bluuebunny/crossref_metadata_2025 huggingface dataset:
New Pelecinid Wasps (Hymenoptera: Proctotrupoidea: Pelecinidae) from the Yixian Formation of Western Liaoning, China
Authors: LIU Chenxi , GAO Taiping , SHIH Chungkun , REN Dong
Published: August 2011

Three well‐preserved fossil Pelecinids from the Late Mesozoic Yixian Formation, Liaoning Province, China are described and assigned to two new species, Eopelecinus huangi sp. nov. and Eopelecinus tumidus sp. nov. in Eopelecinus Zhang, Rasnitsyn and Zhang, 2002. As of now, 17 species have been included in this genus, which is the most diverse in the Pelecinidae family. With new information and characters obtained from these new specimens, the diagnosis of Eopelecinus Zhang, Rasnitsyn and Zhang, 2002 is emended.
A New Zosterophyll Plant, Ramoferis gen. nov., from the Posongchong Formation of Lower Devonian (Pragian) of Southeastern Yunnan, China
Authors: HAO Shougang , XUE Jinzhuang
Published: August 2011

A new genus and species, Ramoferis amalia gen. et sp. nov., is described from the Early Devonian (Pragian) Posongchong Formation, Wenshan district of southeastern Yunnan, China. This plant has isodichotomous major axes, which also divide anisotomously distally to produce closely spaced lateral branches, often within fertile regions. The stalked round to reniform sporangia, borne laterally and spirally over several levels of branches, are distantly to moderately spaced or aggregated into distinct spikes. The stalks increase in width from the base to the sporangial junction resulting in a gradual transition between sporangium and stalk. Comparison with known zosterophylls shows that this plant is most similar to the genera Zosterophyllum and Wenshania, differing in the character combinations of sporangial shape, sporangium/stalk junction, stalk dimensions and orientation, and especially in both sterile and fertile branchlets being borne within the fertile zone. In addition, the observation and comparison indicate distinct variety in structure of sporangial border and suggest that the two‐layered sporangium wall characterized by outer anticlinal layer and inner periclinal layer might represent potential synapomorphies, while the different dehiscence mechanism is an autapomorphy for each taxon in zosterophylls.
Ages of the Laocheng Granitoids and Crustal Growth in the South Qinling Tectonic Domain, Central China: Zircon U‐Pb and Lu‐Hf Isotopic Constraints
Authors: YANG Pengtao , LIU Shuwen , LI Qiugen , ZHANG Fan , WANG Zongqi , WANG Dongsheng , WANG Ruiting , YAN Quanren , YAN Zhen
Published: August 2011

The Laocheng granitoid pluton is located in the South Qinling tectonic domain of the Qinling erogenic belt, southern Shaanxi Province, and consists chiefly of quartz diorite, granodiorite and monzogranite. A LA‐ICP‐MS zircon U‐Pb isotopic dating, in conjunction with cathodoluminescence images, reveals that the quartz diorite and granodiorite were emplaced from 220 Ma to 216 Ma, while the monzogranite was emplaced at ∼210 Ma. In‐situ zircon Hf isotopic analyses show that the εHf(t) values of the quartz diorite and granodiorite range from –8.1 to +1.3, and single‐stage Hf model ages from 809 Ma to 1171 Ma, while the εHf(t) values of the monzogranite are –14.5 to +16.7 and single‐stage Hf model ages from 189 Ma to 1424 Ma. These Hf isotopic features reveal that the quartz diorite, granodiorite and monzogranite were formed from the mixing of the magmas derived from partial melting of the depleted mantle and the lower continent crustal materials, and there were two stages of continental crust growth during the Neoproterozoic (∼800 Ma) and Indosinian (∼210 Ma) eras, respectively, in the south Qinling tectonic domain of the Qinling orogrnic belt, Central China.
Kinetic Model of Gaseous Alkanes Formed from Coal in a Confined System and Its Application to Gas Filling History in Kuqa Depression, Tarim Basin, Northwest China
Authors: LIU Quanyou , ZHANG Tongwei , JIN Zhijun , QIN Shengfei , TANG Yongchun , LIU Wenhui
Published: August 2011

