bluuebunny/crossref_metadata_2025 huggingface dataset:
Adaptors and innovators: Data from the Kirton Adaptor‐Innovator Inventory in a local authority setting
Authors: HAYWARD GEORGE , EVERETT CHRIS
Published: August 2011

This study compares the scores of managers within a local authority on the Kirton Adaptor‐Innovator Inventory with previously published work. The results support the view that adaptors are more likely to progress within local authority work than are innovators, unless selected for some specific purpose.
The effects of unemployment on the mood, self‐esteem, locus of control, and depressive affect of school‐leavers
Authors: TIGGEMANN MARIKA , WINEFIELD A. H.
Published: August 2011

The purpose of this study was to investigate some psychological effects of unemployment in school‐leavers using a longitudinal research design. Questionnaires which included mood questions and scales measuring self‐esteem, locus of control and depressive affect, were administered twice to 761 students, once while they were at school, and then again one year later. Comparisons between the unemployed and employed groups revealed that the unemployed were generally less well‐adjusted than their employed counterparts. Specifically they reported greater negative mood and had higher depression scores, and the unemployed girls also displayed lower self‐esteem. These differences, however, resulted largely from an improvement in outlook on the part of the employed, rather than from the unemployed becoming more depressed and losing self‐esteem.
An investigation into the factor structure of the General Aptitude Test Battery
Authors: HAMMOND SEAN M.
Published: August 2011

The General Aptitude Test Battery (GATB), a 12‐test battery purporting to measure nine occupation‐related aptitudes, is one of the most widely used test batteries in the field of job selection. Despite its widespread use, however, little research has been carried out to investigate its factorial assumptions. The present study looks at the factorial structure of the GATB based on a large Irish sample. The results indicate that the GATB does not adequately measure nine specific underlying aptitudes, but four, more general, higher order aptitudes.
Mothers' subjective employment experiences and the behaviour of their nursery school children
Authors: BARLING JULIAN , VAN BART DAWN
Published: August 2011

Most research on the effects of maternal employment on children has followed the ‘maternal deprivation’ hypothesis, which focuses on differences in the behaviour of children of employed and non‐employed mothers. Yet this framework may have impeded an examination of a more relevant question, namely the impact of mothers' employment‐related experiences. Accordingly, this study assesses the influence of mothers' job satisfaction, job involvement and role conflict on the behaviour of their nursery school sons and daughters (n=46 and 45 respectively). The effects of maternal employment on their nursery school children were found to be mediated by (a) the nature and quality of the employment experience (i.e. positive or negative), (b) the type of child behaviour assessed, and (c) the sex of the child. Mothers' job satisfaction was positively associated with daughters' self‐control and negatively with conduct problems; their role conflict was negatively related to sons' and daughters' self‐control, and positively associated with sons' conduct problems and daughters' immaturity. These results support the hypothesis that the quality of the maternal employment experience influences nursery school children's behaviour.
Mobilization and participation in trade union action: An expectancy‐value approach*
Authors: KLANDERMANS† P. G.
Published: August 2011

The mobilization of trade union members to participate in the activities of their union is a complex process of persuading and activating. Curiously, the literature on union participation has paid little attention to this process. In this paper an expectancy‐value theory of willingness to participate in action is presented. Central to this theory is the assumption that the willingness to participate in an activity or action of a trade union is a function of the perceived costs and benefits for participants of involvement in that activity or action. In the light of this theory two kinds of mobilization are distinguished: consensus mobilization and action mobilization. The theory was applied in studying three mobilization campaigns of a Dutch trade union: (a) a campaign concerning an imminent conflict about a planned reorganization, and (b) two campaigns over the annual negotiations for a collective labour agreement. This paper describes the developed theory and uses results from the three studies to test and illustrate it.
The college recruitment interview: Topical content and applicant reactions*
Authors: TAYLOR M. SUSAN , SNIEZEK JANET A.
Published: August 2011

The present study investigated several issues concerning organizations' use of the campus interview for applicant evaluation and recruitment. Results indicated that: (1) recruiters showed little agreement on which topics should be covered in the interview; (2) individual recruiters failed consistently to cover topics they believed were important; (3) applicants reported the most frequently mentioned content dealt with non‐academic issues of university life and extracurricular activities; (4) applicants reacted more favourably to interview content concerning general job qualifications. Implications of the findings for recruitment interview effectiveness are discussed.
Graduate pre‐selection: A research note
Authors: WINGROVE JANET , GLENDINNING RICHARD , HERRIOT PETER
Published: August 2011

