution of indicators of employee-organization exchange and subordinate-supervisor exchange. Structural equation modeling was used to compare nested models. Results indicate that perceived organizational support is associated with organizational commitment, whereas leader-member exchange is associated with citizenship and in-role behavior.

Latent variable models analogous to those developed by L. J. Williams, M. B. Gavin, and M. L. Williams (1996) were used to investigate the measurement and nonmeasurement relationships of negative affectivity (NA) and positive affectivity (PA) with the Job Diagnostic Survey scales. Reanalyses performed on data collected as part of an organizational assessment of nonfaculty university employees (N = 644) showed NA and PA to have weak measurement and substantive relationships with the job characteristics and affective outcomes scales. The relationships between job characteristics and job outcomes were not associated with NA. However, PA showed a weak association with these relationships. Implications for future research on affectivity's roles as substantive and methodological variables in organizational assessment are discussed.

This study examined the effects of having experienced negative events related to the purpose ofa training program on learning and retention. Participants were 32 private pilots who participated in an assertiveness-training study. The purpose of the training was to prevent aviation accidents caused by human error. Structured telephone interviews were conducted to determine whether participants had previously experienced 3 types of negative events related to the purpose of training. Results indicated a linear relationship between these negative events and assertive performance in a behavioral exercise 1 week after training. The same negative events, however, were not significantly related to the performance of untrained participants in the same behavioral exercise. It is suggested that previous experiences influenced posttraining performance by increasing motivation to learn.

This study examined the effects of having experienced negative events related to the purpose of a training program on learning and retention. Participants were 32 private pilots who participated in an assertiveness-training study. The purpose of the training was to prevent aviation accidents caused by human error. Structured telephone interviews were conducted to determine whether participants had previously experienced 3 types of negative events related to the purpose of training. Results indicated a linear relationship between these negative events and assertive performance in a behavioral exercise 1 week after training. The same negative events, however, were not significantly related to the performance of untrained participants in the same behavioral exercise. It is suggested that previous experiences influenced posttraining performance by increasing motivation to learn.