Based on the pyrolysis products for the Jurassic low‐mature coal under programmed temperature, and chemical and carbon isotopic compositions of natural gas from the Kuqa Depression, the genetic origin of natural gas was determined, and then a gas filling model was established, in combination with the geological background of the Kuqa Depression. The active energy of CH4, C2H6 and C3H8 was gotten after the data of pyrolysis gas products under different heating rates (2°C/h and 20°C/h) were fitted by the Gas Oil Ratio (GOR) Isotope Model soft. When the frequency factor (Af) was chosen as 1×1014, the active energy of CH4, C2H6 and C3H8 was 58 kcal/mol, 57 kcal/mol and 54 kcal/mol, respectively. The distributive ranges of the δ13C1, δ13C2 and δ13C3 values for the pyrolysis gas products are –35.9‰ to –30.7‰, –26.2‰ to –21.3‰ and –26.4‰ to –22.7‰, respectively. All of the natural gases from the Kuqa Depression are dominated by hydrocarbon gases, with the high gas dryness (C1/C1–4) at the middle and northern parts of the depression and the low values at both east and west sides and the southern part. The carbon isotopes of methane and its homologs as a typical coal‐type gas are enriched in 13C, and the distributive range of the δ13C1, δ13C2 and, δ13C3 value is –32‰ to –38‰, –22‰ to –24‰ and –20‰ to –22‰, respectively, with the carbon isotopes of gaseous alkanes being less negative with the carbon number. With the ethane being enriched in 13C the increasing tendency of the geological reserve of natural gas in the Kuqa Depression is observed. This observed change is consistent with the results of pyrolysate gas yield of coal as a potential gas source in the Kuqa Depression, suggesting natural gas was thermally derived from the humic organic matters and the carbon isotopes of gaseous alkanes would coarsely predict the geological reserve of gas in the Kuqa Depression. Through the simulation of kinetic processes of gas generation for the Jurassic coal in the Kuqa Depression, the gas in the Kela 2 gas field would get the threshold of gas expulsion after 27 Ma, be expelled out of source rocks as “pulse action”, and then filled in the gas reservoir. The peak gas‐filling history took place during the past 2 Ma.
Production Characteristics and the Control Factors of Surface Wells for Relieved Methane Drainage in the Huainan Mining Area
Authors: XU Hongjie , SANG Shuxun , FANG Liangcai , HUANG Huazhou
Published: August 2011

Based on the production data of a large number of surface drainage wells in the Huainan mining area, the present study shows that four types of typical production characteristics for relieved methane wells are recognized, of which the stable type for production and gas concentration is the most dominate, as determined by a comprehensive study on the volume and concentration of drained gases, as well as the stress changes of rocks influenced by mining. Some influence factors for the productive differences of the drainage wells were also been discussed. The results indicate that protective coal‐seam mining has a significant effect on overlying strata, which promotes the development of pores and fractures of coal reservoirs for methane desorption and migration; however, the production and the stability of drainage wells are affected by deformation and damage of the overlying strata. The second distribution of strata stress is caused by mining engineering, and if the stress load is larger than the carrying capacity of the extraction well, the gas production would be influenced by the drainage well that has been damaged by rock movement. Furthermore, the case damage occurs first in the weak, lithologic interface by its special mechanical properties. The stability of drainage wells and the production status are also influenced by the different drilling techniques, uneven distribution of gas concentration, and combination of gob gas and methane from the protected layer.
Genome differentiation in Magonoliaceae as revealed from meiotic pairing in interspecific and intergeneric hybrids
Authors: ZHANG Shou‐Zhou , WANG Ya‐Ling , HE Zi‐Can , EJDER Erland
Published: August 2011

Abstract  The cross compatibility within and between Yulania Spach and Michelia L. (Magnoliaceae) is relatively good and various such hybrids, obtained by conventional artificial hybridization, are available. The aim of the present study was to determine the extent of genome differentiation between the species involved in these crosses through the observation of chromosome pairing during meiosis in pollen mother cells (PMCs) of the hybrids. Chromosome pairing behavior was studied in five species (2n = 38) and two interspecific hybrids of Michelia, eight species (2n = 38, 76 and 114) and 10 interspecific hybrids of Yulania, and three intergeneric hybrids between Michelia and Yulania. The results showed that chromosome pairing was normal with bivalent formation in diploid parental species and in interspecific hybrids. In addition to bivalents, multivalents were encountered in polyploid parental species and polyploid interspecific hybrids. In the intergeneric hybrids between a tetraploid Yulania and two diploid Michelia, 19 chromosomes, most likely originating from Michelia, were unable to synapse from zygotene to metaphase I. Meiotic chromosome pairing indicated a high degree of homology between species within Michelia and Yulania and less homology between the genomes of these two genera. The differentiation of morphological characters and the distinctness of natural distribution also support the conclusion that these two genera are likely independent monophyletic groups. This suggests that the two genera were split at early evolution of Magnoliaceae and the overlapping characteristics in external morphology and internal structures of the two genera may be the result of parallel evolution or ancient common ancestry.
Cytologic, histologic, and immunohistochemical features of lingual liposarcoma in a dog
Authors: Piseddu Eleonora , De Lorenzi Davide , Freeman Kathleen , Masserdotti Carlo
Published: August 2011