Information about educational, work and leisure achievements discriminated between graduate application forms which were accepted for further consideration and those which were rejected, as did personal background features and style of completion of the application form. Variation between types of organization, individual organizations and selectors from the same organization was observed.
The construct validity of burnout
Authors: MEIER SCOTT T.
Published: August 2011

Considerable confusion exists in the burnout literature about the similarities and separateness among the constructs of burnout, depression and job satisfaction. This study examined the construct validity of burnout using Campbell & Fiske's multitrait‐multimethod approach. The constructs of burnout, depression and orderliness (chosen as a discriminant construct) were assessed by three types of self‐report instruments. Data were analysed for 181 females and 139 male faculty members who spent at least 50 per cent of their time in teaching. Results indicated that measures of burnout largely met Campbell & Fiske's criteria for construct validity: burnout measures possessed adequate to good internal reliability and convergent validity. However, burnout measures also correlated substantially with measures of depression. Results are discussed in terms of possible explanations for the substantial overlap that has been demonstrated among measures of burnout, depression and job satisfaction.
Transfer of training: A field investigation of youth training
Authors: FOTHERINGHAME JUNE
Published: August 2011

This study investigated, in the field, differences in the transfer and retention of training in using micrometers, of two groups of young trainees. The experimental group were motor‐vehicle servicing trainees and the control group were information technology trainees. The results showed that (i) there was no difference between trainees of the two groups in end‐of‐training tests when they were trained from scratch, though the information technology trainees retained the skill better; (ii) experimental subjects, who had learned the micrometer skill one year previously, were more effectively trained to use it in a new trade than were control subjects, who lacked previous experience; (iii) experimental subjects, who had learned the micrometer skill one year previously, were not more effectively trained to use a vernier height‐gauge. Results are discussed in terms of the level of skill at which a possible transfer mechanism may be supposed to operate. Evidence is presented of effective transfer of training between two skills very closely related at the motor level. Failure of transfer of training between two skills related at a somewhat higher level of abstraction is shown. The question of transfer of training between two skills not closely related at these lower levels, but related at a yet higher level of abstraction, is discussed.
Decision processes in graduate pre‐selection
Authors: HERRIOT PETER , WINGROVE JANET
Published: August 2011

Transcriptions of recordings of seven graduate recruiters as they thought aloud while pre‐selecting 722 application forms were analysed. Their remarks were categorized into positively and negatively evaluated items of information and inferences from information. Inferences were further categorized into seven types. Significant differences were found between recruiters. Inferences occurred more frequently relative to items near the end of the protocols, implying the function of reducing information load. Prediction of decision to accept or reject on the basis of items and inferences compared favourably with prediction based on items coded from the application forms themselves. Inferences, and especially negatively evaluated ones, predicted decisions better than did items for most recruiters. The development of a decision aid for recruiters is discussed.
Recruiter counselling behaviours and applicant impressions
Authors: HARN THOMAS J. , THORNTON GEORGE C.
Published: August 2011

Graduating college students (n=105) completed questionnaires following employment interviews at a university placement centre, describing recruiter behaviours, impressions of recruiter warmth and thoughtfulness, and willingness to accept a job offer. The behaviour descriptions were factor analysed, yielding five factors. Multiple regression indicated that three factors (non‐directive counselling behaviours, listening skills and interpersonal sensitivity) were related to perceived recruiter warmth and thoughtfulness (R2=0·47) and one factor (listening skills) was related to applicant willingness to accept a job offer (R2=0·13). When applicants perceived that the recruiter was representative of the company, the behaviours of the interviewer were more influential in determining the applicant's willingness to accept a job offer. Applicant sex and age did not moderate the relationship between perceived interviewer behaviours and applicant willingness to accept an offer. Implications of the results for further research and recruiting practices are discussed.
Proactive feedback seeking: The instrumental use of the information environment
Authors: ASHFORD SUSAN J. , CUMMINGS L. L.
Published: August 2011

This paper presents a field test of several hypotheses concerning proactive feedback seeking behaviour (FSB). The hypotheses are derived from the general assertion that feedback is a valuable individual resource. As such, feedback is hypothesized to be subject to active seeking behaviour by individuals. Feedback seeking is proposed as an instrumental response of employees attempting to achieve their goals within an evaluative context. Hypotheses relating such seeking to both personal (length of tenure, job involvement and tolerance for ambiguity) and organizational (contingency uncertainty and role ambiguity) variables are formulated and tested. Role ambiguity, contingency uncertainty, tenure within the organization and job involvement were found to predict FSB. The relationships between both role ambiguity and contingency uncertainty and proactive FSB were found to be moderated by an individual's ability to tolerate ambiguity.
Occupational first aid training: Decay in cardiopulmonary resuscitation (CPR) skills
Authors: McKENNA STEPHEN P. , GLENDON A. IAN
Published: August 2011

One hundred and twenty four occupational first aiders were tested on their ability to carry out cardiopulmonary resuscitation (CPR) at varying times following training (up to three years). Expert assessment of printouts from a Recording Resusci‐Anne manikin indicated that only 12 per cent of those tested would be capable of carrying out effective CPR. Measures derived from the same printouts showed that there was a rapid and linear decay in CPR skills over time with fewer than 20 per cent of subjects achieving a score of 75 per cent on performance after only six months had elapsed since training.

