This paper reviews empirical research which has been directly influenced by Skinner's Verbal Behavior. Despite the importance of this subject matter, the book has generated relatively little empirical research. Most studies have focused on Skinner's mand and tact relations while research focused on the other elementary verbal operants has been limited. However, the results of empirical research that exist support Skinner's analysis of the distinction between elementary verbal operants and his distinction between the speaker's and listener's repertoires. Further, research suggests that language training programs may not be successful if they do not provide explicit training of each elementary verbal operant and independent training of speaker's and listener's repertoires.

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This study examined how work productivity was affected by the way in which individual monetary incentives were related to performance. T w o types of relationships, or performance pay functions, were compared: a linear function in which a specific per piece incentive was provided for each piece completed in excess of a performance standard and an exponential function in which the amount of the per piece incentive accelerated as productivity increased. Forty college subjects were randomly assigned to one of the two pay conditions. Each subject participated in 15 forty-five min-Ute sessions. Subjects performed a computerized work task that simulated the job of a proof operator at a bank, entering the cash values of simulated bank checks using a computer keyboard. The dependent variable was the number of correctly complcted checks. Productivity was comparable for subjects exposed to the linear and exponential performance pay functions, even though subjects exposed to the exponential function earned significantly more money than Shezeen Oah and Alyce M. Dickinson are affiliated with Western Michigan -University.(1986). Rule-governed behavior and sensitivity to changing consequences of responding.

The effectiveness of posted feedback on recycling in a lounge area at a South Korean university was studied. Participants were college students, professors, and staff members. The dependent variables were the percentage and number of correctly separated aluminum cans, the percentage and number of correctly separated paper cups, and the weight of recycled paper. An A-B-BC-A time series design was used. During baseline (A), separation containers were provided. Posted written feedback was introduced (B) and graphic feedback was added (BC). All feedback was then withdrawn (A). Written feedback resulted in statistically significant increases in all five measures. Although all five measures increased again when graphic feedback was added, none of the increases was statistically significant. When feedback was removed, all but the percentage of correctly separated paper cups decreased significantly. Although the study was of short duration, the results suggest that publicly posted written feedback can increase recycling.

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We compared the effects of prompts versus feedback on handwashing behavior across six restrooms at a large university. We evaluated the effects using two separate multiple baseline designs across three men's and three women's restrooms. Results indicate that feedback was more effective for increasing handwashing.

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The failures of previous studies to demonstrate productivity differences across different percentages of incentive pay may be partially due to insufficient simulation fidelity. The present study compared the effects of different percentages of incentive pay using a more advanced simulation method. Three payment methods were tested: hourly, low-incentive, and high-incentive (0%, 10%, and 100%) pay. Four participants performed a simulated work task for 30 6-hr sessions. Productivity under the 100% incentive condition was consistently higher than under the 10% condition for all participants. Productivity under the 10% condition was higher than under the 0% condition for two participants. Results suggest that different percentages of incentive pay may in fact produce productivity differences under more realistic simulated work conditions. KEYWORDS productivity differences, different percentages of incentive pay, simulation methodA number of studies have demonstrated that incentive pay improves productivity relative to productivity observed under hourly wages in both laboratory