Abstract:A 9‐year‐old female spayed mixed‐breed dog was presented to the referring veterinarian with a history of decreased appetite and difficulty with prehension and swallowing because of a firm oval mass in the tongue. On cytologic evaluation of a fine‐needle aspirate of the mass there were numerous round to polygonal cells organized individually or in loose clusters with rare branching capillaries. The cells had eosinophilic granular cytoplasm, round to oval nuclei, and occasionally indistinct borders. The cytologic diagnosis was granular cell tumor (GCT) of the tongue. Impression smears of a biopsy sample of the lingual mass contained similar eosinophilic granular cells with variable numbers of clear vacuoles in the background, numerous perivascular arrangements, and occasional lipoblasts, suggestive of liposarcoma. On histologic examination the tumor was composed of numerous lipocytes with rare foci of round eosinophilic granular cells without evidence of vacuolation; occasionally, atypical mitotic figures were seen. Immunohistochemically, the cells were uniformly negative for periodic acid‐Schiff and did not express smooth muscle actin, desmin, or cytokeratin but were immunoreactive for vimentin and S100. A diagnosis of well‐differentiated liposarcoma was made on the basis of morphologic and immunohistochemical results. Eosinophilic granular cells may be a component of well‐differentiated liposarcoma and are not limited to GCT. Liposarcoma should be considered in the differential diagnoses of lingual tumors in the dog when cytological evaluation reveals eosinophilic granular cells consistent with GCT.
Factors affecting the use of telecommunications by management
Authors: CHRISTIE BRUCE , HOLLOWAY SUSAN
Published: August 2011

An experiment was designed to test four hypotheses concerning the communications media that managers would choose for their business discussions. Six groups of 16 subjects experienced six different types of telecommunication system designed for small business discussions. They then made a decision about hypothetical participation in a business discussion, either (a) by using the telecommunication system they had just experienced, or (b) by travelling to a meeting between the discussants. Significantly more subjects chose to telecommunicate: when the discussion was given a non‐person‐oriented rather than a person‐oriented description; when subjects were told the discussion involved acquaintances rather than strangers; and when the travel time associated with holding the discussion by meeting face‐to‐face was long. The type of telecommunication system did not have a significant effect. It was concluded that technological improvements in telecommunication systems may be less important in determining the impact of communications technology on management styles than other factors unrelated to the technology itself.
On starting a new job
Authors: GRAY H. L.
Published: August 2011

A simple model is proposed to describe and classify a person's responses on leaving one job and moving to another.
Trainability assessments for apprentice selection in shipbuilding
Authors: SMITH M. C. , DOWNS SYLVIA
Published: August 2011

Trainability assessments were designed for predicting apprentice performance in four skills in the shipbuilding industry. The results showed that the assessments were successful in predicting performance after a three‐month period in the skill for which they were designed. They were less successful, however, after a 12‐month period and no one assessment predicted performance for all skills. It is suggested that trainability assessments may be best suited to predicting performance for skills which require a short training period.
Scoring methods for verification and diagnostic performance in industrial fault‐finding problems
Authors: DUNCAN K. D. , GRAY M. J.
Published: August 2011

The man trying to find a fault may make mistakes unless he asks effective diagnostic questions and verifies the answers. General principles for verifying indications in petroleum refineries are presented; some are easy to apply, others require instruction, practice or experience. Simple scores for verification or checking, C, and for effective diagnostic questioning, D, are proposed and their calculation is illustrated in the context of fault‐finding in a crude distillation unit. C and D probably measure different fault‐finding skills. The C score is improved by training, but comparisons are complicated by an apparent influence of the proportion of instrument faults in the problem set. Men may check instrument readings more often as their estimate of instrument unreliability increases. The D score is also sensitive to the effects of training and reflects differences in experience between novices and experienced men. D may over‐estimate effective diagnostic strategy, but only in a small percentage of cases for men with refinery operating experience or new entrants after training.
The gatekeeping to a profession: a structural analysis of the certified public accountancy examination situation
Authors: SHYE SAMUEL , ARANYA NISSIM
Published: August 2011

This paper attempts an empirical structuring of the process of selecting candidates for the profession of certified public accountancy (CPA). The unit of investigation is the ‘examination situation,’ which is defined as the multiple interaction among the attributes of an examinee, an examination problem he answers and the examiner who grades the answer. Using Guttman's smallest space analysis, a way of partitioning the empirical continuum of those attributes into contiguous sections is found, where each represents a concept formulated in advance. The partition is based on ‘fluidity v. obstruction’ in the selection process and ‘academic orientation v. practical orientation’ of the process.
The influence of perceived job climate on the relationship between managerial achievement motivation and performance
Authors: FINEMAN STEPHEN
Published: August 2011

A number of researchers have looked for a direct relationship between a manager's need for achievement (nAch) and his performance, but with mixed success. Few studies, however, have considered the moderating effect of perceived climate on the nAch–performance relationship. In the present investigation two such hypotheses are tested. Firstly, it was expected that a positive correlation between nAch and performance would be more likely to occur when a manager perceives the job climate in strong achievement terms. Data gathered from three samples tend to support this. The second hypothesis was that the maximal point of performance would be where high nAch and high climate coincided, and the minimal point would be where low nAch and low climate coincided. Only the first part of this hypothesis is consistently supported. The practical implications of the findings are discussed.
An evaluation of a shopping centre map for the visually handicapped
Authors: JAMES G. A. , ARMSTRONG J. D.
Published: August 2011