Variables such as age, sex, height, weight and practice on a manikin were not found to influence performance.

Despite certain drawbacks in the design of the study it is clear that retraining in CPR skills should be more frequent than the three years recommended by present industrial first aid legislation.
Life‐styles and psychological well‐being among unemployed men in Northern Ireland
Authors: KILPATRICK ROSEMARY , TREW KAREN
Published: August 2011

The research aimed at identifying variation in how the unemployed spend their time. One hundred and twenty‐one unemployed men in the 25 to 45 age range completed time diaries, questionnaires and Goldberg's 12‐item GHQ. Cluster analysis carried out on the time diary data revealed four distinct life‐styles, namely Active, Social, Domestic and Passive, with ANOVAS indicating significant differences between time spent on behaviours typical of each cluster. A significant relationship between psychological well‐being (as measured by the GHQ) and life‐style was identified with a progressive decline in mental health being paralleled by decreasing activity and withdrawal into the home. Profiles of men typical of each cluster in terms of personal characteristics such as marital status, age, size and age of family, social support and employment history were outlined. Of such background characteristics only social support was significantly related to GHQ scores. The interrelationship between life‐style, psychological well‐being and background factors is discussed and the implications of the findings outlined.
The measurement and prediction of career commitment
Authors: BLAU GARY J.
Published: August 2011

Using a sample of 119 registered nurses from a large urban hospital, this longitudinal study investigated the nomological network of career commitment by: (a) determining if a distinct measure of career commitment could be operationalized, and (b) examining whether such a measure showed a different relationship to withdrawal cognition scales than measures of other work commitment concepts. The study also tested the importance of situational and individual difference variables in predicting career commitment.
Sex differences in performance rating: A research note
Authors: WILLIAMS RICHARD. S. , WALKER JAMES
Published: August 2011

This note describes a field study of appraisal ratings in a number of British government departments. The study examines sex differences in ratings of overall performance, promotability and long‐term potential. The findings on overall performance reinforce the currently unclear picture. The figures for promotability and long‐term potential extend the existing body of knowledge and introduce new difficulties of interpretation. The note comments on these difficulties and on corrective action.
Management selection in Britain: A survey and critique
Authors: ROBERTSON IVAN T. , MAKIN PETER J.
Published: August 2011

The results of a survey of the techniques used for managerial selection from 108 organizations in Great Britain are presented. The results reveal that, whilst the usage by large organizations of assessment centre type exercises and biodata is increasing, most organizations still select managers on the basis of interviews and references.

It is argued that psychological research and theory should have a bigger impact on selection practice. The limitations of current research and theory are discussed under the headings of criterion measures, validity and utility, and predictors.
The social support and health relationship: Is there a gender difference?
Authors: FUSILIER MARCELLINE R. , GANSTER DANIEL C. , MAYES BRONSTON T.
Published: August 2011

Social support has generally been found to have a positive effect on health outcomes. Recently, however, it has been suggested that the existence of these benefits is dependent on the source of support and the gender of the individual receiving the support. Specifically, it has been argued that employed males benefit from work‐based sources of support while employed females rely on family or non‐work sources. The present study tests this proposition while controlling for variables which may be confounded with gender in the workforce. Several health and satisfaction variables are investigated. The relationship between gender and amount of social support from various sources is also explored. Findings suggest (a) that social support does have various beneficial effects on health outcomes, (b) that gender has little bearing on the amount of support received, and (c) there are few gender differences in the effects of social support on health. Those differences that were found were in the opposite direction of what was expected.
Voluntary union membership of women and men: Differences in personal characteristics, perceptions and attitudes
Authors: SNYDER ROBERTA. , VERDERBER KATHLEEN S. , MORRIS JAMES H.
Published: August 2011