Blind people can be taught to navigate an indoor shopping centre with the aid of a tactual map. The utility of such maps for independent travel was tested, and two blind people were able to make an independent shopping expedition without prior direct experience of the shopping centre.
Effects of the non‐verbal behaviour of interviewers on candidates' impressions
Authors: KEENAN A. , WEDDERBURN A. A. I.
Published: August 2011

A role‐playing technique was used to investigate the hypothesis that candidates in a mock selection interview would make use of the non‐verbal behaviour of the interviewer to form impressions of him. When non‐verbal approval and disapproval were compared, the former created a more favourable impression in the candidates. However, non‐verbal approval had no effect on the verbal output of candidates, contrary to suggestions that such approval would reinforce verbal behaviour and so increase talking.
Consistency in inter‐organizational labour turnover
Authors: VAN DER MERWE R. , MILLER SYLVIA
Published: August 2011

Twenty‐one secondary industry organizations were ranked on the basis of labour turnover rates for two successive years. Despite large variations in the level of rates over time, rankings showed a high degree of constancy. It is suggested that there are relatively stable organizational characteristics which determine a recurrent pattern of labour wastage and which are relatively powerful compared with such factors as race. The need to separate individual, organizational and economic factors in labour turnover is stressed, and assumptions regarding the prediction of turnover are questioned.
Some comments on the quality of working life*
Authors: SPINK PETER
Published: August 2011

Starting from a view of the present, in which there is growing awareness of the socio‐technical nature of work systems, the paper stresses the need to explore other levels of system in order to add to existing pictures of the world of work. Three aspects are considered: the interdependence between work and non‐work, the entering and leaving process with its attendant transitional systems, and the wider societal and global reassessments of values and relationships. It is suggested that awareness of these and other aspects will lead to different concepts of work.
An evaluation of a fault‐finding training course for refinery process operators*
Authors: DUNCAN K. D. , GRAY M. J.
Published: August 2011

The development of a training course on fault finding in a crude distillation unit is described and its contents illustrated. The criterion problem for this and similar industrial problem‐solving tasks is discussed. ‘Operational’, or product measures, namely, first shot successes (FSS), wrong diagnoses (WD) and diagnosis time (T), are reported and compared with five measures of the problem‐solving process. Training substantially increased FSS, substantially reduced T and reduced WD by an order of magnitude. Post‐training scores were superior to those of men with refinery operating experience, although the difference in T was not statistically significant. Large and significant improvements were also found with the majority of the process measures. The training course only required five sessions of 2½ hours including pre‐ and post‐tests.
Duty hours of young hospital doctors: Effects on the quality of work
Authors: WILKINSON R. T. , TYLER P. D. , VAREY C. A.
Published: August 2011

A questionnaire was sent to 6 500 Junior and Senior House Officers in England, Scotland and Wales asking, among other questions, ‘Do you think that your hours of duty are so long as to impair your ability to work with adequate efficiency?’ Of the 2 452 who replied 37·3 per cent chose either ‘always’ or ‘often’ in preference to ‘occasionally’, ‘sometimes’, or ‘never’. The two highest ranking specialties were gynaecology and obstetrics (49·2 per cent) and orthopaedic (47·5 per cent), and the two lowest pathology (12·2 per cent) and psychiatry (8·5 per cent). Over the 24 hours immediately preceding receipt of the questionnaire the following average hours were reported: at work 12·76; on call, 8·24; free, 3·00; asleep, 6·00. The doctors were encouraged to append their own views at the end of the formal questions. 1 411 did so. The most frequent comments were those calling for a more efficient distribution of the hours of work.
Woodwork training for the mildly intellectually handicapped
Authors: NETTELBECK T.
Published: August 2011

Following an extended period of woodwork instruction, eight mildly intellectually handicapped employees of a vocational rehabilitation centre were compared with ten suitable controls on a woodwork test. The handicapped group achieved a quality comparable with the normal controls although they took significantly longer to complete the test.
Structure in organizations: a reconsideration
Authors: BRYMAN ALAN
Published: August 2011

A brief review of the literature notes that two styles of organizational analysis—the ‘neo‐human relations’ and ‘organismic’ approaches—criticize bureaucracy and advocate the construction of organizations in which structure is less prominent. Evidence is cited which indicates that a certain degree of structure may in fact be beneficial to organizations and their members. This is in turn linked to a discussion of three social science approaches, each of which points to the possibility that structure may not be the bête noire that it is frequently taken to be in the neo‐human relations and organismic orientations.
Sex differences in information processing: a theory and its consequences
Authors: REDGROVE JUNE
Published: August 2011

Most advanced societies, today, are committed to the principle of equal rights for men and women. In Britain, legislation is on the statute books with regard to equal pay and for the removal of unfair discrimination. Ideally, this legislation should be based on and supported by a full understanding of the relative abilities of men and women, so that it is just and can be operated with complete appreciation of its limitations and consequences. Unfortunately, few researchers have been willing to tackle questions of sex differences in ability, the general view being that any differences which exist must be the product of an unjust social system and that, if differences can be proven, this will only justify existing prejudices. This paper challenges these views. It argues that there are some differences between men and women which have serious implications for employment and that, rather than defeating the cause of sexual equality, an understanding of them is essential to its success.
The structure of attitudes in psychiatric rehabilitation
Authors: WATTS FRASER N. , YU PO‐KWAN
Published: August 2011

There is some evidence of the predictive value of attitudes in psychiatric rehabilitation. It is suggested that the most satisfactory way of assessing relevant attitudes is through specially developed questionnaires. Data are presented about the correlational structure of such a questionnaire in both a preliminary and a revised form. It is concluded that separate scales can be constructed to measure dimensions apparently equivalent to the concepts of confidence, perceived illness, perceived support and keenness to work.
Towards a practical psychology of work
Authors: HELLER FRANK A.
Published: August 2011

The argument is put forward that the congruence of scientific standards and social relevance should be positively sought. Such an endeavour will lead to a practical psychology of work in tune with rapid and possibly discontinuous changes in our society. Four major hindrances to such objectives are identified and discussed.

There is some evidence that a growing number of psychologists are prepared to advocate a change in philosophy, a wider experimentation with different methods, and a redefinition of our legitimate scientific‐professional concern.
Writing apprehension and occupational choice
Authors: DALY JOHN A. , SHAMO WAYNE G.
Published: August 2011

Writing apprehension, the apprehension an individual has about the active encoding of written messages, was hypothesized to affect both the desirability and choice of occupations. High writing apprehensives found occupations with low writing requirements significantly more desirable than occupations with high writing demands. A trend, in the opposite direction, for low apprehensive subjects was also observed. Occupational choices of high writing apprehensives were significantly lower in perceived communication requirements than those selected by low writing apprehensives.
Patterns and correlates of fatigue among office workers
Authors: NELSON T. M. , LADAN C. J.
Published: August 2011

Eighty‐eight clerical employees completed a checklist measuring ‘fatigue’ at hourly intervals over each day of the work‐week. The consistency between the results of this and other studies suggests that the progress of fatigue in eight‐hour work situations has a general form, although large individual differences occur over both the work‐day and work‐week. Individual variation seems to be the result of motivational and attitudinal factors, at least in part. Similarity of effects for four‐ and five‐day‐week employees suggests cyclic patterns involving learning emerge in clerical work settings. Measures of fatigue were also related to employee job satisfaction and employer satisfaction with performance, as well as 15 other variables referring to individual characteristics or conditions of employment.
Assessing the Psychosocial Characteristics of Occupational Training Environments*
Authors: BOOTH RICHARD F. , NORTON RICHARD S. , WEBSTER EVELYN G. , BERRY NEWELL H.
Published: August 2011

Two forms of the Insel & Moos' Work Environment Scale (WES) were administered to 589 Navy enlisted men and women, one at the beginning of a 14‐week paramedical training course (assessing expectations of what the occupational training environment would be like) and one eight weeks later (assessing perceptions of what the environment was actually like). Ten of the factors extracted from student responses to each form were rotated to simple structure and scales were constructed to assess six factors which were represented in the responses to both forms, accounting for 70 per cent of the common variance, and also a seventh factor which was represented only in responses to the second form, accounting for an additional 13 per cent of the common variance. The average interscale correlation and split‐half reliability for the factor scales were approximately 0·21 and 0·72 for both forms. Generality and potential uses of the WES in occupational training environments are discussed.
A comparison of part and whole training methods with mildly mentally retarded workers
Authors: NETTELBECK T. , KIRBY N. H.
Published: August 2011

A whole method of training mildly retarded young women to thread an industrial sewing machine was compared with a pure‐part and a progressive‐part method. All three methods produced comparable learning, as defined by performance on the complete task one month after initial training. However, part methods were markedly superior to the whole method; fewer errors were made during trials to criterion and less training time was required. Although the progressive‐part method produced satisfactory training with least errors and in the fastest time, differences between progressive‐part and pure‐part procedures were not statistically significant.
Effects of the non‐verbal behaviour of interviewers on candidates' performance
Authors: KEENAN A.
Published: August 2011