On the basis of previous research and unincorporated theories of attitude formation and learning, multivariate analysis of variance and discriminant analysis were used to identify differences in personal characteristics, perceptions and attitudes of union members and non‐members in general, and by sex. The study used a natural field setting incorporating the unusual characteristics of: (a) substantial proportions of women, (b) complete volition in the membership decision, and (c) control of non‐random confounding variables across employment settings. The study therefore addressed particular limitations of previous studies in this area. Results indicate that differences exist, in accordance with relevant theory, between voluntary members and non‐members, and potentially important sex differences exist within these groups as well.
Explaining intergroup differentiation in an industrial organization
Authors: BROWN RUPERT , CONDOR SUSAN , MATHEWS AUDREY , WADE GILLIAN , WILLIAMS JENNIFER
Published: August 2011

We report a study of intergroup relations in a paper factory in which we examine the utility of three social‐psychological approaches: realistic conflict theory, the contact hypothesis and social identity theory. A sample of 177 shop floor workers from five different departments was interviewed. From them, measures of intergroup differentiation, perceived intergroup conflict, amount of intergroup contact, and strength of workgroup identification were obtained. The latter was assessed using a new scale of group identification developed for this study. Reliability and validity data for this scale are reported. Using multiple regression analyses we attempt to explain variance in respondents' intergroup differentiation using the other measures as predictor variables. The most powerful and reliable predictor was perceived conflict which, as expected, was positively correlated with differentiation. Less consistent was amount of contact which was negatively but only weakly associated with differentiation. Strength of group identification, while generally showing a positive correlation with differentiation as predicted, was also only a weak and inconsistent predictor variable. Noting that these results confirm findings from other studies we discuss their theoretical implications.
Alternative models to guide the design and introduction of the new information technologies into work organizations
Authors: BLACKLER FRANK , BROWN COLIN
Published: August 2011

There is an important need for a wider public recognition of psychological approaches to the design and introduction of the new work systems based on microelectronics. The economic and political climate in the UK has not been very supportive of social science orientations, however, and approaches which have been influenced by psychological theory have been limited in their effects. Contributions made by ergonomics, socio‐technical theory and participative systems design are considered, and criticisms that have been made of each are reviewed. In an analysis of how psychological and social science approaches differ from conventional views on how best to manage the introduction of the technologies two alternative models, the ‘task and technology approach’ and the ‘organization and end‐user approach’, are presented. Stages in the cycle of innovation associated with the introduction of the technologies are identified and alternative assumptions that may guide practices within them are outlined. The need for a wider appreciation of the advantages of the ‘organization and end‐user approach’ is discussed. It is suggested that psychologists should emphasize the indeter‐minism of the technologies, develop techniques to assist people to exploit this in particular situations, and cultivate an ‘inclusive’ orientation to the presentation of their work.
Leader orientation and organizational transience: An investigation using Fiedler's LPC Scale
Authors: BRYMAN ALAN , BRESNEN MICHAEL , FORD JANET , BEARDSWORTH ALAN , KEIL TERESA
Published: August 2011

In spite of the increased interest in the role of situational factors as moderators of leader orientation‐performance relationships, the possible role of organizational transience as a mediating variable has been ignored. The authors used Fiedler's Least Preferred Co‐worker (LPC) Scale in a study of 39 construction site managers. It was found that these managers have a stronger task orientation than other occupational groups who are typically located in relatively permanent organizations. The degree of transience of construction sites (i.e. the length of projects) moderated the LPC‐performance relationship.
Job and non‐job stressors and their moderators
Authors: DOOLEY DAVID , ROOK KAREN , CATALANO RALPH
Published: August 2011

Almost 4000 principal wage‐earners were surveyed to assess the main and interactive effects of undesirable and desirable life‐events, social support, and perceived and objective job security on psychological symptoms. Events and support were measured for both the job and non‐job spheres. Three methods of analysis were used. Ordinary regression was used as a preliminary analysis and to provide comparison with the customary approach. A second analysis was based on dichotomizing the continuous symptom variable at a point approximating a ‘case’ vs. non‐case distinction. The third analysis used a small panel to control for time 1 symptoms. The different methods produced somewhat different results but, in general, provided support for certain main effects including desirable life‐events and job security but little or weak support for the moderating effects of such variables as social support.
The psychometric properties and design of managerial assessment centres: Dimensions into exercises won't go
Authors: ROBERTSON IVAN , GRATTON LYNDA , SHARPLEY DAVID
Published: August 2011

Traditional assessment centre design involves the identification of a set of performance‐related traits (dimensions). These dimensions are used as a basis for the design of exercises and are used by assessors to rate candidates' performance. This paper examines the psychometric properties of four UK‐based assessment centres and, in particular, the extent to which the ratings produced by assessors demonstrate both convergent and discriminant validity. The results indicate that within‐exercise ratings of different traits correlate more highly than across‐exercise ratings of the same trait. Factor analyses of the data reveal that underlying factors represent exercises and not dimensions. The implications of the results for the design of assessment centres are discussed.
A review of the effects of non‐verbal cues on the performance appraisal process
Authors: DE MEUSE KENNETH P.
Published: August 2011