Twenty‐four neutral observers evaluated the performance of candidates in two mock selection interviews. Unknown to the observers, candidates received nonverbal approval from one interviewer and non‐verbal disapproval from the other. Candidates were perceived as more comfortable and at ease in the approval interview and were also judged to have created a better impression. The results were discussed in terms of the possibility that an interviewer's non‐verbal style may significantly influence the behaviour of the candidate he is trying to evaluate.
Discrimination among levels of usage of a career management centre
Authors: CARTER DON S. , MUNZ DAVID C. , KRAMER THOMAS J.
Published: August 2011

Using personality and demographic variables of 75 adult career management clients and non‐clients, multiple discriminant analysis successfully (P <0·01) discriminated among levels of usage of career management services (maximum, average, minimum users, and drop‐outs). The minimum user group's centroid was distinctly separated from those of the other three groups, which clustered together. Maximum users were found to be more methodical and participative, minimum users less self‐assured, and drop‐outs more enterprising. The fact that the centroids of the maximum and drop‐out groups clustered together was accounted for by the directional correspondence of the common underlying dimension of assertiveness.
Persistent job changing—Is it a problem?
Authors: CHERRY NICOLA
Published: August 2011

Persistent job changers amongst early school leavers in the National Survey have been followed up in three studies. In the first, young people particularly at risk of not settling at work are identified from information available to school teachers and careers officers. In the second, the effects of job changing on job satisfaction, use of abilities, pay and unemployment are assessed, and persistent job changers found to be at no real disadvantage. Finally, the relationships between job changing and social and psychiatric problems are explored, with frequent job changing in the early years being shown to be an indicator of later personal problems. These findings, and their implications, are discussed in the context of alternative hypotheses for the relationship between job changing and later problems. It is concluded that although persistent job changing in the early years at work may indicate problems of personal adjustment, there is no evidence that it leads, by the mid‐twenties, to occupational problems or 10 a secondary, low paid, labour market.
Are women peers?
Authors: MOHR E. SUE , DOWNEY RONALD G.
Published: August 2011

Leadership potential was studied as a function of the sex of the rater and/or ratee. Data collected on a sample of ten female and 30 male Army officers included peer ratings, self‐ratings, and achievement and attitude measures. Males and females evaluated female peers significantly lower than male peers on leadership potential. Also, females evaluated themselves lower on self‐ratings of leadership potential, as well as scoring lower on some achievement and attitude measures.
Supervisory orientation and employees' morale
Authors: PESTONJEE D. M. , SINGH A. P.
Published: August 2011

The present study attempts to find out the differential effects of supervisory behaviour on morale of blue‐collar workers (n = 200). The ‘Supervisor's Orientation Schedule’ was specially designed to determine employee‐oriented and production‐oriented styles of supervision. Morale was measured with the help of the ‘Employees’ Morale Scale' which includes four subscales (fairness of employer's policies and behaviour, adequacy of immediate leadership, sense of participation, and sense of worth of the organization). The results show that global morale scores as well as scores on the subscale of fairness of employer's policies and behaviour, adequacy of immediate leadership, and sense of participation are all significantly higher (α = 0·01) under employee‐oriented supervision. The findings are suggested to have relevance to the economic growth and industrial wellbeing in the Third World.
Moderators of the relationships between self and superior evaluations of job performance
Authors: BRIEF ARTHUR P. , ALDAG RAMON J. , VAN SELL MARY
Published: August 2011

For a sample of 150 housekeeping and food service personnel employed in a large university hospital and their immediate superiors, several moderator candidates of the relationships between self and superior evaluations of job performance were assessed. Only tenure was found to moderate significantly (P ≤0·05) the relationship between self and superior ratings of one dimension of subordinate performance. The practical significance of the study's largely negative findings are discussed and a set of alternative explanations offered.
A 30‐year follow‐up of the CSSB procedure, with lessons for the future
Authors: ANSTEY EDGAR
Published: August 2011

The Civil Service Selection Board (CSSB) was introduced in 1945 and used during the ‘Reconstruction’ period until 1948 as the main instrument for filling vacancies which had accumulated during the war in the Home Civil Service and the Foreign Service. Using rank attained 30 years later as the criterion, a follow‐up of the 301 entrants remaining in post has shown high predictive validity for the CSSB/Final Selection Board procedure. Nearly all these entrants did well, but there was a high correlation between initial selection marks and rank attained.

Combining these with other follow‐up results, certain broad conclusions emerge, namely, interviews have greater predictive validity at the higher end of the scale and written tests at the lower end of the scale; it is better for an elaborate selection procedure to be integrative rather than additive; there is advantage in combining a personal interview with a Board interview. Increasing recognition needs to be paid to managerial qualities, and it is to improvements in career planning and development, rather than selection, that occupational psychologists could make their greatest contribution during the coming years.
Can selection interviewing be improved?
Authors: BAYNE ROWAN
Published: August 2011

The nature and limits of selection interviewing are discussed: it is argued that quite dramatic improvements seem possible. An accurate judgement of this speculation depends on progress in several areas of research. Seven of these are touched on, including job and person description, states of consciousness and training.
Is there a valid test of Herzberg's two‐factor theory?
Authors: GARDNER GODFREY
Published: August 2011

There are several ways of stating Herzberg's two‐factor theory of motivation and each version can be tested in various ways. Those who defend the theory argue that researchers who fail to find support for the theory have usually departed from the procedures used by Herzberg. There have been variations in methods of gathering data, categorizing the responses, and analysing the results. These variations may be justified on the grounds that the strength of any theory lies in its logic and in its ability to withstand deviations from a set method. Some tests of Herzberg's theory are more likely to produce support than others. This was confirmed in a study of London bus crews. However it can be argued that there is more than one valid test of Herzberg's two‐factor theory, though some of these are likely to produce contradictory results.
Structuring the programmer's task
Authors: SIME M. E. , ARBLASTER A. T. , GREEN T. R. G.
Published: August 2011

Computer programming could be made easier. This paper gives a short account of the authors' empirical studies of programming, showing that very considerable improvements can be obtained both for beginners and for professionals. The improvements are related to, though not wholly dependent on, the new concepts of ‘structured programming’; we have found ways to improve both the programming language itself and the procedures used by the programmer. Psychological explanations of the effects are offered and the limitations of present findings are noted.
The impact on psychologists of the Employment Agencies Act 1973
Authors: DUNCAN DAVID C.
Published: August 2011

This paper outlines where the Employment Agencies Act originated, what it was meant to do, what it will actually do, in particular to the occupational psychologist in private practice, what this will lead to, and suggests what psychologists should do about this and similar issues in future.
Interaction analysis of an industrial wage negotiation
Authors: STEPHENSON GEOFFREY M. , KNIVETON BROMLEY H. , MORLEY IAN E.
Published: August 2011

This paper examines the idea that in negotiation groups the balance between interparty and interpersonal exchange varies with time. It is shown that, in an industrial wage negotiation observed by one of the authors, negotiators from both sides became less identifiable in terms of party affiliation from one session to the next. Using a specially designed category system it is demonstrated that, in contrast to what occurs in problem‐solving groups, a negotiation group characteristically shows a reduction in conflict with time. Implications of these and other findings for theory and practice are briefly discussed.
Job satisfaction and quality of working life: A reassessment
Authors: TAYLOR JAMES C.
Published: August 2011

The usefulness of job satisfaction measures in assessing job characteristics and in improving quality of working life is problematic. Public opinion polls and organizational surveys have shown high and stable levels of job satisfaction for many years, while signs of employee frustration and alienation have been increasing. Closer examination of this paradoxical finding leads to the conclusion that, whatever rigorous job satisfaction surveys are measuring, it is not the information needed to modify jobs and work in order to reduce employee frustration. To overcome flaws in the measurement of satisfaction for this purpose employees themselves need to be more involved in the measurement process. Recent experience with employee participation in action research on quality of working life is noted, and the extension and furtherance of this model is proposed.
Organizational conflict and role stress among chief executives in state business enterprises
Authors: DORNSTEIN MIRIAM
Published: August 2011

The paper reports the results of an investigation conducted in 17 public corporations focusing on the relationship between role conflicts arising from divergent orientations among chief executives and board members, and feelings of role stress among the chief executives. Two types of role conflicts, person‐role and intersender role conflict, were related to three indices of role stress: ‘anomie’, ‘self‐role stress’, and ‘intersender role stress’. The findings indicate that the various types of role conflicts are differentially associated with the various indices of role stress. Among others it was found that intersender role conflicts, i.e. disagreements among the board members, are in some cases negatively associated with role stress among chief executives. The saliency of role conflicts and the degree to which they concern the day‐to‐day management of the corporation appear to be positively related to role stress among chief executives.
Electronic alternatives to the business meeting: Managers' choices
Authors: CHRISTIE BRUCE , KINGAN STEPHEN
Published: August 2011

An experiment was designed to test five hypotheses concerning managers' preparedness to use an electronic alternative to meeting face to face for a business discussion. Fifty civil servants were given experience using telecommunication for a small group discussion. They then considered nine hypothetical cases and for each case indicated whether they would use the telecommunication system they had experienced or travel to meet face to face. They were significantly more likely to choose in favour of telecommunication: the longer the journey involved in meeting face to face; and the shorter the expected duration of the discussion. The following factors had no significant effect on the decisions: whether or not the telecommunication system had a visual channel; whether access to the system was relatively convenient or inconvenient; and whether the subjects had previous experience of telecommunication systems. The practical and theoretical implications of the results are discussed.
Alternatives in the typographic design of questionnaires
Authors: HARTLEY JAMES , DAVIES LINDSEY , BURNHILL PETER
Published: August 2011