Forty‐six empirical studies directly investigating the effects of three classes of nonverbal variables (demographic cues, physical appearance, non‐verbal behaviours) on performance appraisal were reviewed. In addition, relevant social psychological and communication research in the areas of person perception and impression formation was highlighted. The review indicated that the effects of non‐verbal cues on person perception in general, and performance appraisal in particular, are significant and varied. The review also revealed that (a) the majority of performance appraisal literature has exclusively examined demographic cues, (b) potential interactions among the three classes of non‐verbal variables have been generally ignored, and (c) most of the research is non‐theoretical. In an attempt to remedy this situation, a conceptual framework within which to examine the impact of non‐verbal cues on the performance appraisal process was proposed.

Research in performance has been conducted explicitly for over 40 years (and implicitly since the time of Aristotle). We know lots of little things about the topic. A major obstacle to increasing our understanding of the bigger issues in performance theory seems to be the absence of a clear agenda for research and thinking. We have been bogged down in the technology of performance assessment and have paid little attention to the theory which must support this technology (Landy et al., 1983, p. xi).
The self‐efficacy expectations and occupational preferences of females and males
Authors: CLEMENT SARAH
Published: August 2011

Hackett & Betz (1981) proposed that Bandura's (1977) theory of self‐efficacy can provide a useful conceptual framework in which to view the occupational preferences of women. They suggested that, largely due to socialization experiences, women have low self‐efficacy expectations in relation to traditionally male occupations, and that this may contribute to women's continued underrepresentation in these occupations. A total of 121 current and prospective university students rated their self‐efficacy for, their liking of, and the extent to which they had considered entering, various traditionally male and traditionally female occupations. The females displayed lower self‐efficacy than the males for all but one of the traditionally male occupations. The males did not lack self‐efficacy in relation to the majority of the traditionally female occupations. However, contrary to expectations, women's lower self‐efficacy did not deter them from considering entering traditionally male occupations. The implications of these findings are discussed and some of the assumptions underlying the self‐efficacy theory of women's occupational preference are questioned.
The effects of gender on assessment centre evaluations
Authors: WALSH JAMES P. , WEINBERG ROBERT M. , FAIRFIELD MARITA L.
Published: August 2011

Assessment centre evaluations of candidates were analysed for evidence of assessor‐assessee sex effects. Results from this investigation revealed a significant main effect for assessee sex, favouring females over males, and a significant interaction effect between the sex composition of the assessor group and assessee sex. These results are compared with past empirical evidence and discussed in the light of current theory.
The impact of unemployment in relation to age and length of unemployment
Authors: ROWLEY K. M. , FEATHER N. T.
Published: August 2011

The study investigated the impact of length of unemployment in two groups of unemployed men in Adelaide, South Australia. The two groups were selected so as to sample two different age ranges, 15 to 24 years and 30 to 49 years. Both groups completed scales concerned with job‐seeking activity, employment commitment, self‐esteem, psychological distress, use of time, and financial strain. The results indicated differences between the two age groups on some of these variables with more psychological distress, higher self‐esteem, and greater employment commitment reported by subjects in the older group. Correlations involving data for all subjects (both groups combined) showed that more financial strain, less time structure, less self‐esteem, and more psychological distress tended to accompany increasing length of unemployment but there was little evidence (apart from financial strain) that these relations were stronger for the older age group. In both groups employment commitment and financial strain acted as moderating influences on psychological distress. Results were related to findings from the Sheffield unemployment studies and it is suggested that future research involving different age groups would profit by more contact with theoretical frameworks and empirical findings from life‐span developmental psychology.
A longitudinal study of adjustment to technological change: From mass to computer‐automated batch production
Authors: Majchrzak Ann , Cotton John
Published: August 2011

Four independent sets of factors were identified from the literature as potentially influencing worker adjustment to technological change: actual job changes experienced on workers' jobs, perceived changes to the jobs, personal factors and management support. Four indices of adjustment were measured: stress/psychological problems, job satisfaction, organizational commitment and perceived quality of life. A longitudinal study of 31 unskilled workers transferring from traditional mass assembly to computer‐automated batch (CAB) production assessed the relationship of the factors to adjustment. The most important set of factors determining adjustment was the actual changes to individual jobs. Implications for studies that examine perceived job changes as well as for the implementation of CAB technology are discussed.
Robotics: A challenge for occupational psychology*
Authors: Shenkar Oded
Published: August 2011

Increasingly pervasive in modern industrial settings, robots pose a remarkable challenge to those concerned with the psychological and social implications of new technologies. This paper assesses the psychological and occupational problems typical to robotization, and reviews the suitability of conventional intervention techniques for robot‐related problems.

…the machine is conducting our future for us not only simply in direct answer to our direct questions, but in general answer to the world situation and to human psychology as a whole… The machine cannot, must not, make us unhappy.

(Asimov, 1950)
Occupational stress amongst general practice dentists
Authors: Cooper Cary L. , Watts Jane , Baglioni A. J. , Kelly Mike
Published: August 2011

This study assessed the mental well‐being and job satisfaction of a random sample of 484 dentists in England, Scotland, Wales and Northern Ireland. It was found that male dentists showed lower levels of well‐being than the normative population. Using multiple regression and LISREL, it was found that ‘time and scheduling demands’ and ‘negative patient perceptions’ were consistent predictors of mental ill‐health across both male and female dentists. While there was also a significant relationship between these factors and job satisfaction, the amount of variance explained was small. In addition, for male dentists, Type A coronary‐prone behaviour was also a strong predictor. These results are discussed in detail.
Impacts of objective and subjective labour market conditions on employee turnover
Authors: Hui C. Harry
Published: August 2011

To understand the impacts of objective and perceived labour market conditions on employee turnover, interview data from a nationwide sample of young workers were examined. Contrary to findings obtained in studies investigating the relationship between aggregate turnover rate and economic conditions, the situation in the objective labour market was found to have no effect on the withdrawal process on an individual level. Neither did it affect individual job satisfaction. However, subjective perception of alternative employment opportunities, as well as job satisfaction and withdrawal intention, were predictive of voluntary termination during the subsequent year. Reasons for the discrepancy are discussed.
Assessment centre decision making: Judgemental vs. mechanical
Authors: Feltham Rob
Published: August 2011

This study compared the validity of judgemental and mechanical methods of combining information obtained from an assessment centre. The predictive validities (five criteria) of the overall assessment rating (OAR) were compared with corresponding validities obtained for a unit‐weighted composite of five AC measures (n = 157). Validities of the composite were higher for each criterion, and this remained the case after correction for the differential effects of range restriction.
Improving practitioner access through a software design for the Weighted Application Form
Authors: Smith M. C. , Smith J. M. , George D. I.
Published: August 2011

This study investigated the computerization of the Weighted Application Form (WAF). A discriminant analysis was performed on the application form responses of 281 nursing course applicants. Computer software was then developed incorporating the classification function from the discriminant analysis procedure. In the second part of the study 45 subjects were divided into three groups and entered eight sets of nursing course application form data. The ‘computerized’ group received instructions on how to do this from the screen, the ‘written’ group from a manual and the ‘verbal’ group verbally from the experimenter. Time taken to complete the task and the number of errors made were recorded. Results indicated that group influenced time taken on the task and that group did not exert an influence on errors made on each question. As a result of the experimental work and responses to a questionnaire, it was concluded that the ‘computerized’ version of the software was the option that should be adopted for computer software involving the WAF.
Development and application of the rated ranking technique in performance appraisal
Authors: Miner John B.
Published: August 2011

A performance appraisal procedure called rated ranking is described in which alternation rankings are followed by a rating of the individuals ranked within the limits imposed by the initial rank orders. This procedure was used by 21 foremen in evaluating 185 semi‐skilled mine and plant employees of a single company. The results of this application were used to investigate the value of the rated ranking procedure including reliability, nature of the distributions, differences between groups and individuals, halo, construct validity and potential bias in the evaluations. The results provide an encouraging picture of ranking procedures when the rated ranking process is incorporated. The approach has demonstrated value for the purpose of validating selection procedures.
Development of the Work Locus of Control Scale
Authors: Spector Paul E.
Published: August 2011

The development of the Work Locus of Control Scale (WLCS), a 16‐item measure of generalized control beliefs in work settings, is described. Included is a discussion of item selection, norms, reliability and initial validation. Criterion‐related validity is provided by correlations with other theoretically meaningful variables from six samples. The WLCS was found to correlate significantly with job satisfaction, intention of quitting, perceived influence at work, role stress and perceptions of supervisory style.
Job loss vs. failure to find work as psychological stressors in the young unemployed
Authors: Winefield Anthony H. , Tiggemann Marika
Published: August 2011