Four layouts for a questionnaire were designed and a comparison made between them in terms of cost of production, ease of completion, and speed of data retrieval and coding. The results indicated no significant differences in terms of speed of completion and coding, but that cost‐benefits would emerge for different layouts, particularly if traditional printing methods of production were employed.
From information retrieval through matching to counselling and to career development: Some lessons from the USA
Authors: SUPER DONALD E.
Published: August 2011

A number of American computer‐based systems for educational and vocational guidance are reviewed. They illustrate the progressive development from information storage and retrieval systems, through matching to counselling and career development systems. Lessons are drawn from American experience of these systems, pointing out the pitfalls to be avoided both at the strategic level of setting objectives for computer‐assisted guidance, and at the technological level of developing suitable hardware, software, and audiovisual components. Directions for the future are suggested.
Computers in careers guidance: Promises and pitfalls
Authors: CLOSS S. J.
Published: August 2011

The author argues that computer technology will inevitably impinge upon career guidance: the main issue he addresses is how to make the best use of it. Various advantages, actual and potential, are discussed. Then a number of technical, organizational and social issues are identified, with suggestions for circumventing them.
Computer‐assisted guidance in Britain: Will the developments be of use to adults?: (An invited comment)
Authors: LAST ALLAN
Published: August 2011

The information and advice needed by adults engaged in mid‐career change are analysed in terms of how they may be expected to differ from those required by younger people. Some of the modifications to computer‐assisted guidance programs and data banks which would be required to take account of these differences are then suggested in outline. Ways in which implementation of these developments in guidance systems have been made possible in the USA are discussed: techniques for cooperation between agencies at local level, and consideration of unit size appear important. The availability of a range of guidance services—both computer‐assisted and personal—is seen as contributing substantially to adults' capacity for self‐management of both career and lifestyle.
The Kelsterton Computer‐aided Career and Vocational Guidance System
Authors: TAYLOR L.
Published: August 2011

This paper outlines a computer‐aided career and vocational guidance system, developed at Kelsterton College, which claims to have three virtues of being inexpensive, simple to use, and easy to maintain. The present job file contains information on 140 jobs, but work on expanding this file is proceeding with a grant from the Job Creation Programme.
A case study of repertory grids used in vocational guidance
Authors: SMITH MIKE , HARTLEY JEAN , STEWART BERNIE
Published: August 2011

To the layman at least, the differentialist tradition of vocational guidance has the advantage of using objective tools such as tests, norms and profiles which act as a defence against the charge of subjective bias. Because the developmentalist aims to ‘understand’ the growth and development of an individual's vocational maturity, these traditional tools are of limited value. Repertory grids are a relatively new tool which seem to offer a solution to the developmentalist's problem: it is an ideographic method which aims, literally, to map objectively an individual's own ideas about the world of work and the different occupational routes. The aim of this paper is to present a case study which outlines the basic repertory grid method and highlights some of its many possibilities.
An on‐line interactive creation and updating tool for counsellors
Authors: DOWSEY MIKE
Published: August 2011

Perhaps the biggest problem preventing more widespread use of computers in guidance is the effort required to collect, update and maintain the occupational data base. This paper critically reviews the process of transferring the data from source to computer, and describes an on‐line interactive method whose design aims include ease‐of‐use, generation of error‐free information, and independence for the counsellor.
Age and sex differences in the number and variety of vocational choices, preferences and aspirations
Authors: HOULT P. P. , SMITH M. C.
Published: August 2011

In this study 646 children between the ages of 11 and 17 years of age were asked to state their vocational choices, preferences and aspirations. It was found that the children were able to distinguish between these categories. The pattern of the total number of occupations chosen in all three categories showed that, rather than the number being reduced as the children got older, there was an inverted U pattern with a gradual rise to age 13 and slight decrease to 16. The results also showed that males tend to list a greater range of choices, a slightly greater range of preferences and an almost similar range of aspirations to females. The implications of these results are discussed.
Shiftwork and absence: An analysis of temporal trends
Authors: NICHOLSON NIGEL , JACKSON PAUL , HOWES GILLIAN
Published: August 2011

In the literature on shiftwork there are many studies describing interesting and complex temporal variations in employee absence behaviour, though none have had the opportunity to unravel the independent effects of shift‐turn (mornings, afternoons and nights), days of the week (Sunday to Saturday), and position in the shift cycle (start, middle and end cycle). The independent effects of these variables and their interactions were the focus of a study of 250 male steelworkers on the 6‐on 2‐off Metropolitan shift system, with certified and uncertified absence as the two dependent variables. The results were consistent with the study hypotheses, showing strong main effects for each of the three independent variables and complex interaction effects, all in relation to uncertified absence only. These findings are discussed in terms of the fresh light they shed on multiple causes of absence and the problems associated with long cycle shift systems. They also indicate that studies of temporal variations in the absence rates of shiftworkers should attempt to investigate further, or at least take some account of, shift cycle position, a powerful but neglected influence on absence.