Longitudinal observations are reported on three samples of unemployed school‐leavers who were followed up after one, two and three years respectively following an initial survey taken while they were still at school. In each case interest focused on possible differences between those who had been continuously unemployed since leaving school and those who had become unemployed following job loss. The two unemployed groups did not differ consistently on any of the psychological measures; moreover, in general there was no evidence of an overall decline in psychological well‐being. It is concluded that job loss, as opposed to failure to find a job, is not in itself a traumatic experience for the young person.
Teacher stress during a school year: Covariance and mean structure analyses
Authors: Kinnunen Ulla , Leskinen Esko
Published: August 2011

This study examined teacher stress over a school year. A total of 142 teachers made repeated assessments (12 in all) of the stress indicators by answering questionnaires during the school year of 1983–1984. Longitudinal quasi‐simplex models and modifications of these were constructed for the analysis of the structural features of the teacher stress process over a school year. By using these models all the stress data could be analysed at the same time in a statistically efficient way. According to the constructed models, teacher stress was a stable process during terms, which meant that the variance in latent stress in the measurements was well explained by the previous measurement. The Christmas holidays, however, upset the stability of the stress process between terms. In spite of this stability of the covariance structure there were changes in the means and levels of latent stress. During the autumn term the stress level increased and weekend recovery from stress stopped towards the end of the term. During the spring term, weekend recovery continued throughout the term.
Employees' perception of pay increases
Authors: Rambo William W. , Pinto John N.
Published: August 2011

Concepts and methods of psychophysics were adapted to a study of the relationship between the size of a pay increase and the subjective impressions it creates. Management personnel (n = 109) were asked to assign cognitive labels to an ordered series of pay increases, and estimates of just meaningful differences (JMD) in pay were made for subjects grouped according to level of current salary. Contrary to predictions derived from Weber's Law, the JMD was a decreasing percentage of current pay. Regression analyses revealed that current salary, perceived equity of current salary and, in one instance, expectations regarding future promotions accounted for a significant portion of the individual differences in the size of the JMD. The use of the JMD as an index reflecting psychological sensitivity to changes in income is discussed.
Career decidedness and psychological well‐being: A two‐cohort longitudinal study of undergraduate students and recent graduates
Authors: Arnold John
Published: August 2011

Previous predominantly cross‐sectional research on antecedents and outcomes of career decidedness has been voluminous but inconclusive. A longitudinal study with two cohorts of undergraduates and recent graduates (n = 124 and n = 157) is described. Using aspects of psychological well‐being as dependent variables, the study demonstrates how research design can be improved and empirically examines the value of these improvements. Decidedness and well‐being were significantly related especially around graduation, when sustaining a decision led to high levels of well‐being. Explanations for the results and the implications of this study for the design of future research on career decidedness are examined.
The halo effect: It really isn't unitary: A rejoinder to Nathan (1986)
Authors: Fox Shaul , Bizman Aharon , Hoffman Michael
Published: August 2011

This paper is in response to Nathan's (1986) critique of Fox, Bizman & Herrmann's (1983) paper ‘The halo effect: Is it a unitary effect’. Specific points raised in Nathan's critique are rebutted. Recent numerical analyses are then employed to demonstrate the non‐equivalence of two extant measures of halo‐SD indices and D × D correlations. The SD indices, challenged by Nathan, are shown to conform with at least one commonly accepted definition of halo and to bear upon important psychological phenomena in the rating process. The SD and D × D measures are shown to reflect two different types of halo ‐ co‐occurrent and covariant. Conceptual analyses are offered to further elucidate the qualitatively differing foci of these types of halo. Summary sections address the implications of this diversity in halo for programmes aimed at reducing rating error.
The structured interview: Additional studies and a meta‐analysis
Authors: Wright Patrick M. , Lichtenfels Philip A. , Pursell Elliot D.
Published: August 2011

Hunter & Hunter (1984) recently performed a meta‐analysis on research on the interview for selection purposes and concluded its validity to be 0.14. The structured interview may be a promising alternative to the traditional unstructured interview. A review of structured interview studies is discussed and six additional validations are presented. A meta‐analysis performed on structured interview validities resulted in an estimated validity of 0.39. Research implications are discussed.
Burnout: The effect of psychological type on research findings*
Authors: Garden Anna‐Maria
Published: August 2011

In this study dimensions of burnout were compared in a human services sample of 81 nurses and a non‐human services sample of 194 mid‐career managers on an MBA course. A measure of burnout, and certain postulated facets of burnout, were assessed through a self‐report questionnaire. An indicator of psychological type was also administered since, it is argued, a confounding of personality with occupation may have occurred in early studies of burnout. It was found that emotional demands and a lack of caring for others were associated with the measure of burnout only for that psychological type which is overrepresented in the human services. For a different psychological type, which is over‐represented in managerial occupations, the measure of burnout was associated instead with mental demands and lower ambitiousness. This suggests that previous findings about burnout may merely be a product of research being conducted in an occupation, the human services, within which is a predominance of a particular psychological type.
Sex differences in career preferences of lower sixth formers in Belfast grammar schools
Authors: Hammond David , Dingley James
Published: August 2011

The findings are described of an investigation comparing the career preferences of 589 girls and 437 boys in the lower sixth forms of Belfast grammar schools. For each sex, career choices tended to follow traditional patterns, with girls having lower career aspirations than boys. In general, both sexes expressed similar attitudes to marriage and related career issues.
Mismatches in the work‐role transitions
Authors: West Michael , Rushton Ruth
Published: August 2011

Mismatches between person and environment following a work‐role transition are considered in the light of a theory of such transitions. The effects of role requirements, socialization processes and personality were examined among 145 student nurses at various stages in their training, using questionnaire and diary recording methods. A number of theoretical predictions were borne out, but of particular interest were the findings that those with high desire for control entering the low discretion environment of student nursing were more likely than others to role innovate but they also evidenced greater levels of personal change, surprise and emotional frustration. It is suggested that adjustment to mismatches following work‐role transitions fosters high levels of personal change and attempted role innovation but that low discretion environments in particular hinder such adjustments, leading to frustration and intentions to turnover.
The validation of the selection of male British Army officers
Authors: Dobson Paul , Williams Allan
Published: August 2011

Achievement motivation (nAch) has been suggested by a number of researchers to be based on a number of underlying factors. Yet no one scale has been developed that incorporates all the factors suggested. This research set out to develop such a scale for research usage. Over three studies, a 49‐item scale was produced which measures seven factors. These are Work Ethic (WE), Acquisitiveness (for money) (Acq), Dominance (Dom), Excellence (the pursuit of) (Exc), Competitiveness (Com), Status Aspiration (SA) and Mastery (Mast). Some data on the internal reliability and validity of the scales are included, and some implications of a multifactorial approach to nAch are briefly discussed.

The Regular Commissions Board is the main mechanism for the selection of British Army officers. This study is the most comprehensive validation of that mechanism that has been undertaken. Current selection, training and reporting procedures were investigated and all types of male entrant were sampled. The validation utilized both training and job performance criteria. Within‐study meta‐analyses were carried out on the entrant and Corps subgroups. Total group validity coefficients of 0.33 (0.43 with resignations excluded), 0.31 and 0.31 were obtained for the prediction of regimental performance, and general officer and specialist training respectively. It is concluded that, given the current applicant population, the Regular Commissions Board is a fair, moderately valid method for the selection of officers, and it has utility. Observations are made concerning the basis of the Board's validity, and the value and design of assessment centres.
Rewards, investments, alternatives and organizational commitment: Empirical evidence and theoretical development
Authors: Oliver Nick
Published: August 2011

This paper reports the findings of a study into organizational commitment in a large producer cooperative. The proposition that commitment could be explained as an additive function of rewards, investments and alternatives was explored using a range of attitudinal and behavioural indices of commitment. Multiple regression analysis did not provide support for the full model. Factor analysis of the multiple commitment indices produced little evidence of a general organizational commitment construct. These findings support the view that there are conceptual problems with the organizational commitment construct. It is argued that concentrating on actions rather than entities as commitment targets may be a useful way for research to proceed in this field.
Performance evaluation and compensation feedback messages: An integrated model
Authors: Bannister Brendan D. , Balkin David B.
Published: August 2011

A theoretical model is developed which looks at both performance evaluation and compensation decisions as feedback messages. Underlying and critical to the model is the role of causal attributions made by both the supervisor/source and recipient of feedback about the causes of the recipient's performance. Specific hypotheses are generated which account for discrepancies between supervisor and subordinate about these causes of performance. In addition, the presence and impact of external organizational constraints on feedback recipients' perceptions and performance are discussed.
Consequences of changing employers amongst young engineers
Authors: Newton T. J. , Keenan A.
Published: August 2011

Based on a sample of young professional engineers, this investigation studied the relationship between job change, job demands and psychological strain. Job change was studied by comparing those engineers who changed their employer (over a two‐year interval) with those who remained with the same employer. Respondents changing employer reported decreases in some job demand and psychological strain levels after their change, whereas those who stayed with their employer reported increases in demand and strain. Changing employer was also compared with other forms of job change, namely changes in work area and changes in field of engineering. Overall, the results lend more support to a ‘proactive growth’ model of job change than a ‘stress‐coping’ model (Nicholson & West, 1988).